Dear Sue: I was let go from my job of seven years over a month ago. I didn’t ask why I was being fired at the time because it came as a surprise to me. The reason on my employee exit form was “Company Termination.” I'm not sure how to explain this on interviews and am wondering if I should contact my previous employer and ask for an explanation.
Continue reading "Ask Sue - Let Go from My Job of Seven Years " »
Dear Sue: I work with "a few" very loud talkers. Some of my coworkers use the hands-free telephone headsets, and they don't realize just how loud they can be while on phone calls. I have repeatedly asked my closest coworker to "be a little quite - I can't hear the person on my phone", but to no avail.
We sit in 4 ft tall cubicles, and there is not the opportunity for more sound-proofing at this time.
To top all things off, I'm subjected to all the personal phone calls my coworkers make, many, many times each day. From 7am - 4pm. I'm not the only one--others can hear these coworkers phone conversations too. We joke & make comments about what we hear. We've asked our boss to speak with them, nothing happens. I'm ready to stand up and tell my coworker to shut-up, but I'm afraid I'd be the one fired.
Dear Sue: My boss is the type of person who has to be asked for a raise or review every year. I feel if I ask him, he’ll feel obligated and resent it later. I am feeling compelled to look for employment elsewhere. In your honest opinion, is that something that’s worth the effort?
- Rick
Dear Sue: We are a trauma based surgical specialty practice. We often receive phone calls from patients that are rude, demeaning and insulting. We are called names and cursed at occasionally. We do realize that many of the patients calling are in pain and may just want our help, and some are very frustrated they are not getting exactly what they want. I am looking for suggestions for my phone staff to help them not get burned out by the difficult patients and motivate them to maintain professionalism and empathy to the rest of the patients. Do you have any advice?
Continue reading "Ask Sue - Telephone Tip: How to Handle Irate Callers" »
Dear Sue:
I recently had a baby boy. One of my senior colleagues sent a gift to my house that I never received. I learned about it when he inquired if I had received it since he hadn’t heard from me.
Dear Sue: I just got "written up" at my job for not having proper telephone techniques after answering and talking on the phone for over 10 years. I have anew boss and things are not going well. He has a problem with me when someone calls for him and he's not in the office. I tell them that he's out of the office and ask if the caller would like to leave a message. If they ask when will he be in and I do not know, I tell them that I don't have that information.
Question:
I am interning as a cashier for a well known grocery chain. I want to stand out and look good to my superiors. I have good people skills and was thinking about conducting a survey to find out what our customers like and what we can improve upon. Do you have any suggestions?
First Answer:
You have a great idea, but you absolutely must think it through and then propose it to your supervisors in a way that doesn't threaten them.
Absolutely do not implement any ideas that fall outside the realm of your written job description without written permission from the appropriate party within the chain - which in the case of the survey idea is a senior marketing staff member at the corporate level. There are many considerations in designing customer surveys, such as customer privacy, validity and relevance of data, and potential impacts of conducting the survey in the first place.
But keep on brainstorming and sharing your ideas with your bosses. Meanwhile, focus on serving your customers with speed, accuracy, and friendliness, and working effectively with your colleagues.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
Being enthusiastic, motivated and creative are great ways of showing your value to a new employer. It's prudent, however, to clear these initiatives with a superior so that they are aware of what is happening and can guide you on the best way to handle surveys in order to maintain the good customer impressions.
You may want to inquire as to whether there are any customer opinion feedback forms the company uses. If there are none, ask if you might draft one for your boss's consideration. Remember, your main function is to offer great customer service as a cashier. If you're doing that, you're impressing not only your superiors but also the customers and everyone is already quite happy.
May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I am a graduate student in a good computer information services program. I earned a 100 percent scholarship for my $9,000 per semester fees. I just received a job offer from a four year old dot com company. They have a good business model and seem to be doing well. The job is ideal but they're offering slightly below market salaries and expect me to work 50 to 60 hours per week, including Saturdays. I'm two semesters away from graduation and if I stay should be able to land a better job, but I don't know if I'll be able to do so. If I take the job, I could complete my studies but at a slower rate. Should I stay in school or take the more sure thing?
First Answer:
If I were in your position, I'd pass on this particular offer, since it seems to have serious potential to derail your final two semesters. You might propose a half-time position (and firmly limit it to 25 hours per week), or simply choose to stay in touch with them as you finish up your studies.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
My hunch is that your excellent qualifications will enable you to get a better job upon graduation. If you were closer to graduation, and the job paid below market value, I'd say maybe go for it. Or if you were still two semesters away and job paid better, I might give the same advice, But with BOTH factors working against you, plus the demand for long hours of work, I think you can do better. And we can always hope that the economy will be that much better by the time you graduate.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Third Answer:
I hesitate to give you a direct yes or no answer to this question because I don't know your true financial situation. However, my assumption is that with a 100% scholarship and just two semesters from graduation, you'd be better off staying in school and completing your degree. 'm also assuming that a high grade point average is important for you to keep your scholarship, too. If your prospective employer expects you to work long hours and weekends, you will be diverted from your studies. A dot com, especially a "young one," is also a risky bet. They may prosper, but if so, they will be hiring even more people in the future. Your completed degree will be yet another asset. My sense is that if you can get along without this job, you should follow your "plan A" and stay in school.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Fourth Answer:
Congratulations on your job offer--your credentials and work ethic are certainly paying off. However, like much of of the business world, this decision isn't an either/or for you--there's no black or white answer here. What you should do before making a decision is ask yourself a few key questions:
Remember, just because you take the job doesn't mean you can't keep looking elsewhere or that you've shut yourself out of the market. Just make sure if you do take it, you've assessed its impact on your life as a whole. Good luck!
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Fifth Answer:
While this is a very personal decision - depending on your circumstances - it is always a better bet to complete your education. And, in your scholarship is paying for it. I know it is tempting to go for the immediate gratification but in the long run you may regret the decision. Having that degree will open more doors than your experience with a company that may or may not make it.
Remember, you are only in school for a relatively short period of time. You will be working the rest of your life!
-- Carole Martin, The Interview Coach
Sixth Answer:
One of the things you mention about this new company is that it is about four years old. Take into consideration that our New Millennium Depression started around the end of 1999 and we are only now slowly emerging from it. A company that has survived this period and is not only still making a profit but in a hiring mode could be a good option. You would be wise to check the financial standing of the company as you do further research about it. In that way, you'll be better informed and better able to make a good decision.
You seem to object to the fact that the company's work week consists of 50-60 hours, including weekends. These hours are typical of I.T. departments and firms. Perhaps I.T. is not the field you're looking for.
No matter whether you choose to stay in school or go to work immediately, the research and the decision are up to you and must be yours. No outsider knows your personal situation and variables better than you. In this case, let me suggest you try using a graphic (that is, hand written) decision tree so that you cognitively map out your options, their positives and negatives, compared with one another. Once you see these in perspective, your choice may be more clear for you.
May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
First Answer:
Signing bonuses vary from company to company and there is not standard policy. It is up the the company. I would not call it a "dirty trick" but be aware that you will probably be asked to sign a contract that states that you will work for this company for a certain amount of time. If you breach that contract, all or part of the sigining bonus would have to be paid back. As to when you would get the signing bonus, that can also very from company to company. Some will give it all do you in the beginning. Some will give you part in the beginning and the rest at a later time. When you commit to a signing bonus, be sure that this is a job that you want to stay in for whatever the bonus period covers. It is really only smart business for a company that pays a signing bonus to protect themselves from someone getting the bonus and then leaving after a short period of time.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Second Answer:
I could be old-fashioned, but negotiating financial aspects of employment, such as a sign-on bonus, are best when discussed in-person or over the phone. Email is a wonderful tool, but it doesn't offer the same affect as speaking and negotiating with someone on a personal, professional level.
You and the hiring manager are the only persons who can determine if you're worthy of a sign-on bonus. The amount of a sign-on bonus can range from 20% up to 200% of the base salary (more for executive-level positions), depending on the industry. To determine the right amount for you, think about the expenses you'll incur for changing employers, such as relocation and cost-of-living difference. Let the hiring manager provide you with an amount, take 1-2 days to think about it, and determine if renegotiations are in order or if the initial offering is fair.
Sign-on bonuses are connected to the amount of time you plan to commit, and the amount revolves around the prospected base salary and the company itself. Sizable bonuses are typically reserved for high-profile positions, along with positions that are difficult to fill, such as nurses. Bonuses woe individuals who are employed with other companies to consider changing positions. After all, the old adage "everything is for sale, but at the right price" falls true when trying to obtain candidates for particular positions.
As with any agreement, especially when $$'s are involved, it's best to get the details of your hiring package in writing. A big concern is the scope of the position presented by the company versus the actual duties once employed. One of the biggest complaints I hear from my clients is that they have a difficult time fulfilling their commitments once employed because the business misrepresented the position during the "dating period." Ensure that you have a full comprehension of the company, along with the proposed needs of the department, so there are no surprises during your 2-year tenure.
-- Teena Rose, a certified and published résumé writer and career specialist with Résumé to Referral
Third Answer:
First, congratulations on your offer. Negotiating an offer can be tough, but rewarding in the end. Keep in mind that anything is negotiable--including a hiring bonus so kudos to you for asking. That said, there is no guarantee that you will be successful in the negotiation or a specific amount you should or will receive. Organizations typically budget for a position so your negotiation leverage will be limited to some extent. For example, if you were offered $40,000, the organization may have budgeted between $38,000 and $45,000 for the position. Any salary increase they give you will likely come from the department's budget. Signing bonuses however often come from the HR budget, so whether or not you receive one may depend on how much of a budget they have left for such bonuses.
It's also a better idea to negotiate for a higher salary than a signing bonus. A signing bonus is a one-time payment (subject to full taxes just like your salary) while if you negotiate a salary increase, you'll receive that for years to come. Since you've already asked for a bonus however, there are a few things to keep in mind.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Fourth Answer:
Whenever you negotiate a salary you risk that the offer could be withdrawn. That said, you never know what you can get until you ask for it. I like the expression, "The answer is always, 'NO' unless you ask the question."
The tricky part about hiring or signing bonuses is that they are usually taxed at 41.5% ! So, if you were planning to buy a big couch for your living room - think big "bean bag chair" instead.
You also took a risk when you committed to two years. Who knows what could happen during this time - you may stay a longer or shorter period of time. Life is too unpredictable to know what you will be doing two years from now.
Best wishes on it working out for the best - all the way around.
-- Carole Martin, The Interview Coach
Fifth Answer:
Let's take this step by step:
Time of Payment: I did some checking around in various places on this issue. Different companies have different manners of paying signing bonuses. Some pay the amount as the first salary check. The majority of companies appear to pay the amount out over time, but they still vary as to how much and when. The standard seems to be about one-third to one-half after successful completion of 30 days or some sort of probationary period. The second and succeeding installments are paid upon the successful completion of another milestone. This is usually another six months or up to one year without break in service.
You should also be aware that if you leave before completing your time commitment, you may be expected to repay a prorated amount of what you received in anticipation of staying with the company. This may be part of an employment agreement you sign.
If they're asking you about how long you'll commit to working for them and entertaining the accompanying considerations, I'd say you've been offered the job. By asking for a signing bonus, you made a counter offer which they may or may not accept, depending upon how convinced you've made the company feel about your commitment to being a long-term, productive team member.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I am a middle manager in an organization that uses a matrix rather than a traditional organization chart. The manager to which I report has been offered a new position within our company but in a different department and geographic location. Our Board has not yet decided who will replace him. There are three leading contenders and they're continually struggling against each other for increased portfolios. I see this as an opportunity to climb the corporate ladder, but I'm unsure how to do so as I do not wish to project an image of someone who is restless or who takes advantage of a difficult situation. Any suggestions?
First Answer:
Your ambitions and respect for the indication are a clear indication that you're not restless or being difficult but rather that you're committed to the organization and ambitious. This is an opportunity for you to demonstrate that. Often in the business world, it's all about the spin--that is, the way an argument or proposal is spun or presented. Successful businesspeople will tell you it's the same way with business careers. In this case, you want to spin your proposal as a positive one.
Without knowing all of the details of your reporting structure and the interim management team during the transition time, it's hard to provide specific options, but you can spin a positive argument about how you can lead and provide stability during this time. Try going to your old boss and thank him/her for the support and guidance you have received thus far. Ask him or her for advice: are you ready to take on additional roles? Would he or she support your request? If you receive a green light, you can then proceed to interim management and ask for an opportunity to rise to the occasion. Offer your willingness to take on additional leadership responsibilities and tasks. You're not looking for a promotion per se but rather a chance to bridge the gap and prove your commitment to the organization.
Keep the conversation positive and focused on how you can help and why this interim role would be a good one for the organization. Whether or not your offer is accepted, the organization will likely look fondly upon your positivist and willingness to pitch in. This kind of attitude and ambition will certainly be rewarded down the road. Remember, it's all about the spin. Will such a leadership role help you? Absolutely. But more importantly, you want to showcase how it will help the organization. After all, that's what they pay you to do!
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
By virtue of the fact that your company uses a matrix organizational chart, you are in a very advantageous position. As I understand the concept, you and your colleagues are taking on a number of responsibilities and tasks that require unified efforts toward making your expertise and focus mesh with all of the others. You are also required to have input into the other parts and have intelligence about them so that success is assured.
From my understanding of this concept, you will not be seen as projecting an offensive image if you present yourself as a contributor who has achieved quantifiable results in the areas where you have primary responsibilities. Your skills and qualifications are enhanced by the contributions you have made where you reported to or coordinated with the outgoing manager.
A little more research on matrix organization charts brought me to a research paper by Yimin Zhu, Ph.D., CCE, "Organization Structures" (PDF version) (See also Organization Structures (HTML version).) Although it is written for an engineering discipline, the explanations of how a system requires the input of its parts and how it attains viability are worth serious study. As you work through Dr. Zhu's explanations, you may be better able to see how you have made significant contributions as part of your routine that deserve recognition and reward by way of your assuming the position of the outgoing manager.
May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Third Answer:
Many ambitious people have faced a similar situation. It sounds like you are not being considered for the job. If not, it may not be appropriate to start campaigning for the position at this late time. After all, the hiring authority has decided on other candidates.
The best approach may be to ask for a meeting with a member of the Board to express your interest in the job and to find out what improvements you can make to insure that you are considered for future promotions.
If you do this before the position is filled, who knows, they may add you to the list of candidates. If you are truly interested in the position, it can only help to express your desires to the people who make the decisions.
-- Carole Martin, The Interview Coach
Question:
I'm considering a career as a pharmacist but I don't want to spend years of my time and tens of thousands of dollars on tuition to get a pharmacy degree only to discover that I don't like the work. One option that I've been considering is to first become a pharmacy technician. Is that a good idea? Will my employer then pay for my pharmacy degree?
First Answer:
Requirements vary for pharmacy technician positions. Employers may require prior experience, an associate's degree, and certification - or none of the above. Adding to the mix, some companies don't offer certification reimbursement as part of an employment package, therefore, waiting for an employer may delay your plans.
Take the initiative to start the training program. You could holdout for an employer, but putting your foot forward will be the best course of action, in my opinion. The National Pharmacy Technician Association (NPTA) offers the information you'll need to become a Certified Pharmacy Technician [CPhT], along with offering a continuing education program through STAT Educational Services.
While taking classes, work for an employer that doesn't require the certification. Gain work experience - even if limited - while taking classes, and learn in the evenings to subsequently benefit your job.
-- Teena Rose, a certified and published résumé writer and career specialist with Résumé to Referral
Second Answer:
My quick response to this is that the marketplace has become increasingly competitive. While I don't know the cost of online classes, if they are in your budget, I'd suggest that you take the initiative and start learning whatever it is that you need to know. If an employer wants to train you on the job, you can always stop taking the online classes or let them pay for the rest. Employers are always more interested someone who is already skilled, or at least in the learning process. They aren't necessarily going to want to lay out the money and time for your education, so going now will make you more marketable.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Third Answer:
The answer to your question depends on whether or not you have already truly chosen to pursue formal education in pharmacy. If you have not yet determined that you're willing to invest the time and money into a graduate degree in pharmacy, working as a pharmacy technician will provide you with insights into this particular career choice. And if you have identified an opportunity to be hired as a pharmacy tech with on-the-job training, certainly take it! Since many pharmacies, especially hospital pharmacies, will only hire experienced and/or nationally certified technicians, you may need to invest in training to become a pharmacy technician.
However, if you have already decided that you are going to apply to a graduate program in pharmacy, then I would offer you different advice. Focus your efforts on your undergraduate work and into the pharmacy school application process – which may include passing the pharmacy school admissions test (PCAT). Why? While there's a chance that experience as a technician might look good on your application, few students accepted into pharmacy programs have this type of experience. As with other competitive graduate programs, the ingredients for success are great grades, glowing letters of recommendation, solid PCAT scores, and positive entrance interviews at your chosen pharmacy school.
Once you've been accepted to a pharmacy program, you will be required to register with the state to become a licensed intern pharmacist and work in a pharmacy throughout your educational program. This will ensure that you develop practical, hands-on skills and experiences to get your pharmacy career off to a great start.
Wishing you best of luck with your career! Whatever choice you make, study hard and strive for excellence!
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Fourth Answer:
Go to the source! Scheduling time to talk to pharmacy managers and technicians will help you to ensure you're not only preparing for a successful pharmacy career but that you know what to expect and what the career track will look like.
Make a list of the major pharmacies in your area--including large chains (CVS, Walgreens, Eckard), embedded pharmacies in grocery stores (Safeway, Giant, etc) and local, small pharmacies. Create a list of questions (including your question about training) that you would like the answers to about a pharmacy career. Determine what hours are less busy in the pharmacy and call and ask to speak to the pharmacy manager. Indicate that you're doing research on pharmacy careers and ask if he or she has a few minutes to talk. If not, ask if you can make an appointment to spend fifteen minutes asking a few questions.
Once you complete several conversations, you can compare answers from each of the different types of pharmacies and determine your options. You'll also have great contacts in each of the local pharmacies so when it comes time to apply for jobs, you'll have more options and better connections!
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Fifth Answer:
The farsightedness of this question is impressive. It shows focus and steps toward mapping out a program to reach a specific goal. It also reveals the first steps to researching the requirements of attaining that goal.
I recommend that you visit the job descriptions for Pharmacists, Pharmacy technicians, and Pharmacy aides that are produced in the Occupational Outlook Handbook by the Bureau of Labor Statistics.(For the benefit of my readers, there is a link to it in my Career Center.) Those descriptions will help you understand the nature of the work, training and other qualifications, find related careers, and other important information about the options you're considering.
In regard to which path to follow after reading the BLS job descriptions, I decided the best way to make a decision was to ask a pharmacist at a large retail chain in California. What was impressive was after being very forthright about what I was seeking, the pharmacist was very generous with information as well as her personal recommendation.
Her recommendation was to start out as a clerk and get some work experience and exposure to the type of work involved. With that, a person can work part time while attending school and taking the state licensing exam. This work experience also casts a favorable light on those applying to pharmacy school (work done after obtaining one's bachelor's degree) because it shows initiative and exposure to the field.
The materials from BLS tend to concur with the pharmacist's recommendations. In answer to your question, I would say that in this instance do not take the online classes but get on-the-job experience. May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I recently applied to a job for which I thought I'd be perfect for, (skills, education, background, history, everything). I got an interview with an individual who really wasn't in a position to hire/fire. I followed up only to receive in the next day's mail the 'thanks but no thanks' letter. I would like to respond with a 'reconsider me for the position' type letter but am not sure what else I might include to urge the hiring individual to rethink her hasty rejection. Any thoughts, ideas, suggestions, advice?
First Answer:
It's frustrating to get through the interview process thinking you have the position only to find out differently. Even if the interview didn't have hiring and firing power, she likely had some input.
Résumés get interviews; interviews get jobs. Since you made it to the interview, your résumé did its job by getting your foot in the door. The focus now shifts to the conversation that went on during the interview. Were you prepared for the questions, or how could you have answered them differently? Did your answers push the pressure points for the interviewer?
When leaving any interview, make several notations about the questions asked, the topics your conversation drifted to, and analyze your responses. Some interviews are structured, where others are not; so the responses you provide within casual conversation can also have an effect on the outcome.
Think about the interview process as a one-sided relationship. Every answer you provide, every number or percentage you quote, and every skill you mention, should evolve around a core theme: the hiring company. Human resource managers don't care about whether you can use PowerPoint, unless it's relevant to them. They'd prefer not to hear about every task performed for the last 20 years … again, unless it's relevant.
The interview potentially meant you had the job, but something went wrong during the interview process - they wouldn't have wasted time unless they thought you could do the job, right? Build a relationship with your interviewer and focus on offering answers that are solutions focused. You can try sending a follow-up letter, however, it may not help. You're probably better off cutting your losses and shifting efforts towards your on-going job search.
Pick up a publication on interviewing, such as 100+ Winning Answers to the Toughest Interview Questions by Casey Hawley (Barron's), so you can uncover ways to polish your interviewing skills.
-- Teena Rose, a certified and published résumé writer and career specialist with Résumé to Referral
Second Answer:
Why not call the hiring manager to find out what's going on rather than try to guess in a letter?
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
You certainly have nothing to lose with such an approach. Of course, if the employer has already hired someone else, you may be out of luck for the moment, but there's always the possibility the person hired won't work out and you could be waiting in the wings. I'd suggest one of two approaches:
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fourth Answer:
The old 'thanks but no thanks' letter. What a bummer! Well, before you re-contact the person who interviewed you, there are some things you need to consider. Take some sheets of paper and actually write out the answers to the following issues:
If your analysis shows you really are qualified and have a growing future in this position, there are a few things you can do. Some are traditional, some are a bit more risky.
The person with whom you interviewed is not the one to hire for the position. So why return to them asking for reconsideration? Better to research the position a little more. Get a better understanding of what is sought, who the supervisor is.
[Risky path] Contact the supervisor directly, saying that you had an opportunity to meet with "First Interviewer" and you are still very interested in the position or one like it. You'd like to talk with Mr./Ms. Supervisor about positions of this sort to gain a better understanding of the requirements as you continue your search.
[Less risky path] Contact "First Interviewer" and thank them for their time. Do this by phone. Tell them you are very impressed with the company [if this is true] and would like to be able to vie for other opportunities that are a better fit.
But I'm making myself ill just writing those words. Once you've completed your own self assessment, you should have a pretty good sense of whether that was the right situation for you or not. Remember, not every job that initially looks like the perfect fit is actually what the fairy godmother was trying to deliver. May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fifth Answer:
As I read your question, the phrase that stuck in my mind was "a job for which I thought I'd be perfect for". Mine time as job seekers we truly believe that this is the job for us. When applying for a job, we really don't see the whole picture. Most interviewers have a predisposed mindset of what they are looking for -- both skill and personality wise. Sometimes our view points are just not the same.
The other part of your information that was a little confusing was that the person you interviewed with, according to your statement, was not in the position to hire/fire. Obviously, they were in the postion not to hire. Many times the hiring process will involve several interviews with several different people. Each step of that interview process will be determined by the person who interviewed you last. For whatever reason, the person you spoke with did not feel you were the person for the position -- especially since they were so quick to send you a rejection letter.
Review your interview process. Did you appear too eager? In hindsight, did the interviewer give you any cues you did not pick up on.
I wouldn't tell you not to send a "reconsider me" letter but I would tell you that it probably won't do any good. If you decide to send such a letter, I would emphasize in the letter the skills you feel you possess that match the qualifications that they employer is looking for. I would also express my disappointment at not being considered for the positoin and ask them to keep my resume in the consideration for jobs in that area in the future.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Sixth Answer:
There could be two major reasons this happened. First, if the organization responded no so quickly and you were such a good fit, it could be because they already had a hire in mind but had to post the position for legal reasons. If the organization already knew who they planned to hire, it would not have mattered how strong of a candidate you were.
I would take a also close look at your background and do a gap analysis. There could have been one specific credential they were looking for that you didn't have that ruled you out immediately. It could have been number of years of work experience, particular industry experience, a specific technology skill etc. Look at the original job description. Was there anything that was required for the role that you didn't state explicitly in your resume? Sometimes employers won't even read a cover letter.
Whenever you're applying for a position, go through the job description with one highlighter and color the things you meet exactly. Then, take a second color and highlight the aspects you can sell, but not as strongly. If there is alot more of the second color than the first, it may be a sign that the position isn't a match.
You should also get critical feedback on versions of your resume and cover letter from experts and colleagues in your field. Make sure your message is clear about who you are, what you bring to the table and what you're looking for.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Question:
I am a junior in a small town high school. I already know what I wish to major and minor in when I go to college. I have not taken the ACT or SAT test yet. Should I start applying to colleges now or wait until I am a senior?
First Answer:
I believe you can take the ACT and SAT as junior. If you are planning to apply to colleges that require these test scores, start studying and take the test as soon as you can. You will probably not be allowed to apply for colleges until you have completed the test and academic requirements, so good luck!
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
Ah Grasshopper, it is now time to learn the most valuable word for your career - networking. Sure, take the test - assuming you have studied and taken practice exams; by taking them now you can beat the rush to the hallowed gates of higher education. But at the same time, begin contacting professors at the schools you're interested in attending. Let them know you're looking to establish a relationship before you're accepted and would be interested in working for them once you've been accepted.
Ask these professors for advice - what people and writings influenced them when they were in college.
Be proactive - don't just wait for the envelope to appear in your mailbox.
-- Steve Levy, Principal of outside-the-box Consulting
Third Answer:
This is an excellent time to start researching the schools you have an interest in attending. Part of your information gathering will be not only reviewing the brochures and catalogs but also talking with instructors and administrators. This is the pre-application phase. The sooner you start, the more ahead of the process you are in putting together the right application package -- with emphasis on the things that are important to your desired schools.
Your SAT and ACT scores will be forwarded to the schools you designate when they are available.
May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fourth Answer:
Preplanning for large milestones in life will make a huge difference relative to your career readiness; and the fact that you're thinking about such things as a junior is wonderful! Your junior year will be finished before you know it, so researching and narrowing down your college choices would be a wise move at this point. Requesting and submitting applications isn't a timely process, therefore, you may wish to wait until the start of your senior year before proceeding. If you're concerned about acceptance or availability, contact your primary college choice (if you have one) to identify the best time to apply.
Examine your intended major at great length - if you haven't already. Over the years, I've worked with countless individuals who changed majors mid-stream or finished college with a degree in one area, yet their job search was aimed at another. Shifting gears is costly, time consuming, and avoidable if adequate amounts of exploration are conducted before signing up for that first class.
Best Jobs for the 21st Century for College Graduates (JIST), written by J. Michael Farr and LaVerne L. Ludden, will open your eyes to career fields that are forecasted to grow over the next few years. The book also takes an in-depth look, including salary, skill, course and occupational expectations.
Just as you'll research and analyze college choices, other factors should come into play, such as location and cost. Cost, in my opinion, can be a huge deterrent for certain schools so spend adequate amounts of time researching grants, scholarships, and the financial commitment needed by yourself and/or your parents. Deadlines for scholarships and grants vary throughout the year, so identify availability and create a calendar for a 6 to 18-month spread. Scholarships, in particular, are essentially "free money," so taking the time to submit a quality package and get your applications in on time will make a difference on your success rate.
-- Teena Rose, a certified and published résumé writer and career specialist with Résumé to Referral
Question:
When getting a BS degree does the school make that much of a difference? I know there's an obvious difference from getting a community college degree compared to a school like Harvard, but between most four year major universities, does the school hold much breadth in getting a job?
First Answer:
The answer to this question is yes and no. A good education and good networking connections can be made in any accredited institution. However, in the Ivy League schools, the tradition still runs to graduated helping and hiring graduates of the same school. Additionally, some places may rank you more seriously when you are applying for higher degreees of education, especially if you graduated from a specific school. I don't think it's as important where you went to school as what you got out of it. Few employers care that much where you went to undergraduate school. My advice is to pick the school that offers the program, teachers, location and services that suit your needs best, and don't worry about the "name" value as your #1 concern.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
If the recruiter or the hiring manager believes that the school is a gating factor then Mission Control, we have a problem. Sure you can emphasize that you actually have relevant experience, your grades weren't inflated, and your parents didn't donate $15 million for an endowed chair in Fine Arts when you were this close to being bounced out of school but if only Hah-vahd grads work at the company that has your name on it, there's really little you can do.
Does it make sense that only grads from particular schools will succeed at a company? Of course it doesn't, just as it makes no more than only men can be CEOs. Deal with the objections as best you can, focus on your accomplishments, blah, blah, blah.
However, I'll bet anything that the school you graduate from has some tremendously successful alumni who also ran into a Crimson brick wall but learned how to get around it. Talk to these folks. People enjoy being asked how they became successful, how they overcame "the odds." Focus on the people who want to help you versus on the people who want to exclude you. Go to alumni events before you graduate. If you have a football game, go to the tailgate section and talk to the folks who obviously aren't in school - ask them what they do, who they work for, if they'd have you in for an interview.
You may have to work a bit harder than the privileged ones but for certain desire and persistence go a long way in a job search.
-- Steve Levy, Principal of outside-the-box Consulting
Third Answer:
Actually, where you went to school does make a difference to employers. And you'd be surprised at what employers look for in terms of who are their best bets.
I had an opportunity to attend a Recruiters and Human Resource Managers Metrics Symposium in Los Angeles in June. During the lunch/networking period, the conversation moved to where the recruiters find their "keepers." There was general concensus that there are a few hires from the Ivy League schools, top of the class of the better schools, or the top brass's school of choice. However, the recruiters and HR pros chalk up those hires to the ones they can expect to leave the company within a year or less. These people are seen as the prima donas and are only there for the prestige and money.
The new grads who prove to be the very best hires and stay the longest are the ones who attended the schools that provided the basics of the subjects. These graduates come out of school with a good foundation in their subject. They are hard workers and reliable. When they get hired, they have determined (on their own) that they're in it for the long haul. Their desire and drive is for results.
These are definitely things to keep in mind as you make your Entrances through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fourth Answer:
There is a great deal of snobbery around colleges. Some companies are more particular than others. There is also an east west discrimination as well. Unfortunately, some companies or hiring managers really put up their noses at colleges such as Phoenix University where they think you "buy" your degree.
Many colleges are recognized for their excellence in specific disciplines. For instance, the University of Michigan is known for its business program. The University of Cincinnati is known for its chemistry program. A degree in these disciplines from these institutions would certainly be a plus.
My personal opinion is that an education is only as good as what the student learns and benefits from it.
-- Carole Martin, The Interview Coach
Fifth Answer:
Your choice of school is not completely insignificant in terms of getting a job, but I would characterize it as a minor consideration.
The choice of school can help you, of course, if you attend an extremely prestigious colleges, such as one in the Ivy League.
Your choice can also help you in small ways in the job-selection process. If a decision-maker trying to determine whom to interview for a job vacancy notices on your resume that you went to the same college that he or she did, you might have a slight edge in being interviewed.
Similarly, your school can be part of the conversation in interviews, if, for example, the interviewer attended the same school, knows someone who went to that school, or happens to know interesting things about the school.
If an employer has had a good experience with hiring graduates of a particular school -- yours -- your choice can help you.
So, yes, choice of school comes into play in the job search, but how the school stacks up in the job search should probably not be your major reason for choosing your college.
What is far, far more important to employers is the quality of experience you gain in your field during your college years.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Question:
I'm considering a career change. When I graduated from high school 20 years ago, I thought that I'd have learned everything I would need to know for my career by the time that I was thirty. I'm now forty and securely employed at a relatively low level with my company. I want to move into management but don't know how to make that jump. What are some of the obstacles I'll face and how do I best get around them?
First Answer:
Probably the biggest obstacle you face is the lack of a college degree. In today's job market, education plays an important factor. Twenty years ago experience used to carry a lot of weight. Employers are looking for well educated people which equates to a college degree.
As the Director of a Career Center, I see many adults who come back to school to document skills they may have already gained in the work place and to earn "that piece of paper" that will give them advanced job opportunities. Check in your area to see what types of programs are available for the adult who is working a full time job to continue their education and get a college degree. Many colleges have developed specialized programs for the working adult that makes getting that degree a reality. Check with your employer to see if your company offers any type of tuition reimbursement benefits for employees who continue their education.
If you are interested in advancing with the company you are currently in, beginning checking with your supervisor, human resources, etc. to see what qualifications are demanded for the next level.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Second Answer:
You've made a great step in overcoming the first obstacle -- no longer denying to yourself what you want to do.
An excellent first step is to take a personality, skills, and knowledge assessment. This will help you understand who you are as far as how you deal with others and situations, whether you're an outgoing people person or someone who likes to deal with tasks, projects and reports, whether you're a cool cucumber under stressful or emergency situations or if you're better at following the tried and true and improving on facts. The assessment will also show you how much you presently know in relation to management skills and therefore what you still need to know. This last one will help you be better able to handle construction criticism and direction.
One of the biggest obstacles for any person wanting to get themselves promoted is credibility. Show you're good at living up to your word. Make certain you follow through on all of the details of a project -- especially the fine points. Express your good independent and creative judgment. Demonstrate your ability to plan and budget so that you realize a net profit from your efforts. Exhibit amenability to learning ways and concepts. Listen attentively and show you've understood. Be professional; don't demean yourself.
Another obstacle may be some form of advanced training or education. Never fear, there are ways to gain additional education and credentials through online or evening classes.
Armed with your self knowledge, it's time to start networking. Approach your supervisor. Approach trusted friends and colleagues who have moved into management positions. Let them know that you're keenly interested in moving into management yourself. Tell them you'd like to be part of working on the planning and follow-through of projects that will help you gain the additional skills necessary to be a good manager. Have one in mind that you'd like to do. Be certain to get feedback where possible. Use it to improve.
Once that project's successfully completed (and make certain your successes are documented in your job file and on your resume), ask to be included in another project with a little more responsibility.
May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Third Answer:
Your biggest obstacle is yourself! If you've been working this long, you've likely got some good insight in your industry and field and have a good idea of where your interests lie. You just need to believe in yourself--you are capable of moving up and being successful--and take action to get there. In order to do so, there are a number of questions you'll want to consider:
Can your current manager/supervisor help?
If you have regular performance reviews, make sure your career path ever a part of those discussions. If not, you want to begin a dialogue with your immediate supervisor to determine what your options are. Your interest in moving up and continued development and progression should be noted in your reviews. You can also use review time as a chance to set development goals. In your current position determine if there are management tasks you can assist with to demonstrate your abilities. Ask your supervisor for stretch roles and take them on with energy and excitement. It is the easiest way to demonstrate you're ready for your next challenege.
Have you made yourself known?
Do some career research and have some lunch conversations or coffee meetings with colleagues across your company. Make it clear you're not looking for a job, but rather just doing some career research. Ask advice on how to move up and best practices from their experiences. Don't spend these conversations talking about you. Instead, have a good list of questions such as: what do you like most about your management role? What actions and development activities were key to your growth? What advice would you give someone who is looking to grow into that type of role?
Have you done any long-term planning?
Moving into management is admirable, but make sure it is where you want to go. Don't just make a move to make one. Spend some time ensuring that your skills, abilities and behaviors will enable you to be a success in management, and, that it is truly where you want to go. Itching to leve your current role doesn't men the only move is up in your current organization. Be confident that it is what you really want.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Question:
I interned at a company three years ago and would like the person who supervised me there to be one of my references. Unfortunately, he left the company at which I interned but I was able to find her through a google search. I have her new phone number and email address. Should I call or email her to ask if I may use her as a reference?
First Answer:
You should email her with a formal reference request, but do it carefully. In a first paragraph, begin the message by indicating that you learned through career research that she is now working at XYZ organization. Be sure to ask her how she is doing and reiterate how much you enjoyed working for her and what you learned during that experience. In a second paragraph, update her on your current situation, your time since you interned and your current status.
Finally in a third paragraph, indicate that your purpose for writing is to ask if she would be willing to serve as a reference. Be sure to let her know that if she agrees, you'll be respectful of her privacy and only provide the hiring organization with her preferred contact information after her approval.
You'll also want to let her know that if she is willing, you will follow-up with details on the job description, an overview of the search process, detail on who might be contacting her from the hiring organization and details on when that contact might occur. Don't forget to attach a copy of your resume, and any information about what gaps the hiring organization may try to address, or what skill or performance areas might be the focus of the call.
Remember, the more informed your reference, and the easier you make the process, the better the reference will be.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
Should you ask someone who could be a valid reference for you to be one even if she left the original company? My quick answer is YES, as getting a great reference is one of the benefits of being an intern. However, I'll temper that by saying that I would feel more comfortable contacting this person if the information is for her new, business address. If this is the case, email first and say that you'll take the liberty of following up by phone.
However, if the new information you got off Google is her personal contact information and NOT a business, I'd hesitate using it. Some might consider it an invasion of privacy (which the Internet has made so easy to do). Instead, I'd try to track her new business contact information from the original company you worked at. Chances are if they know you're seeking a reference, they'll provide the forwarding business email or phone.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Third Answer:
This is the easiest question I've been asked in my time as a CollegeRecruiter.com expert and should put a smile on your face. Of course you may contact her to ask for permission to be a reference, and I would recommend calling over emailing as a more personal way to renew your professional relationship. If she agrees-and clearly you believe her appreciation of your work supports a recommendation--offer to email her a copy of your current resume, so that she can see your progress since the internship, and tell her what kind of a position you are seeking now. This will help her to answer a prospective employer's questions.
As a learning point for you, references are often more valuable when they have left the company at which you earned the recommendation. Most employers today muzzle their current employees and forbid them to give references; once you've left a firm, you are freer to speak.
Treat all your references as the solid gold assets they are. Going forward, make sure you at least "check in" with them every six months. Senior-level former colleagues are not just a resource for when you are in job search; you may find yourself reaching out to identify talent, point you to information or a contact you can't identify on your own. Additionally, relationship building is a two way street: you may find future opportunities to do something for those who've shepherded your career.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Fourth Answer:
Definitely call first. Be polite and professional in your request and if you don't hear back from the phone message, you could follow up with an email request. If you don't hear back, don't press the matter further.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Fifth Answer:
This is definitely the time to call your previous supervisor. An enormous span of time has passed -- three years. A huge number of things happen in our lives every day. Compound that by months and then by years. You soon realize that it's easy to forget names, things, people when other priorities start to push a short (here, I'm saying one to three months) meeting aside.
Asking someone to be a reference for you is nearly always going to be a personal conversation done in person, if you're still at that site, or by phone call. Picking up the phone, especially after your prospective reference has made a job change, is a great way to re-connect. You can congratulate them on their new situation and ask them about it. Then segue to remind them of where you worked, what projects you worked on, how much you enjoyed a particular project or the insights you gained from your supervisor's guidance and mentoring. These sorts of things are difficult to do in the body of a brief email. A phone conversation is the better route.
You're opening an exciting door to your future. May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
In a word, yes. It matters little that she no longer works for the same firm at which you interned. What matters is her knowledge of you.
You should always seek as references the people who will make the strongest recommendations for you. The key is people who know your strengths and abilities -- and who will say positive things about you.
Overall, you ideally want about three to five references - people who can speak highly of your accomplishments, work ethic, skills, education, performance, etc. For experienced job-seekers, most references should come from previous supervisors and co-workers whom you worked closely with in the past, though you may also choose to list an educational (mentor) or personal (character) reference. College students and recent grads have a little more flexibility, but ideally you should have several references from internships or volunteer work in addition to professors and personal references. Avoid listing family members; clergy or friends are okay for personal references. Former coaches, vendors, customers, and business acquaintances are also acceptable.
You're on the right track by planning to ask your former supervisor whether she would be comfortable serving as a reference for you. Most people will be flattered -- or at least willing to serve as a reference -- but you still need to ask to be sure. Be prepared for a few people to decline your request -- for whatever reason.
Make sure to get complete information from each reference: full name, current title, company name, business address, and contact information (daytime phone, email, cell phone, etc.).
Ensure that each reference always has a copy of your most current resume, knows your key accomplishments and skills, and is aware of the jobs/positions you are seeking. Again, the best references are the ones who know who you are, what you can accomplish, and what you want to do.
Don't forget to thank your references once your current job search is complete. Some companies never contact any references, some only check the first one or two, and some check all. Regardless, these people were willing to help you, and thanking them is simply a common courtesy.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Seventh Answer:
Don't believe there's any other way to do it unless this person has well-established ESP abilities...
Email the person first, letting them know what kind of position you're seeking - this way, they should be able to tailor to reference to fit the position. Let them know when you plan on calling them and call them at that time. When you call them, thank them profusely and offer your assistance in any way possible.
Now there's always a possibility that they may not want to offer you a reference - be polite but re-emphasize how much you learned from them (you know, suck up) and how much you'd appreciate their reference being a springboard for your career. Unless they're completely heartless, you should walk away with a great reference.
-- Steve Levy, Principal of outside-the-box Consulting
Eighth Answer:
Absolutely, you should contact her! It really doesn't matter where she is NOW; what matters is that she worked closely with you three years ago and that, as such, she can speak about you with credibility and expertise.
It will be up to her, of course, to decide whether she WANTS to serve as a reference for you. But if you don't even ask her, then there's NO chance she will be! :-)
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Question:
I live in a rural area and have been having great difficulty finding a job in my chosen field. When the economy was so bad, I returned to school and obtained a BS in chemistry and biology so that I could become a chemist, biologist or lab technician. I've been applying to advertised openings on-line, in newspapers, and even in person after having driven 1.5 hours to the employer's facility. I am open to relocation, even at my own expense, but keep getting rejected. Because of my remote location, I wasn't able to obtain any directly related experience while I was in school. The only major employers in my area are a dog food company, a furniture manufacturer and a mobile home manufacturer. I have worked a variety of jobs before and during school and am willing to do what it takes, but I can't seem to get my foot in the door. After applying to jobs, I follow-up but I have to admit that I haven't done any networking, primarily because there aren't any employers with the types of jobs that I want in my area. What should I do?
First Answer:
When job searching becomes frustrating it's important to ensure you have several plans and strategies going instead of just one. Here are several options for you to consider:
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
The most important thing you say in your question is that you're open to relocation. That's critical because it sounds like there just aren't many opportunities in your current town when it comes to applying your chemistry/biology background (although the dog food company MAY have possibilities ... have you looked into that organization?). That's not surprising. In many rural areas, there just aren't enough employers -- from a sheer numbers standpoint -- for people with fairly specialized backgrounds such as yours.
I'm not saying it will be IMPOSSIBLE for you to get a job in your field in your current town; but it might well be very difficult. So the fact that you're willing and able to move is a good thing.
That said, I think you're due for a "road trip" -- or two or three or four of them -- right now. When you drove to the company that was 1.5 hours away, for example, you did so to apply for a job there in person. That's great. But now you might want to also find someone(s) at that company whom you can talk to on an informational basis (i.e., informational interview) -- either in person (best) or via email or phone (still pretty good) -- to get some ideas and tips on ways you can look for a job in your field in that city (or elsewhere, for that matter). This is the "networking" type of activity that you speak of in your message -- and your intuition about it is correct: It IS a critical thing for you to be doing right now, especially since you weren't able to get any field-specific experience while you were obtaining your degree.
(Note: To learn more about informational interviewing and networking, check out the excellent book "A Foot in the Door" [Ten Speed Press, 2000], by Katharine Hansen ... a frequent contributor here on CollegeRecruiter's "Ask the Experts" column.)
Speaking of experience ... that's another issue you're probably going to need to address (something I'm guessing you already know, deep down). Because of the current entry-level job market in most fields, employers can be (and are) very fussy about who they interview and, ultimately, hire. You're competing against recent grads who DO have experience in the field through internships, co-ops, and the like. In order to compete effectively, you too will have to gain some experience ... somehow, some way ... even if it means making sacrifices (financial and otherwise) in the short term.
Are you aware, for example, that you could do an internship or volunteer experience in your field NOW, even though you've already graduated? It's true. It probably wouldn't be easy, of course (particularly financially), but it may be NECESSARY for you to take this short-term risk in order to meet your longer-term goal of landing a job in your field.
The task you have ahead of you isn't an easy one, especially since it may involve moving -- and moving to a new city without having any guarantees at that. But the alternative is finding yourself "stuck" in your current situation. You CAN ultimately reach your goals; but it will almost certainly take short-term sacrifice on your part, not to mention a lot of talking to people in order to learn about the many job opportunities that are NOT necessarily advertised anywhere in the newspaper, online, or elsewhere.)
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Third Answer:
The good news is you are open to relocation. The bad news is that long distance job search requires very careful planning and an hour an a half drive is the tip of the iceburg. You need to plan strategically! First, visit your alma mater’s career services office to do research: what percentage of its graduates find jobs with a BS in chemistry or biology vs. go on to graduate school? What types of jobs are open to new graduates with only a BS? What companies recruit at your school or have hired its graduates in these fields? Can you get a list of alumni with degrees in chemistry or biology with contact information that you can use for informational interviews?
Second, visit your advisor or department chair and other chemistry and biology faculty and ask for their advice and contacts.
Third, visit the library and ask the reference librarian to help you look up major employers in industries that hire chemists and biologists: pharmaceuticals, oil, food processors and manufacturers, industrial chemicals, bioengineering, etc. A lot of this data is gathered in online directories, but they are accessible only to subscribers such as libraries and outplacement firms, so for most people large public libraries are the only way to get at them.
Fourth, research all the professional associations (in the Encyclopedia of Associations, a 2-volume printed tome in the public library) in biology and chemistry (you should belong to one in each field) and pick this year’s national conference of one or two; email them and ask if as an unemployed graduate in the field, you can work the registration desk in return for free registration (my students/alumni do this with frequent success). Also read the industry journals in each field, pick an industry conference and two, and try the same thing. If it works, try to schedule interviews while you are at the conference location.
Fifth, after you’ve done all this research and contact making—you can network by email and phone–pick three geographic areas where employers in these fields are concentrated: New Jersey is “the pillbox of the nation” due to its concentration of pharmaceutical companies, Houston for oil, etc. Try to utilize the contacts you’ve made in your research to get informational interviews in firms in these three areas. Also check the websites of each firm for posted jobs, and try to reach the college recruiter. Your goal is to set up ganged interviews, and ideally spend a week in each of the three locations interviewing. Yes this is expensive; if you’re footing the bill, consider staying with friends, your parents’ friends, the aunt you haven’t seen since you were ten, student hostels or find temporary accommodation on www.craigslist.org (many major cities). Most employers will not pay the travel expenses for a recent graduate (even if they do for more senior positions), but that would keep your costs down; I know new graduates who were just flown from New York to Arizona and Atlanta for job interviews. This is a saner and less risky way to do it than picking one location and using up your savings to move there in hopes of finding a job.
If you plan your search systematically and keep at it, target companies known to hire new grads in your field, and express your determination, tenacity, and willingness to learn as well as your willingness to relocate at your own expense, you will be successful. And don’t ignore the dogfood company: somewhere a chemist is working on new dogfood formulas and product line extensions! Also you surely live within commuting distance of a hospital; if it’s a teaching hospital or runs research projects, you may find a job that utilizes your scientific education.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Fourth Answer:
Make sure you are stating on your cover letters -- and probably your resume as well -- that you are willing to relocate at your own expense. I've also heard recently of job-seekers deliberately omitting their addresses from their resumes and cover letters (including only phone numbers and e-mail addresses) so that employers don't balk at those who live too far away. You might try that and see if improves your responses.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fifth Answer:
What you should do is open your eyes and start looking under your nose.
Responding to the bad economy with additional education in a specialized area was a good move. You must have chosen those three career options based on your past experience where you demonstrated strong comprehension or else you simply have a passion about the sciences and, therefore, do well in them.
You also must have made those career choices based on research about the present and potential demand for those paths. Return to your research notes to do some further study about where -- geographically -- the most opportunities are located as well as the least (less competition and higher likelihood of entry). Also research the amount and type of prior experience those positions require. You might try using the Bureau of Labor Statistics as one starting point, if you did not use it before. And if you did not use it before, you can find a link to that area in my Career Center or in the Library's Salary Surveys section. (Psst. Sneak a peek at the HR Forms and Job Descriptions in the Library's Forms aisle.)
But you said something about the only three major employers in your area are manufacturers in food, furniture, and nobile homes. No doubt each one of those major employers have a need for people with your specialty. Someone needs to know about chemical reactions in regard to lacquers and fuels, combustability of fabrics and plastics, acceptable nutritional content of certain foods in order to provide flavor and good health. Oh, the list could go on but it's up to you to research it and explore the options, not this volunteer.
Although you speak of the major employers, you do not talk about the medium and small-sized ones. They, too, may have some unique opportunities that are being overlooked. Do a closer investigation.
As for networking, you MUST do it. Don't limit yourself to just the online and print classifieds. Your dream job may be in plain view just a little under your nose. You just have to open your eyes and look under you nose for the gold bricks at your feet. May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
If you are getting interviews, it may be that you need to improve your interview skills. May I recommend my book. Log on to www.interviewcoach.com, to order one or both online. This is an inexpensive way to know the correct answers to the tough questions and give some insight as to where you might be stumbling through actual interview exercises.
You should apply at the companies in your area. Your background in chemistry fits well in manufacturing, especially pet foods. You might be surprised where you will find a need for your background.
Use all of the resources you can muster, including your college placement department and professional recruiters.
You should let prospective employers know that you are willing to relocate and will start in an entry level position since you have little experience and that you are enthusiastic about your career.
Do not get discouraged. If you prepare yourself and maintain a positive attitude, you will find the job that is right for you.
-- Carole Martin, The Interview Coach
Question:
My college career service office is telling me that I should work through them or the human resource departments of companies for which I want to work, my parents are telling me that I should directly contact the hiring managers at those companies, and friends are telling me that I should only work with recruiters. Who should I listen to?
First Answer:
My best advice is to use ALL the resources available to you in your job search. Each of the areas mentioned can offer you valuable services and each will have a different perspective that you can take advantage of. By all means, take advantages of all the resources your school's career center offers. But..don't limit yourself to only the companies that have developed a working relationship with the career center. Market yourself to all the companies you are interested in working for. Conduct informational interviews. Inform everyone that you know about the type of position you are looking for.
One note about recruiters. Many staffing companies do not charge a fee to the user but do charge the companies. Check these out. I would advise against going to a recruiting firm that charges big dollars until you have exhausted the other methods mentions.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Second Answer:
In general, think AND rather than OR in your job search. Always contact as many people as you can. Always communicate through all channels available to you. However, when you do work with a recruiter, respect their wishes with regard to communications with their client.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
There's no reason to limit your job search to just one of these approaches. You can use all three and many others. While you may have greater success approaching hiring managers for cold-calling, you'll probably find that when responding to ads and job postings, many employers prefer that you go through the HR department. Some recruiters aren't interested in new graduates, but I've known several new grads who were very successful in working with recruiters. It may depend somewhat on what field you're in. But by all means, don't limit yourself to contacting only one kind of person during your job search. Leave no stone unturned.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fourth Answer:
Friends, relatives, experts. They all have advice. Some of it overlaps. Some of it is as different as black and white. So you go through a balancing act trying to figure out on which of these trusted resources to rely. What you want to do is cast your net and build your network as broadly and judiciously as possible. In that regard, all of your resources are leading you on a good path.
Using the exclusive services of a recruiter means you limit yourself to those contacts and orders the recruiter has on their desk at that time. That means your opportunities are extremely limited, although the contacts will more than likely be very targeted.
It would make more sense to, while using the services of a recruiter, do some footwork of your own to develop your own network of contacts. Just make certain that you're not overlapping what your recruiter is doing. Let them know you'll be continuing your own independent efforts. In order to avoid a conflict of interest, ask who their clients are.
Your career services office (CSO) has a relationship with certain companies that recruit on your campus. They'll be a great source of information about the company, what the company seeks in the most desirable candidates, contacts, and other insider information that may be difficult to glean on your own. Working with the CSO and the in-house HR pros also allows you to learn about other opportunities that may be coming up or for which you may be more suited. Go ahead and talk with them. Go ahead and work with them.
In addition to all of that, do your own independent research on companies in which you have an that may not be recruiting on your campus. That means searching their websites and using other research tools to learn more about the people you need to know and contact about the opportunity you would like to attain. Find them. At least do an informational interview with them. If they're impressed, they just may ask you to talk with their HR pro about a situation that may fit your profile or else remember something that's coming up for which you may have some good qualifications.
Don't save that research only for your independent job search. Do it before you go on any of your interviews so that you have some sense of who the person with whom you'll be presenting yourself -- at every interview. That research may turn up some esoteric information that will help you create a better chemistry than your competitors and provide you with that extra edge. No matter what, it will make you better prepared for your presentation and have a better sense of what you want to know about many aspects of the opportunity.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fifth Answer:
Your most effective route is to initiate direct contact with hiring managers. However, to put some fire behind your campaign, use all available methods to attract attention and generate face-to-face opportunities with employers. You want to play ball and not violate corporate policy so if they want an online application, give it BUT then do your own research to identify who the job reports to and seek that individual out. This clearly demonstrates your keen interest as well as your persistance and ability to find solutions. Recruiters are working on behalf of employers so that's where their loyalty rests. Get loaded into their databases so if an appropriate search comes up, you are one of the matches found. Finally, get out and speak with people connected with the companies where you want to work. The fastest job search is one that uses a matrix of methods and doesn't let the ball drop -- remember to follow up -- don't expect to hear back from employers, you have to find the ways to uncover your status. Not only does this show persistence, it gets you in touch with more inside connections who may have unadvertised job leads.
-- Debra Feldman, founder of JobWhiz, creator of the JOBWHIZQUIZ, and specialist in cyber savvy strategic job search consultations
Sixth Answer:
When seeking employment with large companies, the applicant should apply though the HR Department. That is, after all, their job -- to screen applicants before they are sent to interview with the hiring managers. To bypass the HR Department could create resentment. Not a good way to get off on the right foot.
Smaller companies may not have a formal HR Department, in which case you could contact the hiring manager directly.
Bottom line, when contacting prospective employees, always be courteous by following protocol as much as possible and never step on any one's toes on the path to finding employment.
Professional recruiters can be very helpful in finding companies that are hiring and should always be considered as a part of your job finding tool kit.
-- Carole Martin, The Interview Coach
Seventh Answer:
There's really no need to turn this into an "either/or" type of question, because in reality you could use ALL of these strategies if you wanted to.
But here's how I'd proceed if I were in your shoes:
The trick is not relying on one or two strategies alone, but building a broad approach to your search that includes MANY strategies.
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Eighth Answer:
Defining which marketing strategies work most effectively for your job search is a good idea. Arbitrarily choosing those strategies is not. In short, both parties are correct. Human resource managers and recruiters are both effective mechanisms for locating career opportunities. However, it all depends on your end goal.
Since placement is the main function of most college and university career services offices, they will always encourage you to use their services--it's their job. As a student, new graduate or alumni, investigating and potentially using the services of a career services office is advantageous in many ways. First, these offices often have alliances with organizations and companies who have previously recruited (and found success) on that campus. Thus, they can often provide stronger and more successful connections than an individual can on his/her own to the human resource staff and hiring managers. Many also have very helpful e-recruiting or web-based job search systems to manage the on-campus process or provide access to research tools such as "Career Search."
A common misconception in job searching is that human resources staff are just an extra cog in the wheel when in actuality, human resources staff are highly powerful gatekeepers. While the role of human resources and internal recruiters varies from organization to organization, reaching out directly to human resources is a great way to learn more about an organization or its openings. That said, in addition to connecting with human resources, it is also important to locate other contacts in an organization. Use your network to share your career interests and ask for contacts at your target organizations.
Recruiters have a similar goal to career services offices--looking to place candidates in positions. Most recruiters either work on contingency (where they get a percentage of the employee's salary when they find a candidate who is hired into a position; used more often at lower levels) or retainer (the recruiter is hired as the sole source to find candidates for a particular role; used more often at the executive level.)
Recruiters can be very helpful, like career services offices, in connecting you to opportunities you may not locate otherwise. However, it is important to note that since recruiters receive their revenue from the organizations hiring, their allegiance is likely to be to the organization first. They do help the candidates through the process and act as your ally, but be sure the opportunity they are suggesting is one you want. Think of recruiters as a supplement to your search. They can be very helpful, but you don't want to rely solely on them. (You should also NEVER have to pay a recruiter to help you).
The bottom line is that in order to determine the strategies that work best for your search, you need to first sit back and define your goals. Once you do that, you can determine what combination of some of the following strategies will best help you reach your goals. Are you focusing on specific organizations? Use your university's e-recruiting system or on-campus interview process, or, reach out to your network to search for people that work there. Looking for a specific type of job? Search for recruiters who recruit solely in that specialty. You're the product--what type of marketing will best reach your audience?
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Question:
I have 15 years of entry level through managerial experience in information technology, of which the last four to five years have been in SAP. Six months before 9/11, I moved from Texas to northern Virginia but then was laid off because of the resulting recession. I can't find work here that pays enough because the cost of living here is so high. I'd move, but employers in other areas won't pay for my relocation or are only willing to offer contract positions.
Those who worked at the Pentagon or the World Trade Center received financial assistance. Other government workers received financial assistance. I've received nothing.
Employers and the President say that people like me can't find work because we didn't keep our skills up-to-date, yet they won't give me the help that I need to acquire the new skills. I'm not interested in just working. I want to do the work that I've always done. Your advice?
First Answer:
My advice is the tough-love kind. As a career coach for 10 years, I've spent the last few years helping people like yourself deal with the major paradigm shift prompted by the tech bubble and subsequent recession. Here's a headlock and a few noogies for you.
Now get out there and get a great job!
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
I'm sorry that the terrorist attacks have impacted your career. Alas, the horrific events of 9/11 left their mark on every American, and in so many different ways. The job market deflated after these events. It hasn't really returned full-throttle since then, despite the rosy picture some economists continue to paint for public consumption.
That being said, I am not sure why you think that you are entitled to financial assistance for your pain and suffering. The people who worked at the Pentagon or whose places of employment were obliterated by physical devastation are in a different situation that you are.
As to not keeping your skills up to date, I also can't see how this is anyone's fault but your own. If you need to acquire new skills, it is your responsibility to make that happen! There are volunteer services that can help you update skills if you need that and can't afford it, and places where you can pay as your earn or maybe get a scholarship or deferred payment plans. There really isn't any reason why, if you honestly feel your skills are too outdated to make you competitive, you can't get the help you need to move forward in your life and career.
You might still also find an employer who will help you make a move to a new city if you really want to do that. Some employers will reimburse for moving expenses. I don't know your family situation, but if you really need to move and no employer will provide the cash, maybe you could think about moving to a place where you have family members or good friends who could put you up for a few months while you get back on your feet.
The problem as I see it isn't your lack of skills OR cash, but mainly your perception of your situation. It sounds like you want a handOUT, not a hand,UP. Life isn't the same for anyone since 9/11 but a few years have gone by since then and it's time to get back into action. You may want things to be as they were, and you may want to do the same thing you always did, but that might not be possible. The key to success is to learn how to be more flexible and optimistic. My advice? Update your attitude to see that you have to adjust to a new world...then, update your skills.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Third Answer:
It sounds like you may have experience in IT that is being outsourced. If so, you are among a growing number of American workers who are being forced to upgrade their skills or even change careers at their expense.
It is important that you approach this difficult career situation as a challenge. This will require a positive, enthusiastic approach to getting a job. Your attitude must be that you will do what it takes to get a job in a difficult job market. If this requires improving your job skills, then you must determine the area in which you need to improve and find a way to do it.
If a job is especially appealing, you might consider paying your own expenses for relocating. If you improve your job interview skills and approach the interview with a positive, can do attitude, you will be ahead of the competition and land the job that is right for you.
I can suggest that you start improving your interview skills by reviewing the tips and information I have available at my web site at www.interviewcoach.com.
-- Carole Martin, The Interview Coach
Fourth Answer:
From this third-party perspective, you have quite a few positives happening for yourself. It would be good if you took an hour to evaluate, in a positive light, what you've just described. Then take another hour or so to start mapping out a strategy for yourself.
Before your lay-off, you were doing SAP. I looked up the meaning of SAP on Webpoedia and found it is a type of identity detection protocol for networks. The aftermath of 9/11 heightened the need for IT people who are well versed in security, identification and intrusion detection protocols.
The other thing that has occurred because of the 2000 Internet bust is the increase in contract work.
You can consider yourself a pioneer who is riding on the top-most part of the current crest of change. Taking some of those contract jobs will help you move further forward as a specialist and expert in your chosen area. While on those jobs, you can find out if the client wants you to do any extra work that is new. However, the economy is not allowing a lot of contract training. It would be wise to use those contract dollars to sponsor yourself through an enrichment course or so on whichever protocol is of most interest to you. For some ideas about where online education opportunities may be found, you can check my Education Center.
If you haven't been keeping up, you may want to check out Internet.com, ITWorld's Security channel for the latest articles and webcasts, and Tech Republic's peer discussions. Then also check the niche tech job boards in addition to researching which employers you're interested in that have opportunities posted on their websites.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fifth Answer:
Ah, the inequities of tragedy. Personally, I know that my friend who lost her firefighter husband on 9-11 would give up every penny of what came her way for his return. So would another who lost her husband on the 105th floor. These women and thousands of other family members probably don’t have to work anymore - but they do because they want to make a difference.
I may be reading into this but you say that you can’t find work that pays enough – does this mean you’re not taking these jobs because they don’t pay enough and concentrating on finding jobs that do? Not to preach, but crazy times call for crazy actions – start small then rise to the challenge. Work as hard for three-quarters of the pay and then do more…you never know how your ethic will be perceived. Want to make a difference – work harder when times are tough. Talk to your SAP reps and offer your services pro bono to other companies in the midst of ERP implementations. Start a local user group. Teach SAP to college seniors. Volunteer your time to not-for-profits with systems issues. Present a seminar (or two) at regional I/T User Groups. Teach a course at a community college. You want to make a difference? Well, go make a difference. And quit whining.
-- Steve Levy, Principal of outside-the-box Consulting
Sixth Answer:
There is assistance available from various levels of government to displaced workers. The U.S. federal government, for example, offers many services to help workers and employers deal with the effects of layoffs and plant closures.
-- Steven Rothberg, President and Founder of CollegeRecruiter.com.
Question:
I've been successful in getting interviews for jobs that seem to match my skills and interests, but the interviewers keep asking me questions about areas which are not listed as part of the posted job description. I have some experience in many areas so try to answer the questions as best as I can, but inevitably that means that I'll sometimes have to provide them with a vague answer. For example, I interviewed for a job that included "managing a small group" as part of the description. That's a skill that I have. Yet most of the questions the interviewer asked were about how I would handle a very large project, manage it, schedule it, assign tasks, etc. I have no experience managing very large projects, only small ones. I made some educated guesses but my answers were weak. I think that I should be interviewed for the position for which I am applying. I expect some questions might be about relevant areas but not the major part of the interview. Am I wrong?
First Answer:
I think that you need to re-adjust your presentation and adjust your attitude. Your resume isn't the sum total of who you are! An interview is a chance for someone who might want to hire you to find out about your skills and your potential, any way she or he wishes. Interviewers may have interests or concerns that your resume do not reflect. They are perfectly justified in asking you any question that might reveal information they are seeking, assuming that they are not fishing for illegal information such as your age, marital status, etc.
Another thing you might do is adjust your resume for each job that you apply for so that it specifically uses many of the same words that are in the job description. You are less likely to be grilled about how to handle a large project, for example, if you have already explained in your resume how you have done that. If you can't answer a question or you don't have the experience required to give a good answer, the odds are that you probably aren't the best candidate for the job, either. Be gracious about answering questions. If you appear reticent or inept, you're hurting your chances to move on to the next round. At a certain level of expertise, by the time you get to the final interview, chances are the no one will be referring to your resume, anyway. They will be asking about your hobbies, views, etc. They want to know, for example, what sports you like which might have nothing to do with your ability to do the job, but everything to do with whether you are a "team player" or a "loner."
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
Of course you can expect to have to answer questions about the position you are applying for, and dissecting the job description is a great start. Ensuring that you have a specific example for each area of responsibility is key. That said, remember that candidates chosen to interview already have met many of the baseline skill criteria. That's why those candidates were chosen for the interview. For this reason, the interview is going to go past what's listed on the resume and aim to assess how a candidate will actually perform in the organization and fit in the organization's culture. Specifically, you may be getting questions that seem to be beyond the job description because the employer is trying to:
Overall, the best way to prepare for unexpected questions in interviews is to prepare an inventory of stories, or very specific examples of your past performance. Make a list of behaviors that are your strengths (things like organization, detail-orientation, extroversion, flexibility, commitment etc.) and script out those stories using a structure like SOAR (situation, opportunity, action, result.) Then you can describe what the situation was (proposal team with no clear leader because of other work demands on team members), what the opportunity was (chance to step up to the plate and be a leader), what action you took (spent one evening breaking out the responsibilities to finish the proposal) and the final result (able to bring team together and not only contribute my assigned writing role, but also to serve as the leader and ensure the deadlines were met and the proposal was submitted on time.) In situations where you haven't had the experience, don't worry! Anticipate what some of those may be (like managing a large group) and share with the interviewer how you would manage the situation if given the chance.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Third Answer:
Don't despair - job descriptions tend to morph quite a bit as different candidates bring different skills and questions to the interview process. The fact that jobs are complex and ever-changing is a good thing - it means you can bring your own unique way of getting things done to the table. So don't walk in with a huge set of expectations about the way the interview should go.
Interviewing well doesn't mean having all the answers. It means showing up with a flexible, can-do attitude, connecting on an interpersonal level, being curious, and demonstrating that you like to solve problems.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Fourth Answer:
You asked "Am I wrong?" The bottom line is that the employer is in the driver's seat and he can ask whatever he wants to at an interview. Whether we think we should be asked certain questions or not is really not the issue. The issue is that an employer can ask any thing (within legal boundaries) that he chooses and when you interview you have to answer those questions. It would be OK to ask something like this: "I noticed that the ad specifically asked for someone with small group management skills, how much of this position would be managing this larger type of group.
To better prepare for an interview, think outside the scope of the job description. Using your experience in previous interviews, come up with list of questions that an employer might ask (besides the obvious job description related ones) and prepare answers for them. During an interview of an employer asks you a question that you feel you did not answer well come up with an answer that you feel comfortable with. Think outside the box and be prepared for all possibilities.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Fifth Answer:
You are being interviewed for the position for which you applied, but nobody gets 100% of the tasks/responsibilities into the ad/posting. The advertised tasks may be the minimums the employer wants applicants to meet; the interviews are to take those qualified applicants and winnow them down to finalists who meet the unwritten criteria. "Managing a small group" might be a minimum qualification with a hidden agenda: the small group might be assigned to a large project, or the interviewer wants to see if you are capable of "scaling up" to handle a bigger project than previously. Unfortunately you cannot control for these unknowns, and the employer is reasonably going to interview for the job she or he has to fill, not the job description you write for yourself.
If your answers are weak not because you didn't prepare but because you're missing some of the competencies or experience required, you're not right for the job.
There's no joy or judgment in finding you "wrong;" take these experiences as guidance in preparing for future interviews. When you review an ad or job posting, think about not only the requirements and how you meet them, but how you would approach the next logical progression in growing your skill set. If you have good analytical, problem-solving, team management and time management skills, you can handle larger projects than you've previously done. Think how you will answer the sometimes still-asked question, "Where do you see yourself in five years?" Not still running the small projects you've historically managed, right? Also, for jobs for which you don't have exactly the "right" experience, prepare to answer the question "So what gives you the confidence to think you can handle this task when you haven't done one like it?"
And if you come across a series of jobs where you're continually falling short of requirements, think about how to fill the gap? How can you get the experience an employer deems critical? Sometimes it's a two-step process to get to the job you want, by taking an interim job first to fill in the holes in your experience that prospective employers have identified; sometimes you need to beef up a learned skill such as a computer application, a foreign language, or a sales methodology; a refresher course may help.
If you take a pro-active stance on filling employers' requirements, you'll have more success.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Sixth Answer:
No and yes.
Because there are things known as progress, innovation, growth, and change, a job does not remain a job. Rather, it becomes a career -- especially when it comes to managing groups of people. No doubt your interviewers want to know more about not your current skills and how static they are but whether you envision change and growth. In addition to that vision, they want to know more about your ability to apply current skills in order to adapt to new situations that include some career challenge and growth into a larger, more responsible position. Employers are looking for people who will be with the company for at least a year and hope for a person who will be there for the long haul. Change and growth are inevitable and should be part of the package.
As you continue with your interviewing, please keep these factors in mind. As you research the companies at which you've applied and will interview, project where they are going and how you will and want to fit into the growth picture. Practice answering the growth questions. If you've taken management courses, review some of the principles that were learned and envision how those principles will apply to your new setting.
The next time you're faced with this type of interview, please avoid apologizing. Instead, start out by saying something about how you're glad to know that the position has growth potential. You may want to describe how you've handled small groups or situations and that in the situation at hand, you'd make thus and so modification. Remember that as you grow in responsibilities, it will be necessary to delegate. No one person can handle the world alone.
Congratulations on findng companies that have a long-term vision of commitment. May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Seventh Answer:
If the interviewer asks you questions that are unrelated or only marginally related to the job description then you should be candid and explain that your qualifications are limited in those areas outside the job description. But also explain what a quick learner you are and try to give an example of when you came up to speed at another job very quickly.
However managing small groups or projects vs managing large groups or projects may be probes by the interviewer to see if you are willing to accept more responsibility. If you are interested in a job with the new company, it would improve your prospects if you explain that your experience has been managing smaller groups or projects but you would welcome the opportunity to manage larger groups or projects. You might explain that you have been successful at managing smaller projects and that you could apply some of the basic principles. The message you would be sending is that you are willing to accept more responsibilities and a larger workload.
Even though things are improving in the job market, the employer is still in the "driver's seat" and can still be somewhat arrogant in the way they choose people. In a normal market they are looking for 80% of the job requirements. In a tight market the expectation level raises to 100% and then some.
You wouldn't want to take a job that you couldn't do well so maybe they are doing you a favor flushing out their expectations before it is too late. Make sure you are looking at the job as objectively as possible and asking yourself, "Would I want this job?"
-- Carole Martin, The Interview Coach
Question:
I am interviewing for a straight commission-based sales position. I know the product well and my engineering background will give me a big advantage over other sales people. The products sell for anywhere between $50,000 and $5,000,000. The sales cycle can be two years. How should I negotiate my commission and expense account? What would be a fair commission rate (5%, 10%, 15% on the gross or net)? Should my contract include a clause that entitles me to a commission for projects that I've worked on even if the sale closes after I leave the company?
First Answer:
You and anyone advising you on this matter need a lot more information. Commission sales jobs are for the very secure and the fearless. Do you have a proven track record in sales and a clear-eyed view of what the job entails? Clearly it's not a new product because you already know it well. Among the missing data:
A few comments: 15% of sales is a big piece of the pie unless it also includes marketing costs or there is very little manufacturing/research/distribution/service cost, unlikely in a highly engineered product. How the company structures compensation shouldn't be a mystery; open book management builds trust and accountability at every level.
Re expenses, most firms have guidance on level of accommodations and class of air service; every firm has a per-mile reimbursement rate. Most important here, you want clarity on the types and levels of business expenses and entertainment you are expected to incur. Your benchmark should be what the competition does, the norms for this industry, of course within ethical guidelines.
Finally, make sure you have articulated and understand every point of the deal you are entering into. Get it in writing and make sure you interpret it the same way as your management does. Good luck.
Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Second Answer:
Nothing quite like an easy question when one doesn't know the risk-aversion/risk-taking profile of a person... It sounds as if you have high expectations for yourself as well as relative to other sales people in your new organization. To answer your questions requires knowledge of the commission structure for the existing sales organization. I'm quite certain that there is a standard plan as well as a superstar plan. The bottom line is to keep in mind that "fair" depends on the margins that the company expects to achieve.
Generally speaking, comp plans are defined based upon: Segmentation(using unique pay plans for those who have direct impact on the top line of the income statement); Differentiation (Pay for Performance); Prominence (Low - essentially order takers where the product speaks for itself... 85%/15% "pay at risk" versus High - the rep drives the sale... 50%/50% "pay at risk"); and Alignment (selection of performance metrics that drive both the individual and the team. Interlocking measures keep everyone focused). As you can surmise, there can be considerable variability in sales comp plans.
As part of the interview process, you should be speaking with sales leaders, sales managers, etc. - ask questions about the comp plans. You should be aware that changing market conditions, competitive threats, and dynamic channel strategies typically cause compensation plans to change. Don't forget to contact industry associations and talk to them about standard and superstar plans.
Given the potential for a long sales cycle, I might negotiate a percentage for sales cycle milestones - again, talk to your peers and managers during the interview process to identify current comp plans related to long sales cycles (you might also want to discuss a percentage for written and booked business as well as a rider than kicks in for SLAs). I've also always been a believer in paying something extra when displacing a competitor.
It goes without saying but before you negotiate anything, be certain you have all the facts - position, line of business, company, industry, etc.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
I am a senior IT professional with 35 years of experience, including 15+ years in management. I have been downsized three times in the last 10 years. During that period, I've been unemployed for a total of three years. Of that, about half was following 9/11. I am now teaching elementary school at 25 percent of my prior salary. My resume is four pages long but I have gaps in employment of one year, four months and 1.5 years since 1991. These gaps were due to being unemployed. What should I put onto my resume to explain these gaps and do employers see someone with three layoffs as being a bad risk?
First Answer:
Don't worry about gaps in employment or your current job title. Use the year format to indicate beginning and ending employment dates rather than month/year, for example, 1999-2001 versus 12/99-1/01, which will make gaps less evident.
More worrisome than any gaps in employment is the length and lack of focus of your resume. Pare it down to two relevant pages depending on your career objective, and don't open yourself up to the possibility of age discrimination by indicating dates greater than 20 years, if that.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
With the economic tide we've endured since 2000, employers no longer see employment gaps during this time as an indication of a bad risk.
In the past, employment applications asked for gaps in time to be explained. The goal of that requirement is to have the applicant demonstrate how constructively they used their time.
There are many reasons for gaps in employment. Pregnancy and childrearing, caring for a relative or significant other, completion of studies to earn a degree or special certification, internship or travel abroad are just a few explanations for an employment gap. These all have a high significance and say a lot about the person who had these experiences that an then be translated into positive work skills and contribution. They say the applicant did not sit around all day, every day during the hiatus as they waited for life to happen to them. They were proactive and active.
Let me also remind you that volunteer work is still work. The volunteer is a non-remunerated employee who can be held responsible for getting to work on time, doing a workmanlike job, demonstrating professionalism, and being fired for not following through on good business and customer relations practices. If you were involved in any type of volunteer work during these breaks in traditional employment, start including it on your job applications.
As far as your resume, you may want to list a representative work history - work that is directly related to what you seek. Then in your cover letter talk about what happened during the breaks in employment in relation to the volunteer work and how profitable your contributions were, what you bring to the new employer because of that knowledge and experience.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I have been out of work for two years. I have been actively looking for a job in my field (product engineer in the semiconductor industry) and have been getting phone and face-to-face interviews. The people that I interviewed with told me that I did well, but I am not getting any offers. I'm beginning to wonder if employers are deciding not to hire me as a result of something they're finding when they check my background. Is there a database that companies access when they do background checks and, if so, might that database include incorrect information about me?
First Answer:
Whew - lots to cover here. Candidates need to understand how employment processes work so they can become better consumers...
Background checks of certain information cannot be conducted without the written consent of the candidate (e.g., driving, felony, credit). Many companies check to see if you possess a criminal record or have incurred driving offenses. If they also conduct a credit check - which many companies will do when you are in line for an accounting or finance related position, the company is required by the Fair Credit Reporting Act (FCRA) to comply with sections 604, 606, and 615 which reflect a company's responsibility when using consumer reports for hiring new employees or evaluating current employees for promotion, reassignment, and retention. In a nutshell, you must be told if information in your file has been used against you in an employment decision. By law, anyone who uses information from a CRA (consumer reporting agency) to take action against you - such as denying employment, must tell you so, and give you the name, address, and phone number of the CRA that provided the consumer report. By the way, the FCRA also requires your written consent to companies prior to conducting a credit check - a CRA may not give out information about you to your employer, or prospective employer, without your written consent.
By the way, everyone should ask for copies of background reports conducted by companies - and keep it in a safe place at home whether hired or otherwise.
Herein lies a basic issue with background and reference checks. While professional reference checks do not require written consent of a candidate, reference checks have become less useful as the level of litigiousness increases. Huh? If someone gives you a bad reference and it cannot be backed up with facts, someone may be, among other things, liable for libel. Most savvy companies now only verify dates of employment and job titles in lieu of references (who wants to be sued?). In many cases, a company providing this information will only interface through Human Resources. Top recruiters will find some way, however, to talk with former bosses, peers, or subordinates.
When I conduct reference checks I ask questions based upon what was written on the resume or said during the interview. For instance, if you wrote as an accomplishment as a Product Engineer that you "Led specification team tasked with new xDSL/Processor application development which included competitive benchmarking and custom engineering design. Reduced time-to-market for new wireless products by 27%", I'll ask your boss, "John said that he..." and I'll read the accomplishment above followed by "Does this accurately describe John's role and results?" Yes, I will drill down for facts; sadly, many recruiters who conduct reference checks don't go the extra mile. The result is either someone isn't hired who perhaps should be hired or someone is hired who shouldn't be hired.
Here are some ideas you and others may want to consider implementing in your job search:
Remember - your past will always follow you. The good, the bad, and the ugly.
-- Steve Levy, Principal of outside-the-box Consulting
Second Answer:
I don't know of any "database" that is all inclusive. Are they a actually telling you that they will be doing a reference check or background check? When they do background checks they usually use companies that specialize in checking. How are your references? Do you have any "skeletons" in your closet? Are you a "perfect" match for what they are seeking? There are so many factors to consider.
The past two years have been very tough years in employment - the worst in 30 years. The semiconductor industry has been hit especially hard.
What have you been doing since you have been out of work for the past two years? Keeping abreast to changes in technology?
You could always ask for feedback - you may or may not get it, but can't hurt to ask.
Check out this article on asking for feedback http://interview.monster.com/articles/feedback/.
-- Carole Martin, The Interview Coach
Third Answer:
I've talked about reference checks and the importance of doing background checks on executive-level candidates. Not doing so can result in nightmare results.
But just as in Karem Abdul Jabaar's case, there are several people in the world with the same name. Background checks will give you the results for them and for those who may have stolen your identity. When you've applied for an opportunity, you have a right to request a copy of the background check the company does. If you find any discrepancies, you can contact the proper agency to work out the corrections. Please also see my earlier response to another question about background information.
In regard to a central repository for background information, according to a representative of CISOnline.com, a background screening service, there are three credit reporting bureaus. But after the credit report is exhausted, there is no single source of information. It's all a matter of research.
The research can include a criminal background check, a social security account tracer (consisting of name and address check), court records, and other criteria based on the client's needs. When I asked if health records or history is included in the standard background check, the representative not only said that health records disclosure is prohibited by HIPAA (Health Information Privacy Act) but is definitely discouraged because of the sensitive nature of the information and it's lack of relevance to employment verification. On this subject, the representative recommended reading a copy of the Fair Credit Reporting Act so that one may understand what is allowed to be searched and disclosed.
If you want to go through the expense of conducting your own credit and background search of yourself, you can check what's available among my Resources and in my Recruiter Tools.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
When I was in my early thirties, I decided that my career was going no where so I looked into different career options. Although I didn't have a technical background, I decided to become a software engineer. I am about to graduate from a prestigious technical university with a BS in Software Engineering. How do I convey this information in a quality cover letter without giving my age?
First Answer:
Let's face it, if you show any identifying activities from your past on a letter or your resume that has dates (e.g., date of college graduation or a job progression), most people will be able to figure out approximately how old you are. But why hide your accomplishments? Although "ageism" is all too common in our youth-obsessed society, decision-makers are "graying" along with their employees. Many will identify with you and be impressed with what you have done.
I always counsel my private life and career clients to emphasize the positive in situations that could be a mixed blessing. You went back to school and re-tooled your skills because you felt it would enhance your life and career options. These new skills, coupled with your past experience, will make you a terrific candidate. If you are still anxious about letting everyone figure out your age, you can use a functional format for your resume which de-emphasizes dates. I still think your bet is just to be honest and show the degrees you have earned, along with the dates...and your awesome skills.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
Congratulations on your graduation!
As for being concerned about not revealing your age, why not use your maturity, seasoned experience, focus, and transferrable skills to your advantage. Briefly discuss the translatable skills you bring with you and how with your several years of experience, you can provide the focus, dedication, and sensitivity to deadlines required in such a project-oriented career.
In your cover letter, talk about having spent several years in your previous industry and learning/mastering as much as you could in that realm, you realized the opportunities in software engineering were much more diverse and allowed development of more of your talents.
In the past, I've talked about a number of reasons that diverse candidates are very desirable (See Articles Index). In a 2000 editorial written for Workforce Magazine (What, Too Old?), I particularly focus on why the older worker is the one who deserves just as much consideration. Take the advice contained in those diversity pieces to see the common thread -- focus on the strengths and benefits you can offer.
As a note of further encouragement, a recent article in Employee Benefit News (April 15, 2004) says there's "Gold in Gray: Home Depot woos older workers."
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
When an interviewer asks me why I was let go from my last job, how do I respond without sounding angry at my old employer even though I feel that I should not have been let go?
First Answer:
This is a rather general question which is hard to answer because I don't know the specifics of your situation. However, it is never considered appropriate to badmouth a former employer. Although in most cases, honesty is the best policy, an interview is not the time to be 100% brutally honest about negative situations that have occurred in the past! As I say in my book YOU ARE THE PRODUCT - How To Sell Yourself To Employers if you let your distress and anger about as former show, you will lose your competitive edge in the interview. All you need to say is that you left for a better opportunity or that you've decided to take a different career path that the former employer couldn't satisfy. Resist the urge to tell an interviewer how unfair your boss was...how you had to cover up his afternoon drinking binges or how he had to fire you because his new love (your former secretary) wanted your job! The only one who will look bad when you denigrate your former employer is you!
When I counsel my private, online clients I try to help them resolve their emotional distress about previous experiences. Life isn't always fair, but in the end, the ability to rise above a situation and win by succeeding, is the sweetest feeling of all.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
First, try to get the negative feelings being fired completely out of your system. Even if you don't say the wrong thing in the interview, you'll still communicate anger about the situation, which will be a red flag to the prospective employer.
Second, I find the best answer for difficult questions is always as honest and as brief as possible. While I don't know the exact reason you were given about your termination, if it was performance-related you could tell the interviewer that you were not clear on expectations and therefore were not able to consistently please your manager. Take 100% responsibility and tell the prospective employer how you plan to prevent this in the future.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
My advice is to respond carefully and professionally. Regardless of the circumstances you want to be very careful that YOU DO NOT come across as angry or unhappy. Saying bad things about a former employer will hurt you in the intervew process. Try to stay as honest and as positive as possible. What you say would depend on the circumstances under which you left your last job. Some examples might be "The company recently had a change in management and the way we conducted business changed dramatically. I felt like it was an good time for me to explore other options. After doing some research, I found that your company holds to the same high standards of customer service that I believe is vital to a business' success." Your response will, of course, depend on your circumstances. I would advise spending some time coming up with an answer that you feel comfortable with before you go to the interview.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Fourth Answer:
It sounds as if you were asked to leave (fired?) from your last job. This happens to many people who are otherwise good employees and who make a strong contribution to their employers and it happens for many reasons; personality conflicts, politics, management replacement, skills upgrades, etc.
You will need to be prepared to convince your next potential employer that you are good at your job and that you made a strong contribution at your last place of employment. Here are some things you need to do:
Deal with your feelings before you go to the interview. Bringing "baggage" into
the interview is not a good idea. You may give your feelings away through your
body language or lack of eye contact.
Find great references from that job who can speak to your strengths
and performance.
Turn your experience into a positive or at least a lesson learned.
For instance, if there was a personality conflict and there often are,
explain how you've learned to put personal feelings aside and act like a
professional regardless of the situation. And, if you can't then know when to
leave before it is too late.
Or, if you were let go because of a work performance issue, turn that into a lesson learned and that you don't intend to make the same mistake twice.
Prepare your story and practice it.
The important thing is to emphasize your qualities and what you can do for this company, trying to minimize the negative.
Be enthusiastic about the possibility of a new opportunity.
-- Carole Martin, The Interview Coach
Fifth Answer:
Yes, it is definitely difficult to talk about being involuntarily released from a former employer, no matter what the circumstances. Still, whatever you say to a potential new employer, references, friends, acquaintances, and family will reflect on your character and have a definite impact on your future opportunities.
The best thing to do is be diplomatic. Can you think of a positive way to talk about the separation? Perhaps say "I gained a great deal of personal growth from this situation that I can take with me to any new situation. After evaluating our working styles, we found that this was not the best match."
Actually, I've discussed this very sensitive topic once before in "What to Say: Last Job. You may want to consider the broader analysis in that article.
May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
Answering difficult interview questions is always a challenge. That's why it is important to prepare effectively. Anticipating questions based on the position, industry and field is always a good idea. Once you have created a list of questions, create an outline structure to answer each one. While you certainly don't want to memorize a scripted answer, you do want to ensure your answer has a introduction, main point and conclusion, much like a research paper.
One good method to use is SOAR. This stands for Situation, Opportunity, Action, Result and can be used to answer almost any question. In this case you might want to focus on a structure such as:
S: As the economy changed, our industry was facing new demands from customers concerning rising product prices and challenges based on a falling stock price.
O: In order to effectively combat these challenges, the company went through a swift yet streamlined reorganization. Having always worked in a somewhat stable industry, this gave me the opportunity to learn how a reorganization works and how individual cost cutting measures can directly impact bottom line results.
A: However, as part of the reorganization, the company decided to eliminate the specific product line I worked on citing a weak market. While this led directly to my own layoff, I was able to understand the economics of the organization and spend some time focusing on my next best direction.
R: As a result, I was able to take stock of the specific skills I attained while working at the company and focus on where my strengths would be a best fit for an organization looking to gain from my industry knowledge. This is one of the main reasons why I am so keenly interested in your organization based on how I can add value from my previous experiences.
Whether you use the SOAR method or a simple outline, regardless of the format or structure you use, be sure that your answers are always succinct, honest and powerful. You want the recruiter, hiring manager or organization leader to be able to easily understand your main points, and feel like the question was answered directly and thoroughly.
--Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Question:
I am graduating in a few months. In a few weeks, I will attend a career fair that includes the company for which I am currently interning. I would prefer to move to a different geographic location, but would be willing to stay with my current employer if I can't find a position elsewhere. This job fair isn't great as many of the employers are sports-related so offer only low-paying jobs, but at least I am very interested in the industry. I have been talking to some other prominent companies about full-time job offers that I would be much happier at that are in geographic regions that I would like. If I get one of the low paying jobs at the career fair, it would start in a few months. Can I ethically accept it while continuing to explore other opportunities?
First Answer:
Yes, of course you can ethically accept a job while continuing to explore other opportunities. In my opinion, everyone should be continually exploring other opportunities, even if they don't ultimately choose to change jobs for years. The job market is constantly changing, so it's wise to network and gather information - just in case.
As you move forward in your career, be very clear in each and every interview as to the type of career progression you are seeking, and learn how that compares with the normal career track in the company. Be honest about other important factors in your decision, such as strong geographic preferences or an impending relocation. This should give the employer a clear picture of whether to make the investment in hiring you.
The bottom line is this: an employee owes their employer nothing other than an honest day's work and compliance to any written agreement regarding the nature of that work. The employer owes their employees nothing other than the promised compensation and a working environment that complies with all applicable laws.
I'm sure you've noticed how often companies in all industries dismiss long-term, loyal employees without notice or severance. The company acts in the best interests of the company. You, the employee, should act in your own best interests as well. So don't misplace your loyalty, and don't believe any job will last for any specific period of time. Whenever you can, however, do give your employer appropriate notice when you plan to leave, which they may or may not utilize.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
This is a dicey situation, faced by quite a few about-to-be college graduates and, in many cases, the college/university career services professionals who work with them. There is no one "Right Answer" to your question, but here are some thoughts for you to consider.
There are two people/entities to think about here: One is you, the other is your school. If you were to accept a job from an employer, then continue looking for other opportunities and, eventually, renege on the offer from the first employer and accept a job with a second employer instead, there is the POTENTIAL that YOU would look bad, of course. But there is also the POTENTIAL that you would make your school and perhaps even your academic department look bad as well (because what you do as a "representative" of your school/department -- i.e., as a new graduate of that school/program -- could leave a bad taste in the first employer's mouth, and perhaps compel him/her to think twice before hiring another person from your school/program).
So ... on the one hand, there is more than just yourself to think about here.
All of that being said, there's another side to all of this: You'll be seeking jobs throughout your working life, and you need to look out for your best interests -- because if you don't, who will? (Some would argue that the COMPANY you sign on with will always look out for ITS best interests -- even if it comes at your expense -- and so why shouldn't you do the same?) Do people keep their eyes on the job market even when they have jobs currently? Of course, and employers know that. If you were to accept a job with one of the job fair companies and then renege on it later to take a job elsewhere, would the first company be angry with you? Perhaps. But at the same time, you would be FAR from the first person (or the last) to find yourself in such a situation, so I HIGHLY doubt that you would be viewed as the pariah you might imagine you'd be viewed as. The company would likely be disappointed, obviously, and maybe a little perturbed at you. But the people there would quickly get over it and find someone else for the job.
So ... what to do? Follow your instincts. Make a good-faith effort to live up to the commitments you might make to certain companies/organizations, but know that even THEY understand that most people are ALWAYS keeping their ear to the ground where job opportunities are concerned -- and so it likely wouldn't be the end of the world for them if they were to lose you shortly after you've said "yes" to their offer.
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Third Answer:
Absolutely not. What are you going to say, "Please hold this spot for me, but if I find something better, you can't count on me to actually take it"? This is the only way you can accept it, which tells the employer they are your last choice.
If you accept the job but keep looking, and then accept another position, you are going back on your word. To renege and it is considered unethical conduct by the National Association of Colleges and Employers. Colleges are held responsible for student behavior towards employers, and employers are expected not to withdraw offers made to students. The consequences for your university include embarrassment for your career services office, possible withdrawal from future career fairs by the employer whose offer you accepted, and a stain on the university itself, because you are their product, apparently insufficiently educated in what constitutes ethical behavior.
The response to a tough job market should not be a lapse in integrity.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Fourth Answer:
The situation you find yourself in is similar to that faced by many job seekers.
If you feel that you are close to finding that more desirable position, then I would put all my efforts into the quest and be patient, while improving my interview skills to be sure I am prepared when the opportunity arrives.
If you have financial or other reasons for needing an interim position, then you should accept the job. After all, you may find it to be more satisfying and may want to stay.
Pursue your dream - but a "bird in the hand" in this economy might be worth looking at as well. Decide what you "need" to live on and then make decisions based on your "needs" and your life values.
-- Carole Martin, The Interview Coach
Fifth Answer:
Let me see if I've understood what you've said.
Okay. Given all of what I translated is correct, it would not only be ethical to continue your job search, it would be prudent to do so.
Your stated question being answered, there are a couple of other questions you have not yet asked that should be. One of them is, "What am I interested in doing that really excites me?" The other is, "How should I determine whether I have the aptitude to do that?"
In order to answer those questions, you should either take some self assessment tests to determine where your interests, abilities and aptitudes are or else see a career counselor at your school and schedule a time to take these assessments. The counselor will be able to give you far more guidance with the test results and you'll be able to make a better, more focused job search that should lead to a much happier result for you.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
Three years ago my company downsized and went from 15,000 to 1,500 employees . I was one of those who lost their job. Rather than trying to find a new job, I decided to finish my education. I'm now applying for jobs. My resume starts with my objective statement, then my education and then my job experience. My fear is that the education area is being scanned and the date of my last job is being focused on more.
First Answer:
Your situation is certainly a common one, given today's economy. You are correct when you assume that your resume will get only a few seconds, and someone is naturally likely to read, starting at the top. You didn't say how long you had been in the workforce prior to your layoff. Normally, I'd put work experience first, then education, then other skills and affiliations.
If your work experience exceeds your educational experience by a significant amount, I would certainly put work experience first. An employer who likes what s/he sees is then more likely to run down the rest of the resume to see your academic qualifications. Having that new degree will certainly help!
If your work experience is marginal, however, and your degree is not that of a generalist or it is in a field where that degree is essential, I might suggest that you put your education first.
You might also want to consider a functional resume, where skills are grouped but not by job or in chronological order.
Finally, the most important piece of advice I can offer is to be confident in yourself and your abilities on the phone and when you interview. As I say in my book You Are The Product - How To Sell Yourself To Employers, you need to research prospective employers, get a view of their "corporate culture" and then make a pitch that sells you as a holistic person, not just a degree or a repository of skills.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
This is one of those facts over which you have no control. You are right to put the education first IF it prepared you for a different field or higher-level job, and it also covers the time since the last job, so logic dictates it be there. Employers' preference to hire someone currently doing the exact job they are trying to fill, for a competitor down the street, who has an excellent industry-wide reputation is not going to fade away. Someone who doesn't want to hire someone out of the market for three years isn't going to. You are hunting for those who see that education as an asset. Your counter is three years of current education which hopefully supplied you with cutting edge theory and approaches to solving problems that other candidates may lack.
Because only 10% of jobs are filled through want ads, it isn't as important as you think that the scanner or even a human eye focuses on your three years out of the workforce; the people who get seen first are those who are INTRODUCED. 70-80% of jobs are consistently found through introductions gained through relationship building (networking, to use a term some professionals in the field are trying hard to retire because of its connotation of "use me, abuse me, forget me"). This is not to say that "it's who you know that gets you hired," but it is true that "it's who you know that gets you SEEN." You still have to sell yourself into the job as the best qualified candidate throughout the interviewing and selection process.
Introductions trump résumés every time. When making the "networking" phone calls, or even emailing, to say "Dave Green suggested you might be able to give me good advice on my job search" you don't send a résumé in advance of an in-person meeting (you bring one with you marked DRAFT and invite critiques about how it does or doesn't sell you into the role you seek) because the minute you show a finished résumé the reader suspects you are going to ask her or him for a job. The goal is not to wallpaper your environment with résumés but to widen your spheres of influence by building relationships-your lifetime Palm Pilot®/Roladex® of contacts-that you will use to find a job now and as professional resources and colleagues in the future.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Third Answer:
You're probably right that employers are checking the employment history to see if you're presently working and how much of a gap there is between jobs. Recruiting thought leaders say the most attractive candidates are the passive ones who are still working. The fact that they are still working is an indicator of their present value. There are a few things you can do to overcome this situational, economy-driven bias.
In the recruiting industry, it is a well-known fact that we went into an economic depression when the Internet went bust -- around the second half of 2000. Even highly-valued employees were let go in order for what remnants of the company there were to survive. Some of those employers are staying in touch with those employees so that when things pick up or when the need for an outsourced or consultant situation arises, they can re-recruit or enlist the services of a known performer.
Keep your past employer contacts up to date. Make your availability known in the right places.
Some people work full-time and complete their academic studies through evening classes at university. There are times when the last several required classes for graduation simply are not offered in the evening or only once per year. It's necessary to find approved substitutes, ask for flex time to attend and complete the courses, or else take a leave of absence in order to finally graduate. As to the latter, a sentence or so in your cover letter stating that fact should be sufficient.
In your cover letter, talk about taking a break from employment in order to complete your degree. Discuss in a sentence or two that you took the initiative to increase your expertise and earn your credentials.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
My story is long, but I will make this short. I am 47 year old, a pipefitter/plumber for 12 yrs., and a multiple felon. I was a drug addict for many years during and after the military. I made many mistakes because my use of heroin. I was clean for several years but then broke my back on the job and started taking pain meds which led my back to heroin use. This eventually put back in prison for two years. I was released in 1992. Since then, I have completely changed my life around.
I have many accomplishments and have worked with many community volunteer programs. The list is long. I am now a Junior at a university, have an excellent g.p.a., am a member of phi eta sigma, am a member of alpha kappa delta, am a school senator, and belong to several school organizations. I even created a organization of recycling campus efforts which has save the university $850 a month. I majored in Sociology with two minors, one in social work (which I plan to get my Masters of Social Work) and one in juvenile corrections.
I thought my past experiences would be a plus and even asked some of my school's department heads. They reassured me that my experiences would be useful in these areas and I would be able to work in any of these departments. The head of the Criminal Justice Department said, "You are just the kind of success stories we like working for us." Since then, I checked with some governmental departments - mostly state - and all told me the same thing: there is no way you could work for us. These governmental departments included probation and parole, juvenile departments and juvenile counseling.
Because of what I was told by the school department heads, I chose what I thought would be the most satisfying careers where I could do my best for society. Now it appears that I may have wasted years and money. Please give me any information on past graduates in my situation or any help that can help me make my dreams come true. I am married with four children and a beautiful wife who has backed my dreams. It has not been easy to take care of my family while going to school full-time and working part-time work. I have not given up, but could use some advice as to what I should do.
First Answer:
It's important to remember that there are simply no guarantees in life. No one can guarantee you a steady job at the rate of X dollars per year if you complete a given course of study. It's also good to remember that many people have completed a degree in a given area, started the career, hated it, moved on to a different career, and achieved success.
For a person with your career aspirations, there are many other options besides working with a government agency, including churches, non-profit organizations, private mental health practices, and various educational programs. The MSW sounds like a great idea if you're dedicated to helping others, but before you go that route, talk with a few leading professional organizations (not educational institutions) regarding the relevant qualifications and potential disqualifiers for your target careers.
And keep up the good work!
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
Don't give up on your dream. I noticed in your narrative that you stated that you checked with a number of government agencies -- both state and federal. Have you looked at non-governmental organizations that provide services to the population you are wanting to working? I would explore what organizations in your area provide these services and then set up "informational interviews" to "pick their brain" about your situation.
I would also go back to my professors and let them know what you have encountered and ask for their assistance and ideas. You could also do some Internet exploring to see what national organizations there are in your area of interest and contact them.
I believe that there are a lot of resources out there that can provide information and guidance for you.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Question:
I have been unemployed by choice for three years. I quit after my 15 day old baby died of SIDS. I felt that I needed to spend more time with my five and eight year old children because they were having a difficult time coping with the death of their sister. I had another baby a year ago and am now ready to return to work on a part-time basis but don't know how to explain the three year gap on my resume.
First Answer:
Don't mention the gap on your resume, and if asked about the time in interviews, simply say that you took time off to make a difference in your family and now you're ready to make a difference in the corporate world!
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
I am sorry for your loss and understand your decision to put your family first.
Honesty is the best policy. I think you need to calmly explain, as you have to the experts on this panel, that you left voluntarily because of family issues.
I am assuming that you worked prior to this time, so you have some work experience. Letters of reference might be useful to you, as they will validate the fact that until the time of crisis in your family, you were an exemplary worker. Keep in mind that unfair as it may seem, some employers may worry that if you dropped out of the workplace once, that you will do it again. While children should come first in our society, an employer would prefer for you to put the workplace top on the list.
When I advise people with gaps in their resume, I help them to determine what objections employers might raise to their particular situation, and we devise compelling responses to these possible objections, in advance of telephone or in-person interviews. That way, they stay focused, confident, and persuasive If you are worried that you might get overly emotional or defensive, or you feel that you might not be able to make the most compelling case for why you're the best candidate even though you "checked out" for three years, investing in a session or two with a coach either in your hometown or online, might help, too!
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Third Answer:
It is reasonable to be concerned about gaps in time on your resume. However, this one can be handled quickly and with a great deal of ease. You can say you chose to take some time off for life enrichment purposes. You are now ready to fully move forward in your chosen area. Then talk about any career development education you gained while off work or career-related endeavors that kept your skills up to date.
You may want to read "The Interview," an article specifically for domestic violence survivors who have been out of the job market for a protracted period of time. It may offer you some ideas about interview "do's" as well as interview "don'ts."
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fourth Answer:
Coming back into the workforce after a prolonged absence is as challenging a problem as one can ever face whether coming back from child rearing or any other reason. Most people notice how the pace has changed (although many might offer up the following, "Fast paced? You want fast paced? Try chasing after several pre-schoolers 12 hours each day!"). It is odd though how many people who came from the womb choose to view women coming back from childbirth and child rearing. How quickly many forget. Before I continue, I found an incredibly neat - and comprehensive - website call BlueSuitMom - . It appears to be a great resource for any gender in understanding the dynamics of where care giving interacts with business.
Explaining being a Mom (or a stay-at-home Dad). Some people still believe giving birth and rearing a child is easier than working. A friend of mine once told me, "Try pushing a cantaloupe out of your..." I took her word for it. But what do you put in your resume and in your cover letter?
It helps to understand what a resume truly represents: In my opinion, it is a talking piece and while it shouldn't be an in-depth analysis of one's life, it needs to detail some of the critical events that formulated one's current persona. Besides, too many recruiters won't even look at a resume if it doesn't address gaps. SIDS is not an alibi - it is a life changing event that if addressed well, can enhance a person's personality, strength, desire, etc. - and make the person better at handling challenges in the workplace.
I suppose the person can say they have been a stay-at-home Mom and leave it at that but I think calling oneself a Domestic Engineer is more intriguing (see below). Naturally, all of this is dependent upon what other job skills are brought to the table.
For the resume. This isn't a standard approach to addressing motherhood, etc. but it sure goes a long way in explaining what is required to make it successful:
2000-2004 Familia LLC; Anytown, US COO and Vice President, Domestic Engineering
During a period of intense cultural upheaval, developed new organizational processes that were integral in maintaining the unit's core competencies and return to profitability. [I'm not kidding]
Above all, be certain to include job-related skills and accomplishments. If you use Quicken to manage your families finances, say it. Tailor the resume to fit the job, industry or company.
When a recruiter makes a face or a crass comment, inform them of the real details. While you may be tempted to say, "Well? How do you think you would have done under the same circumstances?", it would be better to say, "After what my family has been through, I'm certain that I'll be able to transfer what I've learned to your business environment." Deflect from the emotion to the job in question.
Cover letter. As far as cover letters, some folks read them, other's don't. "I'm returning to the workforce after a period of motherhood" is all that is required. Sell your job skills not your mothering skills. Of course you can use "mothering" analogies but focus on equating the job requirements to your skill sets.
Pictures: This may sound harsh but don't bring pictures of your children to the interview - focus on becoming a member of the business team first. If asked for pictures by the recruiter or hiring manager - hey, most people really love seeing pictures of children (I know I do) - let them know that you'll be certain to stop by their office your first day of work with your entire family portfolio.
Until then, it's all about business.
Networking. This is obvious but there are great SIDS support groups around the country - http://sids-network.org/, http://www.sids.org/, http://www.sidsalliance.org/index/default.asp, http://www.sidscenter.org/, http://www.sidsfamilies.com/, etc. - be certain you network within these groups for business contacts. Don't forget members of your maternity classes, nurses, etc.
Feel free to contact me.
-- Steve Levy, Principal of outside-the-box Consulting
Fifth Answer:
Your question regarding your three year absence from the work force and how to deal with the employment gap is a good one. The answer is easy-just be honest. You have taken a three year hiatus to spend time with your family. You have spent your time focused on your family, dealing with out of the ordinary circumstances.
You should list your employment chronologically. When the Recruiter/Hiring manager speaks with you directly, this is the appropriate time to explain your reason for taking time off.
Your personal circumstances and decision to spend time focusing on family needs is understandable. Rather than detailing your tragic situation, succinctly tell your interviewer because you were able to focus completely on your family for a period of time, you have your family's support in returning to work. You can now dedicate your time and concentration in an uncompromising way; which will make you a valuable addition to their team.
If they reject you because you took time off to be with your children in a difficult time, they are indicating a lack of compassion and working with that organization would be a mistake anyway.
In short, explain the "gap' of time un-employed in conversation. Do not explain on your resume. Keep the focus on the value you will bring to their company.
-- Lisa Alexander, former Medical Sales Representative and hiring manager of pharmaceutical sales representatives and author of PharmRepSelect®, a comprehensive guide to getting a job in the pharmaceutical sales industry
Question:
I am writing to you trying to solve an intractable problem. I have been out of work for two and a half years applying for both technical writer and electronic engineering technician jobs. I know the market is down in this field. When I apply to the jobs listed on the internet, I send my resumes and cover letters to them and in return I get no response. I try and try and cannot understand why no one wants me with my technical writing skills and electronic engineering knowledge. My career included seven years of technical writing combined with 18 years of being an electronics engineering technician. As an engineering technician, the jobs included helping design engineers in testing their products. As a technical writer, I did many types of manuals, including operator, service, software and hardware. My record consists of producing high quality software and hardware documentation using Adobe Framemaker and Microsoft Word. My expertise is working with these programs. This also includes online help systems using Robohelp. My resume lists an excellent record of accomplishments in several areas in technical writing and in electronic technical engineering, and this includes receiving recognition awards during my tenure at one company. Even with that, I could not get promoted during my tenure. I always offered the company a much higher caliber of professionalism and qualifications than the average applicant can provide.
I also have made technical innovations in every job I had. I have improved their existing jobs. When I left departments, the successor in my job could not do what I had done before and the department discontinued the work. That is what I was told from other employees. Yet, everywhere I go, people always ask for my assistance and knowledge. They cannot understand why I am not marketable. I have saved people's jobs whose pay was twice as mine. I was almost daily helping people in my last department solve their software program problems. I have done wonders, received awards, created inventions, and if I get an interview, I just get rejected afterwards. In case you wonder, it is not my attitude. My attitude is one of a positive nature that wants to improve the job position.
I have talked with career counselors and they cannot understand the problem. I even considered career change, but in a tight job market, the corporations want experience in that field you choose. I even tried cold calling, and that didn't even work. I have good references which includes two former superiors who knew how I worked and will swear by me. I was told my resume and cover letter is superb. In the past, I never had problems finding work, now it seems virtually impossible. I have just about given up. It seems I have a black mark on my forehead and doomed to penury because of corporations unwilling to hire me. I have no other answers. What is the solution?
First Answer:
My first reaction from your letter is that you are depressed and upset about being out of work, and it shows. While your anxiety is completely understandable, ironically, the worse your situation gets, the more you need to project an image of courage, confidence and optimism. As I say in my book YOU ARE THE PRODUCT - How To Sell Yourself To Employers, an employer's first impression of you is made in seconds, and it will stick. Have you ever been to a singles event where there were lots of people lined up at the bar, and you could just tell which of these people were truly desperate? They think they're being "cool" but actually, their eyes dart around, their hands quiver, their smiles are pasted on too stiffly. The chances are that you are so eager to stop job hunting that it shows. If you want to calm down and do better both on paper and in person, get a book on personal marketing such as YOU ARE THE PRODUCT and learn how to put a more confident spin on your image.
However, that's not the only problem I think you are facing. I think the real issue is your approach to job hunting in general . A warning bell went off when you said you have excellent skills, but try as you might, no one is interested in you. Why? I think your approach may be the problem. You mention that you have applied for jobs on the internet, but I get the sense that this is the only place you are applying. Sure, it's fast, cheap and easy, but the most effective way to get a job is through word of mouth and recommendations. Consider that the web reaches virtually, the entire world. When a job is posted, even if you are qualified for it, millions of other people are inundating the system with their resumes as well. What do you think the odds are that your resume will ever be seen, let alone taken seriously or acted upon for an interview? Online job hunting is a great way to put yourself out there, but it isn't the best way, especially in a "down" market. Instead, you've really got to do the legwork and make personal connections. This means you've got to network, attend career fairs, network for information, go to social events, and put yourself (not just your cyber-resume) in places where real people will meet you and be able to direct your resume to another real person who has the power to hire you.
My final suggestion to you is to re-evaluate the types of jobs you are applying for. You obviously are proud of your accomplishments, but in a "down" market it pays to be flexible. If you aren't able to adjust to what and where the jobs are in your field, you may be out of work longer than you'd like. Also, you might consider moving to another, related field (or a new field entirely) where the employment possibilities are better. Are you only applying for specific types of jobs in the best companies, and ignoring the rest because you think you're "too good" to work at a second string place? Are you only interested in the top spot, rejecting jobs with lesser titles because you don't want to take a lateral move? If you really don't want to be unemployed, you may have to adjust your ambitions, accordingly. Once you are in a job that pays a reasonable rate, you can always continue to job hunt.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
First of all, you need to start your job search with the firm belief that there is one great job out there for you. If you don't believe it's there, you aren't going to do a proper search for it. Job searching is hard work, frustrating, and confusing. It's truly a process of elimination, meaning you go through many "No's" before you get to a "You're Hired!" You have to keep your focus and a positive attitude throughout.
One way to keep your perspective and a positive, can-do attitude during your job search, don't allow yourself to think or speak in dramatic, negative language like "intractable," "black mark," and "penury." Instead, use the considerable power of your language skills to focus and inspire yourself as well as to impress others.
It also sounds like you're dwelling too much on negative job experiences of the past, which surely isn't helpful to your progress. Keep a daily journal of all the blessings in your life, and try to search for meaning in this experience - in what ways have you grown as a person, learned new things, and built new relationships?
Next, you have to realize that job searching is all about communicating. If you're mainly submitting applications online, you really can't be sure if a human being is ever looking at your resume. If no one is responding to you, it doesn't mean your skills are lacking or that you should feel rejected, it just means that few people have probably even reviewed your resume.
You say you've "tried" cold calling, but I have the feeling that it's quite overwhelming to you, so you probably haven't done much, and you've probably not communicated as well as you'd like to. You might read up a bit on the subject, practice with friends, even take a half glass of wine to steel your nerves before dialing the phone. To better assist you, I'd need to know more about the source and quality of your job leads, how many companies you are contacting per week (by phone, fax, mail, email), and how many times you're following up with each company. If you're like most folks, you need to increase your efforts dramatically.
Also, it seems that more needs to be done to source quality job leads - hopefully unadvertised ones - and really pursue all applications with extensive follow-up by phone, fax, postal mail, and email.
The candidate provided his resume and cover letter for critique as well (a service we offer to everyone - see the free advice page at www.career-magic.com). The cover letter is decent but could do more to appeal to the company's desired results with regard to the technical writing. What are the benefits to the company of having a sharp technical writer? Talk more about what's in it for them than just your skills and attributes.
The resume is respectable but no showpiece. This should be a very sharp document if it is to represent a person who communicates in writing. A better summary is key - describing your top 5-10 qualifications. The writing and formatting throughout could use more focus and consistency, and one entry invites age discrimination. There are several sections that should be deleted, such as the personal recognition section which is quite outdated. Technical skills section should be presented as a simple list, not in past-tense sentences (which make the reader think you used to know how to do something, when you want to give the impression that you currently do offer those skills. In general, never consider your resume "done" - you should always be customizing it to meet the needs of a specific employer.
Creating positive and beneficial beliefs, attitudes, and behaviors during a long job search is difficult, but absolutely imperative. I hope these ideas help!
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
There is just one masterful job search technique -- networking. Even if the jobs are scarce, by meeting and speaking with individuals who are themselves well connected in the industry being targeted, a candidate can improve their opportunities for "lucking into" a new position. Maybe it will mean shifting gears, but one doesn't know what direction to take until the waters are tested. By speaking with those in the field, a candidate will either be referred to an opening, recommended to others and/or have the chance to discuss how they might contribute in new or different ways. The hidden job market isn't just listed positions that are known only to insiders. The unadvertised jobs include those which are created especially for one particular person tailored to fit the employer's needs and the employee's skills.
While a resume can be improved, interviewing skills sharpened and more applications submitted, what really has the greatest impact and gets the best results is simply getting out there and interacting on purpose with those individuals who have access to job leads. The more people who know and like you, want to help and recognize that you can bring value, the faster you'll connect to a new situation, get an offer and get back working.
-- Debra Feldman, founder of JobWhiz, creator of the JOBWHIZQUIZ, and specialist in cyber savvy strategic job search consultations
Fourth Answer:
Your actions thus far are admirable, as is your attitude. Looking for a job for an extended period of time is frustrating and disheartening to say the least. But regardless of the amount of work you do, it can be fruitless unless it is all value-added. At this point it's time for an all-encompassing review.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Fifth Answer:
Long, protracted job searches become wearing experiences. We have to be careful that the drain and expected depression do not begin to surface in our presentation documents and interviews. Signs of it are language becomes stilted instead of a natural, convivial, conversational flow. Another factor in the job search fatigue syndrome is beginning to overstate qualities and experiences that were merely tangential. Yet another thing that can happen is dosing the resume with what should be interview talking points instead of strategic statements aimed at gaining an invitation to come talk in person.
When search fatigue hits, it's time to go through the resume and edit out the talking points. This should be done with a very critical blue pencil, a section at a time. Spend a couple of days or so making the critical section edits so that it becomes a fine-tuned instrument rather than a telltale sign. The next thing to do is take both the old and the new version to a professional resume writer in order to get some professional polish and assistance with distribution tactics.
It is also a good idea to get the assistance of a career or professional development coach -- or a mentor -- who can provide support with critical thinking questions about goals, strategies, purpose of content and likely result, and offer good, constructive feedback.
A good move at this time would be to use a little creativity in finding opportunities. Start attending some of your association meetings in order to open up your network of contact and reconnect with others. You'll be gaining current industry information and wants, needs, and must-haves for what's on the horizon and gain new ideas about successfully presenting yourself. You'll also gain more practice at presenting yourself in a more relaxed manner. Also start doing searches on companies that are in the business of things that are of interest to you and use the skills you possess. Find a contact person. One candidate did something very unique. Instead of searching out a direct contact at a particular target company, he approached their PR firm and asked if the representative would forward it to the right person. Networking is important and can be done in numerous places and ways.
Although not in the category of "creative," make use of your college career center. They have catalogs and binders of current job opportunities in addition to profiles about the companies.
May all of your Entrances be through the doors of success! week.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
Resume: It could be improved by quantifying (an estimate, the burden of proof is not "here's the documentation") the benefit to the organization of your innovations and time-saving techniques. You state that you couldn't get promoted, yet you were promoted several times at Motorola. Did you discuss with your supervisor at Videojet why you were passed over for promotion?
Cover letter: Your bullets must address qualifications specified in the ad, not just be your particular skills. Giving the number of years of experience suggests you are long in the tooth, expensive, may be rejected if their ideal candidate profile calls for less experience, and worse, that you equate length of experience with quality of work, which is no longer an assumption.
Job search techniques: You are leaning way too hard on answering ads whether print or on the internet. Nowhere do you mention networking or building relationships that might lead to your being introduced to prospective employers, the way that 70-80% of jobs are found for the past 30 years at least. To learn these techniques visit www.fiveoclockclub.com and consider buying the books if not becoming a virtual member (I have nothing to do with this organization but its books are the highest concept on the market and the methods and reinforcement are excellent.) You need to increase your visibility and exposure.
Marketability: It does sound like you are in an arena where supply is much greater than demand, and your competitors may be younger, hold a four-year degree, have more leeway to relocate out of Illinois, or a wider background of products they've written about. About these factors you can do nothing, but better presentation will distinguish you from others: what is your "value proposition?" What makes you stand out from the hordes applying for these jobs? You need to present your innovations and money-saving ideas and their measurable outcomes in the cover letter, resume, phone screening interview, and in person interview.
Retooling: Look at a book titled Career Renewal: Tools for Scientists and Technical Professionals for alternatives for technical people that don't involve something as drastic as career change, more of a career shift. Can you write about your field for trade magazines? Teach technical writing at a local community college? Manage other writers? Start a home service for technophobes with computer problems (house calls for computers)? The first step is to start exploring where else your skills are in demand. "Personal service" jobs can't be exported.
There is no one easy fix to your dilemma, but there may be several roads to explore. Continuing to do what you're doing to no effect, how can you expect the outcome to be any different.
--Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Seventh Answer:
Readers - The person who asked the question provided us with a resume, sample cover letter, and a summarized assessment of the channels used to seek a position. There are many issues that need to be covered in answering the question; I'm going to focus on three: What channel is best used during a job search; self-assessment and delusions of grandeur; and, how to use the sources that are closest to you (perhaps so close that you can't see them).
ISSUE ONE- My friends at CareerXRoads.com, Gerry Crispin and Mark Mehler, conducted a "Source of Hire" study late in 2003 to identify where companies find the people they hire. Published January 19, 2004, it indicates that:
Source of External Hires:
Of the Hires from the Internet (31.8%):
26.9% of all external hires are from other sources than those noted above.
Compare this with the percentages send in by the questioner:
Get the picture?
Year after year, statistics prove that the majority of jobs are found through networking: smiling and dialing, chewing the fat, pressing the flesh. Job search isn't like the movie, "Field of Dreams" - if you post a resume, they will come. Seventy-five percent of one's time for less than a one-tenth of one percent response rate is simply a poor use of one's time.
It's okay to respond to a Monster ad but the results will most likely be scary if that's all you do. If all you're doing is an Internet job search, chances are you'll be searching for quite some time - especially if you are an experienced professional. If you want results, you have to pick up the phone, you have to get out and meet people. Not receiving a response from your Internet applications? Hunt down the recruiter and call them. Yes! Follow-up every email with a call - not to confirm that someone received your resume but to talk to someone about the job. "When can we get together for coffee - my treat?" Build a relationship - if the job isn't for you, offer to network the recruiter to others. Ask about other openings. Ask for referrals to other recruiters, other business leaders, etc. Be active. Asking for help during a job search is just plain difficult for most. Practice what you want to say; make sure you walk away from each phone call and from each meeting with something tangible - a new contact, a job lead, an appointment to meet later.
ISSUE TWO - Delusions of grandeur. Self-assessment is the most challenging thing a person can do. The reader possesses great skills, has produced high quality work, made technical innovations in every job, and yet "could not get promoted during my tenure." With nearly 15 years of career development under my belt, I've heard this from nearly every person with whom I've counseled. Not every person is an A-player and unfortunately, most managers are unskilled at coaching and providing useful feedback so professional deficiencies are often left unchecked. Ask for and demand honest feedback from people who know you professionally. Have as many people as possible in your field read your resume and cover letter - not just career counselors. As far as the person asking this question is concerned, the person wrote that "I was told my resume and cover letter is [sic] superb."
The cover letter is very weak – there is no mention of accomplishments that match the job specs (if no job specs are given, do a little homework – go to the company website and try to guess at the needs based upon the products, customers, etc.). Showing that you know about current trends in your function and industry as well as relevant results cause enable recruiters to become excited. A generic cover letter is simply a sign of a generic candidate. Cookie cutter resumes - although read by most recruiters - don't generate excitement. Everyone should be able to offer up some quantitative results - with no sizzle, there probably won't be a tremendous amount of interest. There wasn't even a technical summary - which ALL techies should have at the beginning of their resume.
ISSUE THREE - Using your sources more effectively. The person asking the question is a member of the Society of Technical Communication. I'll use this as an example. Are you networking through the six other STC chapters in your state as well as other technical organizations that use the services of technical writers? Think TC customers – programmers, QA, marketing; network through other technical and professional associations and their SIGs. Do you attend STC meetings? I can't tell you how many people belong to professional associations and don;t attend the meetings. How about volunteering at STC student organizations? There are 21 STC SIGs – do you belong to any?
I didn't intend this to be batting practice but the person's plan hasn't been working. You've heard this before - finding a job is like selling a product or service. This means that you need to know the customer, their requirements, their problems, and how you can offer them solutions. You also need to know how the customer 's buying habits - where they buy, how they buy, etc. The best sales people know their strengths and weaknesses, the strengths and weaknesses of their competitors, and the specific problems of their customers. Then they go to work...smiling and dialing, chewing the fat, pressing the flesh.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
For three years, I was stalked by a guy and his family. Until that time, I never even had a parking violation. When he broke into my home, I fought back. I was arrested because "I hit him too." My employer fired me because the guy stalked me at work. I moved to another state. He found me and assaulted me then told my employer that I was a criminal.
I was run off the road by his friend and the police officer who came to the scene was his relative. I was arrested, beaten by the police then charged with 15 crimes. After being in jail for two weeks and feeling that I had no other way out, I took a plea bargain under which 14 of the crimes were dropped in exchange for me pleading guilty to assaulting a police officer.
I went back to work but a police officer called my boss and apartment manager and told them that I was a "crack head" and had a criminal record. I was fired for not disclosing my record on my employment application but the apartment manager helped me get the stalker convicted.
I am now safe but have only been able to find temp work for the past three years. My savings are exhausted. I am a very talented graphic designer and illustrator and interview well, but even when a hiring manager tells me at the end of interview that they'll call me back for second interviews, they don't. What should I do?
First Answer:
Difficult situations often make us stronger, and more creative. In your case, I would start to target small design firms you are interested in working with and make personal contacts before even applying to open positions.
First, create a work portfolio. Include past deisgns, work samples, even letters from clients or customers who have been satisfied with your work, or, professors, teachers or mentors who have been instrumental in your past.
Second, research your current locale to determine small firms in the area offering the type of services that your talents could support. Through your research, find and make contact with professionals in that firm, asking if they'll take some time to give you some career advice and comment on your designs--this is purely a research expedition--you're not handing out your resume or asking for a job. ou can also try local associations for contacts. For example, a quick Google search of marketing associations in Florida, resulted in the local chapter of the American Marketing Association and direct contact information for its officers (who also run small marketing firms).
Third, ask if there is any small or minor work you can do for your contacts for free. You need to gain their trust and credibility. As you do so, you can be honest about your past situation and ask for guidance.
Stop applying directly to jobs where they don't have time in the interview process to gain respect for you and your character. Instead, focus on making more contacts in your field so you already have support when a position becomes open.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
Batterers do horrible things to their targets. Damaging their reputation is one of many of the abuses. What you've outlined is one of the scenarios of domestic violence and abuse. Having friends and family members support the batterer is part of the abuser's profile so that they gain support for their atrocities. I'll address that part of your situation later.
You, in fact, were charged with one crime and you did, in fact, spend two weeks in jail. You do have a criminal record that must be disclosed on employment applications. Otherwise, you are subject to immediate termination without notice. Many employment applications have that language somewhere near the bottom of the form. In addition to disclosing the information on your application, you should spend a few minutes during the latter part of your interviews wherein you initiate a discussion about the conviction. Let the interviewer know that the circumstances arose out of domestic abuse, that you are now in a safe place and your stalker/abuser is long out of your life.
Obviously, what I'm saying is you should continue to interview and compete for opportunities. Also consider telecommute situations. One of the things you want to emphasize most is your extreme talent. Compile a portfolio of your work and take the portfolio with you on your interviews. Also put your portfolio on the web and include the URL on your resume. There are many free spaces on the Web. Research the company for which you'll be interviewing and bring up one or two issues you think you could offer in areas where they are seeking improvement. [This, by the way, means you ask the interviewer what they think about such and such on their web site. If they're not happy about it, offer a thumbnail sketch about how you could help them with that issue.]
When I initially read your question, I thought you said your stalker contacted your employer and defamed you by disclosing false information. In the case of being a crack head, you can offer to submit to a drug screening. You can also point out your past employment record and the lack of erratic conduct, frequent absences, and no history of on-the-job accidents.
Because I thought you were defamed, I contacted a representative of background checking company PeopleWise to ask for their recommendation about erroneous employment references. One of the things suggested was when an employer terminates because of an alleged undisclosed criminal record, you can ask for a copy of the background check (you have a right to it). It will be mailed to you. If you find that it contains incorrect information, you can go to the court where the record exists and ask how to correct the information.
As to the other matters regarding domestic abuse and battery, your employer should not have terminated you because of the stalking. It was their duty to implement higher security measures to protect you, your fellow co-workers and the employer's customers. If you ever endure another abusive situation, make certain you report and record the incidents. Get a restraining order against the abuser/stalker. If your state offers a confidential address program (as California used to do), ask to be included in the program. Make certain your address and personal information are kept confidential.
Back to your career. Be upbeat. Be positive. Be confident. Express your creativity. And may all your Entrances be through the doors of success.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Third Answer:
Note that CollegeRecruiter.com provides a wizard that candidates can use to create free on-line portfolios. Just select that option when you post or update your resume.
-- Steven Rothberg, President and Founder of CollegeRecruiter.com
Question:
I am at a transitional point in my career and recently met a consultant who I have recruited as a professional development mentor. However, this gentleman is not being paid on a consulting basis. I asked, and he has agreed voluntarily, to meet with me for one hour either on a monthly, bi-monthly or quarterly basis.
Upon meeting at a local cafe for the first time, he spent more than an hour listening and advising me about various options that I am pursuing. My question is this: since we probably are going to meet on a monthly basis, should I send a thank you note after each time that we get together? My present inclination is definitely to send a thank you after this initial visit. But what about subsequent get-togethers -- should I do the same each time?
First Answer:
First, kudos to you for seeking out a mentor. Such an individual can not only have a strong impact on your career but give you pause to reflect on your career, its direction and whether you're on the right track on a regular basis. Regular gratitude is certainly in order, but as with any business relationship, you want to manage the relationship appropriately.
To start, send a handwritten note at the outset of a mentoring relationship, thanking the individual for his willingness to commit to your career and personal development. Ask your mentor to let you know if there is ever anything you can do in return and commit to being respectful of his time.
After each meeting send an email thank you note. It can be brief, but will remind your mentor of your ongoing appreciation of his advice. Be sure to indicate how and when you've acted on his advice. It will show your mentor that you've been paying attention and take his guidance seriously.
Because mentoring relationships are often lengthy, recognize your mentor once a year (the holiday season is always a good time) for his commitment to helping you. Put thought into your gift--I had a mentor who mentioned early on in one of our conversations that when she was younger she wanted to be a florist. I sent her a big bouquet of flowers with a card alluding to her early career aspirations.
Finally, don't forget to ask how you can reciprocate. Be sure to spend some time in the conversation asking you mentor how things are going for him. If you can't give him contacts or upward advice career-wise, pay attention to his small talk. Perhaps he's looking for a restaurant recommendation for his anniversary, or a summer camp suggestion for his daughter. You can always go out of your way to seek some suggestions for him and include them in your email thank you notes.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
Relationships - personal or professional - are meant to be cultivated. If you want to reward a mentor - paid or unpaid - let them know how they have helped you grow. Each and every time.
-- Steve Levy, Principal of outside-the-box Consulting
Third Answer:
Rather than sending a thank you note each time, you might want to consider a follow up note stating what information was helpful and how you plan to apply what you talked about. Because this person is donating his time, some acknowledgement each time you meet is important. Speaking from the standpoint of a career consultant, I am sure that he would much rather hear how you plan to use the information discussed rather than just thanking him for it.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Fourth Answer:
Yes, you should thank the consultant each time. It's just common courtesy to thank people for their time. However, you can use a little creativity in how you offer thanks.
For example, you could sometimes send a newspaper or magazine clipping that you think might interest the consultant. Or perhaps an amusing cartoon or comic strip. Or if you hear about an upcoming lecture or cultural event that might interest the consultant, you could use your thank you to tell him about it. Or perhaps inform him of a Web site of interest. You might event occasionally send a small gift, such as a potted plant, gift certificate, or tickets to an event.
You could also sometimes vary the medium for your thank you by, for example, sometimes expressing appreciation via e-mail.
If you use your imagination in the way you thank him, your expressions of appreciation won't seem seem stale or repetitive.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fifth Answer:
I think there are two issues here. One is about whether or not you need to thank someone who does a voluntary service for you on a regular basis, and the other issue (which you didn't mention but I think is important to note) is whether or not (and for how long) you would want to accept professional counseling from someone you don't plan to pay.
Let's start with the question you did ask:about sending a thank you note after every visit. If this consultant normally gets paid for his services but has agreed to meet with you for free, you absolutely need to compensate him in some way for his services. My suggestion is to sincerely thank him every time you meet in person, and at the end of your counseling sessions you should send him a personal gift commensurate with approximately what his hourly rate would have been for all of those voluntary sessions.
Which brings me to point two: No one likes it when they feel that someone is trying to take advantage of them. If the person you are meeting with is a bona-fide expert, keep in mind that free counseling is not "free" as the fees are being donated from this person's own pocket.
You don't always get what you pay for in life, but you always pay for what you get! Free counseling sounds great, but is this person you're consulting really the best suited and most qualified to help you reach your goals? Would another expert possibly be better matched to your needs, even if you had to pay extra?
I ask these questions because I'm a personal public relations expert and life & career counselor who does private counseling. Amazingly, I am constantly asked to work "for free!" I always wonder how many other professionals who as for my advice would be comfortable if I asked for free piano lessons, or medical care, or tax returns, etc! The point is, while there have been occasions where I have given free advice for a very compelling reason, I'm a professional and giving advice is part of the way I make a living (smile). Your sessions aren't "free" at all as the funds to pay for them are coming out of your counselor's pocket. If you are getting professional, high-quality advice and he is qualified to give it, you don't want to abuse this relationship!
My suggestion (if you feel that your new mentor/counselor is really giving you great advice to help you reach your goals) is to sit down with him at your next session and let him know that you appreciate his generous offer to assist you, but that you would like to set a time frame for reaching your goals with his "coaching." If, after that time, you haven't reached your goals, it's time to either quit working with this person, or start paying him whatever his regular rate is. This accomplishes two things: first, it shows your counselor that you value and respect his services, are invested in the process, and take this advice seriously. It also shows him that you aren't going to take advantage of his largesse, forever without giving anything back to the process.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Sixth Answer:
Since this gentleman has agreed to be your mentor, a valuable gift of his time and attention, you should send thank you notes each time, detailing the benefits you received from the session. I also would highly recommend that you buy him lunch at the cafe. It would also be most thoughtful to send him small gifts of appreciation, like movie tickets or gift certificates to the local bookstore.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Seventh Answer:
To get ongoing coaching from a consultant pro bono is quite a gift. Experienced coaches charge several hundred dollars an hour (often contracted by the coachee's employer); career counselors charge approximately $75 to $200 an hour (rising with experience) in the New York City metro area, less in lower cost-of-living locales. Many beginning coaches and career consultants offer their services at no cost in order to gain experience; check out his credentials and how long he's been offering such advice. If he's inexperienced, I wouldn't rely exclusively on his advice: you don't want to be the guinea pig he learns on. You should have or develop a "board of advisors" of trusted former supervisors, professors, working professionals in your field (or one you're attempting to enter) that you can run career decisions past. There's also the small chance that his coaching is a guise for roping you into a commission-only sales job, multi-level marketing program, or worse, a scam investment opportunity. Always get references before you hire an individual, and call them. Ask what professional associations he belongs to and to whom you can talk to in those organizations who know his work. Hopefully, you've run into a genuine expert who's decided he wants to mentor or coach someone out of a desire to give back to his profession or society at large.
In answer to your specific question, a thank you note after a first free consultation is thoughtful. Somewhere in your discussions you should agree on the time frame for free advising: 3 months, 6 months, whatever you are both comfortable with. What should come out of subsequent consultations are action steps, and your notes to him going forward should be about your taking such steps and reporting on their outcomes. Also, you want to keep your eye out for opportunities to give something back to this person: an article he may have missed on a topic of importance to him, sports or theatre tickets, an introduction to someone you may know who could be useful to him, a lunch. Relationship building is a long-term deal, not a I-have-to-give-as-good-as-I-get-TODAY transaction, but it can't be a one-way street over the long term.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Eighth Answer:
You ask a good question regarding thanking your mentor/coach for the voluntary service he has agreed to provide for you. This service typically commands a price tag of $75-150 per hour which means he is spending valuable time assisting you in your pursuits. Sending the thank-you note for the first time you meet is definitely necessary, however, I would find a more creative way to thank him for subsequent times. Of course, always thank him for his time and acknowledge that you understand his time is valuable. Next, focus on finding other creative ways to show your appreciation. But first, make sure you follow through on all the actions items you have agreed to take part in from your coaching sessions with him. This is what makes coaching a real success because it helps you to keep moving in the direction of your goals. If you meet at a coffee shop…buy him a $20 pre-paid card so he doesn't have to pay for his coffee each time. Do other "thank you" types of gestures such as; send him a certificate for a certain book store or other such places. You can decide how much you want to spend and still save hundreds yet show your appreciation. The main thank you though should be shown through your willingness to follow up on anything you have agreed to do. That is what a coach is looking for in a great client.
-- Terese Corey Blanck, Principal, College to Career
Ninth Answer:
A thank you note after your first meeting is quite appropriate. However, a thank you note after each and every meeting will be burdensome to both of you and overkill. The genuineness of the message will be subject to suspicion. Even worse, it will put you in a very disfavorable light.
To explain further, you would not send a thank you note to your professor after each lecture. Nor would you send a thank you note to your lawyer after each consultation. So it goes with your consultant. Although there is no monetary exchange, you still have created a contractual business relationship. Both of you are sacrificing time that could be spent in other endeavors in exchange for the benefit of your gaining more sophisticated insights and advancement and your consultant's gaining further experience in coaching.
So do write an initial thank you note that memorializes some highlights of what you discussed, your gratitude for the commitment to meet on the agreed-upon periodic basis, and how you look forward to gaining from this arrangement. It will serve two purposes:
More important to your consultant will be something that you have not thought of yet. After about four to six meetings, you can write a testimonial for him that he can include in his portfolio or on his website. This is a more tangible benefit he will derive from the "sacrifice" he incurs. In the testimonial, you will want to talk about the amount of time you've been meeting in terms of frequency and number of hours, how you were coached, the effectiveness of the solutions and advancement strategies he has helped you realize, and confirm that (as you stated in your question) you "hired" him.
Many people take advantage of the offer of pro bono coaching and consulting and completely forget that the client testimonial is a golden thank you note. Should your relationship endure for more than six months, I further recommend that you provide a second testimonial at the end of your relationship that sets for the above information.
Finally, another way to thank your consultant on an ongoing basis is to send him referrals who are paying clients motivated to do the work and realize the gains he can help them achieve.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Tenth Answer:
If I were in your shoes, I'd definitely do some sort of thank-you acknowledgement after each meeting you have with the consultant. Maybe it's a written or emailed thank-you sometimes and a verbal or phone call thank-you at other times. To me, the WAY you do the thanking is irrelevant; it's THAT you do the thanking that counts.
I really don't think you can "overthank" someone who is helping you for free. OK, 10 phone calls or emails a day would be pushing it -- but a thank-you after each time you talk just can't be anything but good.
One strategy that might help you feel you're not "overdoing" things -- and that at the same time would help the consultant feel good about what he's doing with you -- is to be SPECIFIC in each of your thank-yous. That is, thank the consultant for something SPECIFIC you learned or gained from each meeting. A comment like "Thanks for meeting with me" could potentially be seen, eventually, as somewhat insincere on your part. However, a comment like "I particularly appreciated learning about the struggles you experienced while working in pharmaceutical sales" is bound to be seen as well-thought-out on your part -- and will also help the consultant understand that your appreciation is truly genuine.
Thank YOU for thanking the CONSULTANT! :-) Too many people forget or neglect such courtesies these days, unfortunately.
Good luck to you!
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Question:
I was convicted of grand theft auto when I was in high school. Because of that, I am finding it impossible to be promoted from entry level management positions. I completed my Bachelor's degree and am working on my MBA. I have great work experience, including being an assistant manager at Exxon and Walgreen's. At my last job, I was getting great reviews and regular promotions, but then my supervisor was promoted and his replacement was terrible. I ended having to quit because of the stress. I now been unemployed for a year. I get interviews and offers, but the offers are withdrawn when they review my application. On the applications, I am always truthful and disclose the conviction. Should I continue to look for employment or should I give up and start my own business?
First Answer:
Frustration doesn't equal failure. If we gave up every time we hit a brick wall in our lives, we'd be giving up an awful lot. That said, while your situation is an obstacle, it is certainly one that can be overcome.
When we're in life predicaments, sometimes the only wany to get out of them is to be creative, try a new solution, or just take a roundabout path. The same goes for careers. Based on your unique obstacle, I would take a 180- degree different look at how it can be tackled.
First, remind yourself of the strides you have made. If you're not confident you can handle a position, it will come across in your demeanor. A positive attitude is key and you should be lauded and supported for your rehabilitation and efforts to reinforce positive change in your life.
Second, find someone else who agrees with that. Someone who already holds a position you'd like to have in five or ten years. Finding a mentor in your field or industry will not only provide you with moral support and advice through the process, but can also vouch for your experience, trustworthiness and reliability despite past mistakes.
Third, abandon the reactive process of sending in resumes and waiting for the response. Set out on a proactive path and create a target list of places you'd like to work. Search out contacts through your personal network or cold call if you have to and up informational interviews with contacts in those organizations. Spend time in the interview asking for advice on progressing in the field, the industry and the organzation. Toward the end, reiterate your commitment to your professional vision and openly share your record. Ask for candid advice on how to convince an organization you're mature, responsible and committed.
Finally, prepare your spin and be vocally open. As you start to make contacts and get your foot in the door, use your personal history as an asset. Don't just list your record on the application, but be more forthcoming. Use the experience to explain the key lessons you have learned and how that can be applied in the business world, how it has made you a more effective employee and why it makes you a better choice. Use a mentor to help you prepare arguments.
Don't give up, don't give in. Proactively ask for advice and guidance from the very people and organizations you're afraid will reject you.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
This is a difficult question to answer without additional information. People make serious mistakes, see the error of their ways, pay for what they have done, and still go on to lead successful, productive lives. Therefore, the sense I get is that your lack of promotion and your problems on the job are due less to a mistake you made "way back when" in High School, and more with your current performance and attitude.
You mention that things were going well at your job until your former supervisor left. You say that his replacement was "terrible." In what way was this person so awful (or did you just not get along with him or her)? If you know your track record needs strengthening and you already have some strikes against you in the job market, wouldn't it have been wiser to find some way to deal with this new person and win him or her over instead of running away from the problem?
You say that you have worked in a few other places, so obviously they overlooked your conviction and hired you anyway. Why would it be any different today? Could it be that your prior conviction is less of a problem than possible negative references from your former company(s)? I would suggest that you check this out to be sure that this is not the case. read How To Handel References from a Hostile Boss for tips on what you can do in this situation. You may also be coming across as defensive and nervous in the interview process. One book to read about personal marketing is: YOU ARE THE PRODUCT - How To Sell Yourself Employers to help project a more confident image and to help you diffuse any "objections" an employer might have.
Finally, you ask if you should conceal your conviction or work for yourself. I would suggest that you never lie on a job application. Doing so may get you hired, but it will more quickly get you fired (when they find out that you lied--and they will) and gain you a bad reputation --and you do not need any more strikes against you. How you handle objections will help determine whether or not you can get an prospective employer past your less than sterling record, and still get hired.
As to working for yourself, that's an option, but it takes more than just a desire to stop job hunting to make a success out of being a sole entrepreneur. I suggest you read Can I Start my Own Business At Home? from my ASK ALISON column archives to help determine whether or not working at home or for yourself is for you.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Third Answer:
You report previous success in being promoted, and one occasion on which you felt you had to leave employment due to the stress of a difficult supervisor. That is a long way from "finding it impossible to be promoted from entry-level management positions; as presented, this was a one-time event, not a pattern.
You are doing exactly the right thing in disclosing the conviction: lying about it and being caught later is a proven way to get fired. Once you have put your integrity at risk in this way, no one wants you on their team, so don't risk it. Even if not caught, you'd spend the rest of your career looking over your shoulder to see if the lie might catch up with you someday.
Your search is longer now due to both the economy and your special requirement: someone who will look past a theft committed when you were a teenager and see your great work experience with name-brand companies, and your continuing education. Don't give up; that person is out there.
A decision about starting your own business has more factors, including your personality and psychological make-up. Entrepreneurs need strong internal motivation and self-discipline, when the only person you are reporting to is you. They need an outgoing personality, strong endurance, the ability to tolerate high levels of frustration, a vision of where you want the business to go and the patience to get there one sale at a time, good budgeting and record-keeping skills, and access to investment capital and credit, where your felony conviction might be just as big an impediment as in the job market. Most banks or private capital firms want you to put money into a business and will not finance 100% of start-up costs, and it may be five years before a new business, if it doesn't fail, becomes profitable.
You should consult your MBA career services office and ask to take the Myers-Briggs Type Indicator assessment instrument; get Ed Schein's Career Anchors and/or take Holland's Self Directed Search to determine if you have the psychological makeup to be a successful entrepreneur. Ask for a professional assessment integrating all instruments available, or seek one from a private career counselor (www.iacmp.org or www.careercc.org). These steps should precede the self-help books about doing a business plan and starting your own business, home offices, etc.
Your past need not be your future. Keep your eye on the goal, and don't be discouraged. I would hire a reformed felon, and I can't be the only one.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Fourth Answer:
To paraphrase Forrest Gump, ethical is as ethical does. Kudos for remaining truthful during your job search - people who "pay their debts to society" should start with a blank slate (no hisses from the peanut gallery; yes, I believe there are exceptions given certain crimes). However, some people and companies can see the bigger picture, others cannot. It's one of the dirty little secrets that companies don't publicize: Don't expect to find "don't hire ex-cons" in any policy manual...
Do you follow-up with the companies who pull the offers off the table after discovering your "checkered past?"
If an offer is rescinded, you are obliged to yourself to find out why. My personality tells me that when I don't receive an answer from a company contact, then I escalate the questioning higher up the ladder. Not rudely but in a very business-like manner. In fact, be so professional that you are the model of professionalism. Someone up the chain should ultimately listen to your explanation of "a teenage indiscretion" and the effort you made to receive your bachelor's degree and the work you are putting in towards your MBA. Obviously, talk about your qualifications, etc. Sounds as if you may have to work twice as hard as someone without a record - it's just the hand of cards you were dealt.
Do you always quit when faced with stressful situations?
In your question, you twice mentioned quitting: You quit because of stress and you've asked us whether you should give up and start your own business. Here's a sappy saying: Your attitude directs your altitude. Successful people don't quit. They believe in themselves. They look for ways around problems. They don't blame others for their results. Get the message?
Frankly, no one can counsel a person without knowing what is in the person's heart. All decisions are a combination of factors within one's control and without one's control. If you want to move up, change your attitude and identify ways to effectively work with people's pre-conceptions about ex-convicts. Go back and talk to the companies who rescinded the offers. Talk to other ex-convicts who didn't let their problems get in their way. Work tens times as hard to eliminate the "I quit" elements from your personality - quitting is a behavioral pattern that can be changed. And don't for a minute think it gets easier if you work for yourself. Given your current state-of-mind, what might happen when your major customer leaves for a competitor? You aren't going to quit, are you?
-- Steve Levy, Principal of outside-the-box Consulting
Fifth Answer:
As you've presented the situation, it does not appear that the high school GTA conviction is really the source of your not being chosen.
You've outlined a history of positives in professional development, career advancement, and continuing advanced education. Another matter you've shown is your excellent rapport with your previous manager.
I recommend that you review the things that made your relationship with your previous manager work. Also review the things that seemed to work well for you while at Exxon and Wal-Green. Compare your lists and then begin a program of emphasizing and developing those traits and practices. Talk about them during your interviews. This will show your interviewer -- and future employer -- that the positives you present are not just for interviewing purposes but part and parcel of the package they will gain by having you on their team of players.
I'm not an expert in the area of criminal background. So I attempted to ask an HR pro about the conviction and its potential for hindering a professional long after the incident. Unfortunately, holiday vacations prevented me from being able to contact someone before deadline for this question.
Finally, if ever you again find yourself in a stressful work situation, there are two other alternatives you may want to consider instead of quitting:
As to the last suggestion and the stress-related illness, it very well may be that is the key to your new employment difficulties. Our economy is still at its bottom and work stress from having to do much with small resources is a very prominent issue. If an employer believes you will drive up their costs from frequent absences, stress-related medical issues, and an inability to cope, they will pass on an otherwise great candidate in favor of someone who is more stress resilient. Think about ways in which you can build your own stress-resistant coat and also actively discuss this skill during your interviews in the form of being able to handle all types of challenges.
Should you start your own business? Operating your own business increases the amount of time you need to work by a factor of about three. There are the employee-invisible duties that still need attention after the workers have gone home. The amount of responsibilities also increase. You virtually get no time off because it is necessary to develop new work one to three months (or more) ahead of when you want to have it. If the real issue is stress-related illness, you may want to table starting your own business for a while.
May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
One of our readers pointed out that if the individual has truly turned his life around, he should contact a lawyer and investigate the possibility of getting the conviction expunged from the record. In many cases, this can be done easily. Then, for the purposes of the law, he will never have had the conviction and need not mention it to anyone!
-- Steven Rothberg, President and Founder of CollegeRecruiter.com
Question:
I've been unemployed for seven months. My old employer went out of business. I had been with them for 16 years and am now 49 years old. I can't seem to find a new job even though I very much want to work. I recently moved to an area where most well paying jobs are two to three hours away. A nearby town has a few well paying jobs, but I haven't been able to even get interviews for them.
I was an executive assistant in the sales department for a wholesale food distribution company, so my skills can be used in any industry. I apply to about four to seven advertised positions a day and they're in a variety of industries. My resume does not include my salary information, although I do provide that if the advertisement requests it.
During the only interview I had, the recruiter asked why I am looking for a position in a different industry. I told him that there aren't many food industries in the area and I did not want to limit myself to that industry. I added that my skills could be used in any industry. He said I'd hear back within two weeks. I followed up with a thank you letter and emailed him three weeks after the interview, but I have heard nothing.
I receive about one rejection letters a week, so I don't even know whether employers are interested in my skills. Is it my age? Am I overqualified? Was I paid too much at my previous job?
First Answer:
While there's likely not a specific reason you're having difficulty, try looking at potential ways to address each of your concerns. First, are you tailoring the resumes you're sending? Rather than address industry questions in an interview, try creating a profile (a paragraph at the top of your resume) that tells the reader who you are, what you bring to the table and what you're looking for. The "what you're looking for" can include industry indications such as: "...looking for a senior administrative position in the [XYZ] industry" or "...looking for an executive assistant position with an opportunity to apply my administrative expertise to a new industry." While it is good to have a base resume to share at a moment's notice, before proactively sending a resume you should research the organization and customize the content of your resume to the organization's issues and needs.
Second, are you hiding behind your computer? 80% of jobs in a down economy are achieved via some form of networking. And while it's no surprise that networking yields results, you may be surprised how quickly! People are always more comfortable with people they know, so you need to get out there and meet more people! Research organizations in your area that you would like to work for and look for contacts in that organization. Set up informational interviews to learn about the organization and then follow-up with a resume. Join local civic organizations or get out there and volunteer. Through social interaction you can easily make new contacts.
Finally, are you looking at new avenues? Many temporary agencies hires executive assistants in a variety of areas. These positions often lead to permanent work that varies depending on geography. If you've "temped" before and had a difficult experience, don't hesitate to try again. Temp experiences can differ widely in responsibility, length, challenge and pay. The more open you are to these types of opportunities and making new contacts at every turn, the more likely you are to find leads around new corners.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Second Answer:
As far as the resume is concerned, I noticed several entries that could invite age discrimination and/or outright disqualification of your resume. The date of high school graduation should never be included on one's resume, as it allows employers to pinpoint your age. Some employers will omit you for consideration for providing this information. I also feel you have provided more job history than is relevant to your current search. There are also other ways of presenting dates so that the focus is more on your skills and accomplishments than your years in the workforce.
Overall, the resume seems to miss many opportunities to impress. I feel you need a better summary of qualifications, tighter writing, and correction of grammatical issues.
That being said, the resume is probably not the only thing contributing to the relative lack of progress in your search. I don't know how you're going about your job search, but if you're like most folks, you may be making these common job search mistakes:
If I were in your situation, I would get a directory of all of the businesses in your target town, call them directly, and ask whether they might need some administrative support. If there's interest, I'd send a resume, then I'd follow it up with phone calls once a week until an interview can be arranged. I'd make a point of contacting at least 30 companies each week. I'd also get out to as many community business events as possible.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
We were supplied with a copy of your salary history. Before I address your most immediate question, let me comment on your salary resume.
Have you earned too much and are now priced out of the market? I went to a trusted Salary Calculator and checked on salaries for three of the job titles listed on your resume in the approximate zip code for those locations. It appears you have not priced yourself out of the market. To assist you in your presentations and salary negotiations, it will be beneficial to visit my Salary Survey pages. You may also want to make use of the tools in my Career Center.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fourth Answer:
Since your resume was attached, here are a few of my thoughts…
Although it was written in the first-person and your tenses were mixed throughout, at least it gave me a good idea of the range of accomplishments. Others may call for a more quantitative assessment of your accomplishments and tell you to ditch the first-person - but neither of these should be deal killers. All in all, nothing that I would consider to be so bad that it wouldn’t get you in the door – unless you consider that hiring isn’t what it used to be. Nor are recruiters: Between the competition for jobs and the dearth of really great recruiters thinking outside-the-box, you need to present a stronger case for your candidacy.
As for you hearing nothing, I truly believe it has more to do with recruiters behaving badly than anything you’ve done. With regards to being “paid too much”, everyone should know the salary ranges in their respective areas of the country. The local Department of Labor office can supply these statistics. If you move from one area to another, your previous salary may, in fact, be out of the local range, and you may have to modify your requirements. Age discrimination? Of course it takes place but is more difficult to uncover than salary statistics. Overqualified? Perhaps but it depends on the jobs you are looking at. A VP applying for an entry-level position is overqualified (by the way, when someone says you are overqualified, ask them to specifically describe their reasoning). But back to your resume…
What I do sense is that your resume presents someone who has been in quite a few jobs and who hasn’t linked them together into a cohesive picture of what they want to do next. Some may suggest that you offer a functional assessment of your skills at the front of your resume – Executive Support, Communication, etc. – not a bad idea when one has been in a range of “disparate” jobs. Since most recruiters have great difficulty seeing outside-the-box, you might want to offer a snappier beginning to your resume that transcends the tired and typically poorly written “Objective” that isn’t general and vague. For instance, the opening line of your Objective begins with – and you’re not alone, far too many others receive the same advice and write the same thing - “To obtain a secure position with a company that is a success in its field and offers growth potential”, this is a throwaway line that offers no substance and wastes critical space.
In my opinion, a better approach is to tell the world what type of job you are seeking – and be as specific as possible – while also summarizing, in detail, your experience, skills, and abilities. Start with “Seeking…” and continue with a list of your core competencies that are directly related to the position (e.g., market research, warehousing, community relations, computer security). Also include the business sectors where you gained your experience (e.g., Public Relations, Retail, Technology, Manufacturing); and, the size and type of the businesses (e.g., start-up, Corporate Headquarters, manufacturing plant, $100M turnaround, Fortune 500 growth). It takes time and skill to craft a great summary. If anyone wants examples, please see Objection! How NOT to Start Your Resume.
I suppose the real question to ask is “If you were the product and your resume described how the product was manufactured, how it worked, and the benefits of using the product, would you buy it?” Well would you?
-- Steve Levy, Principal of outside-the-box Consulting
Fifth Answer:
The biggest mistake (of many) on your resume is that you have gone way too far back into your job history, thus exposing yourself to age discrimination. The rule of thumb for someone with your level of experience is to list about 15 years worth of jobs. Age discrimination, unfortunately, is a reality. Read more in my article, Resume, Cover Letter, and Interview Strategies for Older Workers and Positive Attitude is Key When Fighting Prejudice Against Older Workers.
Other resume flaws include lack of bullets (most employers want bullet points, not paragraphs), inappropriate use of the personal pronoun "I," emphasis on duties/responsibilities instead of accomplishments, lack of a summary section, skills section buried at the bottom of your resume, typo (it's instead of its) in your Objective statement. Your resume really needs professional help.
You say you do not include salary on your resume, but I see it on there plain as day. Maybe this is the version you use when employers ask for a salary history. Even so, salary should NEVER be included on your resume. If you decide to reveal your salary history to a prospective employer, which is always risky, create a separate salary-history document.
Employers ask for salary histories to determine how often the candidate been promoted, to what levels, and how much of a raise accompanied each promotion.
If salary is the most important issue to you, you may feel comfortable complying with requests for salary requirements or histories. After all, if the company is not willing to pay you what you feel you are worth, you probably wouldn't be happy working there. The only snag is that you could sell yourself short. The company could have been willing to pay more than your stated requirement.
When asked to supply a salary requirement or history, your choices are:
Research shows that most candidates who choose options 1, 2, or 3 do not automatically get screened out - even if the ad states that candidates who fail to provide salary information won't be considered. If your qualifications are a good fit, and you write a brilliant cover letter, most employers won't put you in the reject pile just because you ignored the salary information request. 4. Provide your salary request BUT only after you have done enough research to know what you are worth in the marketplace. Give a very broad range and make sure you will be more than comfortable with the salary at the bottom end of the range.
Your response to the interviewer's question about why are you switching industries seems fine, except that you should elaborate on the transferable skills.
Once you fix up your resume, be sure you follow up after sending it out in response to ads.
And don't limit yourself to responding to ads, which is a relatively ineffective way to find a job. Mix up job-hunting techniques, such as networking (the most effective method) and cold-contacting employers.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Question:
I graduated from graduate school in August 2002 and am looking for a job. Is it still correct for me to be applying to jobs targeted to recent graduates? I've been told that I should only apply to those jobs for the first 18 months after graduation? Once I hit the point when I should not be applying to those jobs, what category do I fit into and what types of jobs should I apply for?
First Answer:
I'm wondering about that "recent graduate" label. My feeling is that this is an arbitrary distinction that employers make to categorize a type of job, If the term "recent graduate" means "entry level" or "someone without much practical experience" and you fit that description, I think it is perfectly fine to apply. If, however, there is some compelling reason why the company is only recruiting recent (under a year) graduates, then you don't fit that narrow parameter anymore.
You ask what category you should be in. There isn't a simple answer to this. Again, it depends upon your skills and work experience. Not all recent graduates are young or inexperienced these days! Select jobs that you think best suit your skills, your educational level, your interests, and your experience and don't rely on labels to make that choice. If you're not certain how to do this, check out my latest column Ask Alison - Managing Your LIfe & Career as if has pointers to help you figure out what makes a good match in business. Make sure you market yourself well, no matter what the position. If you've been unemployed for some time, a book like You Are The Product: How To Sell Yourself To Employer might help build your confidence.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
I think that you will find that there is no hard and fast rule on when and what kind of jobs to apply for. I would concentrate on applying for those jobs that I was interested in and had the skills to do. If those are the ones targeted for the recent graduate, then go for it. During this search you will probably be applying for some jobs that fit in that category and some jobs that do not.
If you feel that you possess the skills needed for the job apply for it.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Third Answer:
You are still a recent graduate, although at two years out it becomes a little questionable. The real question is what have you been doing during those 18 months? Are you doing "survival" work (a sales job at the mall, waiting tables)? Are you volunteering in an area that polishes your skills or adds new ones, or at least demonstrates you can't sit still waiting for a job offer? The point is to fill the time you are unemployed with meaningful activity related to your chosen field.
What category of jobs you fit into now depends on what you did before graduate school; if you really haven't worked, you're still looking for a career-entry job, hopefully one that will find your graduate work a plus or count it to compensate for a lack of experience. I can't be more specific than that because a social worker's point of entry may require certification in your state, an employer with a marketing job looking for a recent MBA still considers you green, whereas if your degree is in economics and you have significant work experience before and during graduate school you could enter the career at a higher starting point (for a federal agency, for a private firm needing economic forecasting or analysis of financial market), just to provide a few examples. If you're a master's graduate pursuing a doctorate part time, you may want to consider teaching undergraduates as an adjunct.
You see why it's difficult to provide specific advice without knowing your degree and previous experience.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Fourth Answer:
Be careful about trying to "categorize" yourself this way ... because such time-oriented "categories" don't truly exist in the world of work. There is no rule, for example, that says you can only apply for an entry-level job for up to 18 months after graduation.
Indeed, the type of job you apply for really has nothing to do with the amount of time that has passed since you've graduated, but rather:
You say you just finished graduate school. If you accumulated a good deal of experience between the time you finished your undergraduate degree and the time you finished grad school, then you may be well beyond wanting or needing to apply for entry-level positions right now (although it would still be just fine to go ahead and do so if you felt like it). Conversely, if you have your graduate degree but little or no "real-world" experience, then you may well find that you want or even need to apply for entry-level positions so that you can get the experience you'll need to be eligible for higher-level opportunities.
So instead of thinking about how much time has passed between finishing your degree(s) and now, think about what type of job makes sense to pursue given your education, experience, skills, and desires/goals.
And one other thing: If you're ever in doubt about whether to apply for a job or not ... apply for it. Far better to give yourself the chance to be OFFERED the job -- and to then choose to take it or not -- versus having NO chance at all for the job because you didn't even try for it.
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Fifth Answer:
Generally speaking, you will fall behind on the career ladder if you continue to apply for new-grad, entry-level jobs.
But the real answer depends on a couple of factors. Do you have any experience, or did you go straight from your undergrad program to grad school? Did you gain any relevant experience, such as internships, while in either your undergrad or grad-school years? If you have experience, it would almost definitely be a mistake to keep looking for entry-level jobs.
The other factor centers on what area your grad degree is in. If it's an MBA or a degree in the hard sciences, for example, looking for entry-level jobs would most likely be a step backward. If it's in a liberal-arts field, you may have more latitude in the varieties and levels of jobs you seek.
Without knowing what field your degree is in, I can't advise what kinds of jobs you should be looking for.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Sixth Answer:
I'm not certain there is any per se guiding rule about when you should stop applying for "recent graduates" jobs. However, at some point in time you should stop considering yourself a recent graduate and see yourself in terms of a graduate of whatever program.
As to the types of jobs for which you should be applying, there are a number of criteria to use. The category will depend on a number of other factors.
Look for jobs that seek a person with the skills you've developed through your education and previous work experience.
If you did not have an internship while you were in school, it would be advantageous for you to start doing some volunteer or intern work that uses your education while you simultaneously continue your job search. Volunteer and internship are both excellent ways to earn experience -- experience that can legitimately be put on your resume as work experience. They also increase the size of your network of contacts and referrals.
It sounds as though you are still in the search mode and have no on-the-job experience whatsoever. This is based on the wording of your question. It is possible you have work experience but in some area that you want to leave. Look at opportunities in the same industry. You already know the fundamentals of that industry. Now start looking at what criteria is necessary to move up the ladder in that area. Look at the knowledge and skills you earned while in your earlier position and use them as lateral skills for the next step up.
HINT: In your cover letter, talk about the soft skills you have that show your expertise, things such as quantifiable initiative, verifiable innovations you created that proved successful, projects that you saw needed attention and you handled without being reminded or asked to do them.
Always remember to network. Networking opportunities
abound. You can network through informational interviews, club
and association meetings, volunteer work colleagues, educational
workshops and seminars, church and other social organizations.
You can even gain great contacts by being selectively
conversational with fellow commuters (the bus or metro
commuter).
Perhaps these, and my colleagues' words, will help you to think of additional ways to market yourself into the right job. May all of your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Seventh Answer:
The single most important "fact" to know about recruiting is that the job description you read probably does not accurately reflect the specific problems you will be asked to solve or the detailed situations in which you will be involved. Most descriptions merely describe the general tasks to be performed but offer little in the way of the real short and longer term problems impacted by job. So what is a talented person supposed to do?
My personal belief is that talent is talent - if you see something that sounds interesting, you're obliged to yourself to pursue it with as much energy as you can muster. I don't understand people in counseling roles who offer fresh new talent "rules of engagement" that delineate the next move based upon years of experience - the 18 month rule. If the entry-level position sounds interesting, make the contact. Offer to help the recruiter network to new grads - in return, you ask them to help you navigate to more senior positions.
As for which category you should be targeting, I say it doesn't matter. Why? Because most top companies are in a perpetual hunt for talent. If any job you see sounds intriguing, your job search process begins right there. For instance, if you see a post for a Director of Product Marketing and you're just a bit more than a neophyte, put your best foot forward and take a swing at the pitch...
Do your best to breakdown the job description as listed into distinct job competencies and address these job skills with your accomplishments. More specifically, start your communication with something like this, "While I may not be your 'ideal' Director of Product Marketing, this has more to do with the fact that I can only offer two years of experience as a Marketing Analyst with four years of part-time work in retail than my future ability as one of your marketing change agents. However, as I do, you believe in potential, then let me break down my experience as it relates to a future Director of Product Marketing." After offering the analysis of your experience with respect to the senior position in question, finish off the communication with something like this:
"What I'm really interested in seeking are positions that will offer the developmental problem-solving opportunities that will ultimately lead to a position as a Director of Product Marketing." Do your homework and offer suggestions as to some of these assignments as they relate to the company's products or services. Close with a promise to call. And call.
Finding the right position requires work, creativity, and follow through. Job search is first and foremost about building relationships and less about arcane rules.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
I am applying on-line to job openings. I've been told to follow-up to make sure that the employers have received my application and that I should either use the contact information in the job posting ad or, if there is none, to find their corporate web site and contact them through that. My question is one of timing: how many days after applying should I follow-up?
First Answer:
Been told by whom? Lots of people have "been told" about the "right" ways to conduct a job search. There are books that tout skydiving and services that will practically jump out of the plane for you if you pay them enough (hope you can you see through my metaphors).
When I was directing staffing, I would talk to walk-ins and call-ins...building relationships was one of the elements of my job. Frankly, I didn't care whether the person had just sent in the resume and was checking to see if I had received and read it. I would let them know about the process and promise to get back to them by a certain time. If I had time, I'd conduct a mini-interview.
So how long should you wait? How comfortable are you knowing that many recruiters easily misread resumes and don't give candidates a fair review? Personally, I'd call two days after submitting the application. However, write down what you want to say before the call - pretend your conducting a call-in survey and a respondent's answer can send the survey down any number of branches. Be prepared to sell yourself, to talk in detail about accomplishments.
Here's a radical job search tactic - if when calling in, you receive the brush off, ask the following question in a very polite voice, "I can understand how annoying it must be receiving calls like this - you probably receive hundreds each day but if it's your job to identify talent how can you accomplish this if you won't speak with me?"
-- Steve Levy, Principal of outside-the-box Consulting
Second Answer:
To on-line job openings, if you can find contact information, I would say wait just a week. If you snail-mailed it, wait two. The trick here is to express enthusiasm and tenacity, not annoyance that you haven't been contacted for an interview yet. If you can call, do so; otherwise email. Your tone is as important as your words:
"I'm calling to confirm you've received my application for x job, sent via_______on November __." If the answer is no, resubmit and try to get the name of the person to whom you are resubmitting; if yes: "Can you tell me the status of your search? I am very interested in and qualified for this position, and eager to contribute to x Firm's success."
Some employers and some external recruiters, desperate to reduce the number of candidates they have to choose from, have been known to invite candidates in for an interview just because you called and made it easy for then to do so.
A few employers and recruiters will send icicles through the line to let you know they don't appreciate your follow-up. If so, move on, or find a way to get to the hiring manager directly-who also may respond positively or negatively to your tactic.
There are no guarantees, but taking some action-so long as it is not confrontational or hostile-is better than hoping you get noticed.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Third Answer:
This is an excellent question. It's one thing to trust in the back-end software and to be courteously patient. It's quite another to be professional as well as demonstrate an active interest in the opportunity.
Although I did not have an opportunity to do a small survey of some employers as to their reaction to the more aggressive approach of follow-up calls to confirm receipt of resume submissions, I can draw on my own aggregated recruiting and staffing office experience and my own experience of hiring for my business.
A follow-up confirmation call about one day -- at the outside, two -- shows the candidate is interested in the opportunity. The one call was enough to bring the person back to more immediate attention and a further review. Many times, consideration of a resume was interrupted by some other issue that needed immediate care.
The follow-up phone call provides something that the employer or screener wants to have and that is some sense of the real person who goes with the paper. During the call, some clarifying questions can be asked, details about one's background can be fleshed out a bit more than was done in a few quick phrases in the cover letter or resume.
There are two things that also happen with an early follow-up call. This is also a prime time to learn more about the details of the opportunity. If it is a preliminary fit, you are moved up on the selection list and have a better opportunity to have an in-person interview sooner than your competition. If the opportunity is not a fit, you've still gained four additional opportunities:
So do make a follow-up call about one to two days after submitting your resume. There are a lot of reasons to do it. One of them is to keep those doors of opportunity and success open!
You may contact me to set up a coaching or counseling schedule if you would like further coaching and career development advice.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I'm currently in a pre-nursing program but am considering becoming a surgeon instead. My original plan was to become a nurse and then a surgeon, but I'm now considering skipping the nursing step. How do I find out what classes I need or schools are best?
First Answer:
In answering this question – and it’s a great question for reasons that will appear later, I first went to my local hospital and made a list of ALL surgeons - general, cardiothoracic, neuro, podiatric, etc. Of the 110 surgeons, degrees were received from small and large U.S. medical schools as well as from schools from what I suspect are their native countries. Residencies and Internships were equally far-reaching. Then I surfed over to the American College of Surgeons (www.facs.org) and found that there are 309 surgeons in Fairfield County, Connecticut alone from medical schools all over the world.
Thinking ahead, the ACS has an online service that helps a medical student go from school to practice - http://www.facs.org/residencysearch/index.html (it’s fondly referred to as "So, You Want To Be A Surgeon"). The site further adds “each year there are more surgical residency positions offered than there are students waiting to apply.” Incidentally, RNs are in an even better position to find great jobs with great incentives these days - the aging Baby Boomer population will see that this trend continues for decades.
Want to find out what medical school is all about? Check out the American Medical Student Association. As the name suggests, AMSA is a student-governed, national organization committed to representing the concerns of physicians-in-training. Most medical schools have chapters - contact a chapter at a university near you and talk to someone.
I visited the pre-med advising page of my alma mater's website. Groovy UVM suggests that someone seriously considering medical school include the following as part of their coursework: Minimum of ...two semesters of Biology; two years of Chemistry (typically Inorganic and Organic); two semesters of Physics; two semesters of college mathematics (calculus - proficiency in in quantitative methods may improve one's achievement in Physics and Organic Chemistry); and two semesters of English (an increasing number of medical schools are "requiring" English composition or literature). Beyond this, many schools encourage course work in behavioral sciences, social sciences and/or the humanities. Some schools suggest a semester of Biochemistry.
The American Medical College Application Service (AMCAS) is a non-profit, centralized application processing service for applicants at participating U.S. medical schools. The Medical School Admission Requirements, 2004-2005 is the only book with up-to-date admissions information from every U.S. and Canadian medical school. Check here for more details - the content is far greater than can be described here.
Final thoughts: Poetic license aside, Cardiologists are concerned with the heart; Neurologists with the brain; Orthopedists with the body's structure. Literature and Fine Arts; Psychology and Philosophy; Mechanical and Systems Engineering. Trials and tribulations of love are often attributed to the heart; thinking to the soul; structural integrity and forces to the muscoloskeletal system. While the science requirements are quite specific, consider a major that addresses the broader needs of the type of surgeon you would like to become.
-- Steve Levy, Principal of outside-the-box Consulting
Second Answer:
Preparing for graduate school is an arduous task, but best accomplished with a skill you'll be using quite often in the coming years: research. There are several guides and magazines (US News and World Report for example) that rank schools in various disciplines. However, it is best to focus on and research the schools that are in or close to your MCAT and GPA range. If you haven't taken the MCATs, you should plan for the timing that makes most sense for you based on what year you are in school (http://www.aamc.org/students/mcat/start.htm). The tests are typically administered in April and August of each year.
You should also visit your pre-med advising office (if your school has one)to review the Medical School Admission Requirements (MSAR). You can purchase the MSAR on the MCAT website: http://www.aamc.org/students/mcat/start.htm as well as many other testing guides.
As with any type of graduate study, your MCAT scores will help you focus and narrow down where you should apply. The Association for American Medical Colleges has a section of their site devoted to researching programs. You can use schools' median test scores, GPAs and other criteria to determine if you have a viable shot at getting admitted. The general rule of thumb is to apply to at least three schools: one that is a reach, one that you are comfortable you'd be accepted to and one that you are 100% positive will accept you.
Finally, get out from behind the computer and start talking to the schools you are interested in! Numbers and admit statistics are only part of the puzzle. Visit your top choices, talk to admissions staff, faculty and students. They can provide you with undergraduate course requirements and other specifications that will help you make an informed decision.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Third Answer:
You've asked two good questions. Finding the answers is relatively easy.
As to what classes are required curriculum for becoming a doctor, check the medical school catalogues at your school or local library. Those catalogues usually show the courses required for the specialty tracks, such a general surgeon or one who specializes. Please note that most, if not all, universities now offer their catalogues as an online link.
As to learning which are the best medical schools, there are a few resources you can use. U.S. News and World Report provides an annual report on medical school rankings. You can find and compare the 2003 Medical School Rankings with the 2002 Medical School Rankings to see how they found the progress of particular schools.
Yet another useful resource is a page at Medical Students Resource Guide. It not only discusses several schools in relation to their best specialty but also discusses ways to evaluate a school. There's a brief discussion about objections to school rankings.
Perhaps these resources will get you on the road to making those big decisions ahead of you. May all your Entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I have near seven years of experience, multiple certifications and a host of good companies and references under my belt. I seem to have no trouble getting the interest of HR people and recruiters with my resume: I average two interviews per week. Unfortunately, that's where it ends.
I go into the interview professionally groomed and dressed, completely prepared, answering their questions, asking questions, eye contact, everything I was taught to do with an interview, even sending out the thank you cards via U.S. Mail with handwritten commentaries on the interview. In short, I do everything expected of me in the interview process. However, it all falls short.
I've had about 15 interviews so far, many going to the final stages, but the moment they meet me in person, it ends. I've had one occasion where the interview was cut short and I was basically escorted out of the building. I received a rejection letter a few days later but it contained no reason as to why I was being rejected. I cannot imagine what I'm doing wrong at this point other than perhaps I look "wrong" in spite of my professional dress, groom and demeanor.
After being rejected, I've asked the recruiters why I wasn't picked. They refuse to give me a reason other than to say that they went with a different candidate. I've done mock interviews and have been told that I have great interview and interpersonal skills, I dress well and come across as confident. No red flags in anything they have seen on my resume, references or interview process. Can you give me some insight into what could be my problem?
Note to Readers
With the consent of the questioner, his resume was sent to the "Ask the Experts" panelists.
First Answer:
It is hard to give you a decent answer when I don't know more about the specifics of your situation, but if you have great experience and a good resume, and you are getting that many interviews without any offers, that indicates that your presentation and interview style needs polishing. I am also worried about your statement that you've actually been ushered out of the building without finishing an interview! That signals real problems.
In my current Ask Alison (Managing Your Life & Career Column): I talk about how important it is to match your job search, at least in part, to your own personality as well as to the required skills. Learning about a company's corporate culture prior to the interview not only helps you make a personalized and effective appeal to a specific employer, but it also gives you invaluable, advance information about whether or not you would like to work for that company and if you would enjoy being there on a daily basis. If anything about the dress, demeanor, attitude or philosophy of the company and it's employees makes you very uncomfortable, you might want to reconsider whether you would be happy working for that employer. In your case, perhaps there is something about the way you are presenting yourself that you are unaware of, but that signals the prospective employers that while you have the right skills, you don't have the right personality for their company.
You say you are doing all the right things, including "mock" interviews. That is a good start. In my book YOU ARE THE PRODUCT-How To Sell Yourself To Employers I particularly stress that having great skills and knowing glib answers to common interview questions won't get you the job. The book is all about how to gear yourself not only to what the employer wants, but what the "corporate culture" is. The message you need to send to employers is: "I am appropriate, I am competent, I am productive, I know the rules, I can fit in, I want the job."
Again, since I don't know the particular situation(s) of your previous interviews, I can't really comment on why they didn't go well, but perhaps you've been too eager, too agressive, or the opposite...too eager to please and sounding "depressed."I think it's valid to ask an employer why you've been turned down. Some will be honest. You do run the risk of looking unprofessional. However, if you are desperate for real feedback from bona-fide interviewers who rejected you, (nicely) get back to a few of the recent ones that seemdd most interested but where the interview didn't go anywhere, and repeat your request for feedback. You may get a few who are willing to help you. You can't push on this, but if you let them know that it is really important for you to "do better" they might open up. Most employers have been on your side of the desk as well, and they know how it feels to be frustrated, baffled and jobless....but they also aren't going to put a lot of time and effort into dealing with someone they don't want to "hurt" and that the don't want to hire. I also suggest that you read a book about personal marketing such as YOU ARE THE PRODUCT. You'll gain a lot of insight into your own habits and performance which can help you "fine tune" it in the future for success.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
Performers and athletes sometimes get so caught up in the preparation, that they often neglect to prepare to deal with the "in-the-moment" possibilities. The same can hold true in the business world and in your case the job search.
While your shoes may be spit shined and your look perfected, it might be the in-the-moment actions that are causing you trouble. Recruiters, hiring managers and interviewers are human---and may discount you for one small thing.
While I can venture to guess it could be your posture, attitude or even something hygienic (body odor or breath), I'm more likely to assess it is your in-the-moment responses, the way your answers are phrased or the connection between what's on your resume and what you portray in person.
Remember, the resume doesn't get you the job, it gets you in the door. The person who decided to call you in for an interview, did so becasue he/she liked what your resume portrayed. Now, they're looking for you to expound on the qualifications you claim to have.
That said, the best way to really determine the issue? Ask yourself the following questions:
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Third Answer:
It's nearly impossible to know what the problem might be without interviewing you. You certainly do seem to be doing all the right things.
I would suggest you keep doing what you're doing -- only with a bit more intensity. Continue to do mock interviews, but do them with a variety of people to get some different perspectives. If you've been doing them with career professionals, add friends to the mix and vice versa. It's possible your friends could be more honest with you about any shortcomings they see in your interview performance. Most importantly, find someone who can videotape your interview performance so you can observe it yourself. You may finally arrive at the answer you seek by observing yourself in action.
It's true that you will rarely, if ever, find a recruiter who will tell you why you weren't hired. The reason is that employers are afraid of being sued. But don't let that stop you from trying to get the answers you need. As long as you keep asking, you will likely eventually find someone who will tell you what you want to know. Particularly be on the lookout for interviewers with whom you feel you have especially good rapport. If you aren't hired, the person with whom you had good chemistry MAY tell you what was wrong with your interview. Instead of asking the confrontational "Why wasn't I hired?" ask a question along the lines of: "Could you give me any advice on how I can improve my interview performance?"
One more thing you can try is informational interviewing. An informational interview is NOT a job interview, but you can use an informational interview to inquire of your interviewee: "I know this isn't a job interview, but do you observe anything about my demeanor or communication skills that you think might present a problem in a job interview?" Find out how to do informational interviews at: http://www.quintcareers.com/informational_interviewing.html.
Be absolutely sure that there really are no red flags in the references area. You can engage the services of a references-checking company that will find out what your references are REALLY saying about you. You may think they're all saying good things but be surprised to discover that someone is sabotaging you.
Finally, 15 interviews actually isn't all that many in this difficult economy, so don't give up. The fact that you haven't received an offer may actually have absolutely nothing to do with your interview skills. Keep plugging.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fourth Answer:
Today's job market is flooded with lots of talent going after very few openings. It is not uncommon to hear that hundreds of resumes are received for one position. It is also common to hear that since employers are aware of all the available talent they are now hiring an exact match/fit to the job description and in some cases they keep interviewing for months in search of that "ideal" candidate. You could be the runner-up choice of the 100+ candidates considered. With that said it sounds like you are doing all the right things - conducting mock interviews (although friends may not know enough about interviewing skills or have the heart to speak openly for fear of hurting your feelings), style of dress and presentation skills.
Perhaps you are targeting the wrong market. When I look at your resume I am seeing a lot of short term (one year and under) positions, were you a consultant? Your resume doesn't indicate this or provide an explanation for all of the job changes. If you are interviewing now for a long-term position - your experience may qualify you but your lack of longevity may disqualify you. Your resume indicates you have attended two Universities but there isn't a degree indicated. With all things being equal this could be a factor in why they choose another candidate. Also, your resume states that your education ended in 1987 but your work history begins in 1996 - what were you doing in the years in between?
With so many candidates looking for jobs, recruiters are overwhelmed in trying to get specific feedback. If you sensed a good rapport with any of the people you met you can contact them directly. Let this person know why you felt you were a good candidate and your desire to join their team and firm. Perhaps they can shed light as to why you weren't selected - additionally this call may help you get the job after all! Quite often the selected candidate turns down the offer, quits or is terminated shortly after they begin. Rather than repeat the entire interview process if you remain in contact with them you could be the first choice replacement. Use this follow-up call to see if there may be any other departments within the company that your skills would qualify you for. You can ask if this person has any friends/colleagues in other firms where your skills would fit in. This is a great way to build up your network.
If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.
-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company
Fifth Answer:
It's difficult to provide insight into the problematic personal interviewing issues when you're not actually watching the situations or meeting the person face to face. The only thing that can be done is speculate. That being said, there are quite a number of things that could be the, or else contributing factors, to your interviewing woes.
Sometimes we achieve spectacular results that are so dazzling that they're difficult to believe. If the industry vocabulary or underlying technical explanation to support the representations, the credibility of the achievements is undercut and casts a dubious veil over the representations in one's resume. Make certain the ability to explain the technical in layman's terms is part of your interviewing discussion. Back up those representations with written references. Having copies of your writing samples that demonstrate your breadth and depth of knowledge also serves as validation of your skills, knowledge, and representations. Be certain that both your written and spoken grammar are excellent -- as impeccable as your dress. That could be one explanation of the abrupt end of interviews.
However, another issue could be language [see "Telltale Signs: Communication Barriers"]. There are many instances where one will be nervous in a new setting (or one that seems to be challenging). To compensate for the tension, a questionable statement can be made that casts doubt on one's discretion and/or tact. Even in non-threatening situations, there is the politically incorrect statement that is blurted out and everyone pretends to ignore it but the one who made the blunder then finds they're not that welcome any more.
Yet another explanation could be something extremely personal and delicate. Most, if not all, people are adverse to discussing these matters with a stranger, a client, a friend or even a relative. They would rather just ignore it and pray that it goes away somehow, someday. Meanwhile, the offender is left speculating and poking about trying to identify just what the issue is. With luck, they learn sooner; with bad luck, they never discover what the issue is.
In your case, I would re-examine what started happening about three to four years ago and then sort through the various work scenarios that have ensued. Candidly look for common themes. If there have been short work periods where you felt the work was stellar but there was an abrupt end or if you were doing seasonal/contract work and (again doing what you considered stellar work) were not invited to stay on, examine those situations. Be honest with yourself and judge each situation as an independent onlooker would to see what happened and what may have gone wrong and right.
The answer to your issues may be right under your nose.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
I sent the questioner several emails and even left a phone message - to conduct a mini-assessment of the person's skills prior to addressing the question. Never received a response. Granted, I'm just trying to understand then help but without a response, my problem-with-follow-up-flag gets raised - perhaps the questioner was on another interview.
After reviewing the person's resume and conducting a few very informal reference checks, I returned to the initial question and began to make some notes. "Near seven years of experience" implies that the person is probably close to being at the senior level (not managerial or executive). Around this time, some developers typically exhibit a heightened sense of self worth; perhaps the person slightly overestimates their skill level. This is not necessarily a bad thing but some more experienced developers can take umbrage when confronted by aggressive and perhaps slightly less skilled junior developers.
Then I flagged "References." One thing a great recruiter will do is contact as many people as possible when conducting reference checks. So if you have a "black eye" in your background - for whatever the reason is - be certain it comes out during the interview. You did say that, "no red flags in anything seen [in my] references": Are you 100% certain?
I suspect some people will question your dress and grooming habits. Frankly, I’ve always given engineers more latitude in these areas – does it really matter whether an engineer wears an earring? Sure some may say culture dictates dress but in reality as long as you don’t go too far over the edge into the fringe areas of society, you’re probably safe. Besides, everyone know to look good for an interview.
Are you interviewing first with HR? Are you taking them too lightly? While they may be gatekeepers, in the hiring process many have the power to cancel a candidacy. I don't have enough fingers and toes to count the number of techies who looked down upon HR during the interview process only to find a "thanks but no thanks" letter in their mailbox. When they "meet [you] in person, it ends" and on one occasion you were "escorted out of the building" speaks volumes. As strange as these questions sound, I have to ask them: Do you come across as an arrogant and inflexible person? Do you reek of body odor? Do you invade people’s personal space? Do you make people feel uncomfortable by staring at them with Marty Feldman-like big, bulging, goofy-looking eyes?
Recruiters typically will state that the client or company went with a different person who was more closely aligned with their immediate needs. If pressed, most will stand by this statement because it offers the path of least emotional resistance. However, I know many who will privately offer a candidate constructive advice - don't know how you ask for feedback but asking in a more neutral way such as "I have a friend who was just eliminated from the hiring process (wink, wink) - would you mind offering some constructive advice to help him succeed in his next interview?" might cut the ice.
The real answers come from looking inward - expand the ranks of the types of people you mock interview with to include more hiring manager types. Be certain that these people really know how to conduct in-depth talent assessments – drill down behavioral interviews. Videotape some of these interviews to gain a sense of your body language. Research the company's culture by talking to HR before the interview. Whether it's learning to play an instrument or becoming a top athlete, success only comes through perfect practice.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
I see over and over again that it is best to send your resume to a specific person at a company, or to at least follow-up with a person at a company to which you've already applied. Yet on-line and newspaper job posting ads almost never provide even a phone number let alone the name of someone at the company. How can you contact or follow-up with someone if you don't know who to speak with?
First Answer:
Having a specific name at a company, hopefully the name of your boss-to-be, is the ideal way to focus your communications. It's not always possible to get this information, but it is certainly worth a try.
Determine what title your new boss would most likely have. Then call the company or do online research to find out who exactly that person might be. Do not call Human Resources unless it's an HR position that you are seeking. Failing the direct approach, you can try calling the sales department, where you can warm up with a few general questions about the company, then get to specifics about the department in question. Another idea is to contact public relations or investor relations, again, starting with general questions and gradually becoming more specific.
And yet another idea...call over the weekend or late at night. You might be able to get some information just by going through the company's automated voicemail directory.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Second Answer:
I would hesitate to say that ALL ads without contacts are "faux" but many times, they are. If you think the job is for real and you really want a personal contact, call the company and ask who hires the type of job that is described. If it is human resources, ask to speak to someone there. If it isn't, your job is to find the department that is hiring, and then call around until you find the right person. When you finally DO get to the right person, don't be surprised if you are met with a bit of irritation. You're taking a lot of initiative that may pay off, but had they wanted that kind of personal contact, they'd have asked for it. Be honest. Be polite. Your enthusiasm and hard work may pay off. If it doesn't...well...nothing ventured, nothing gained!
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Third Answer:
Your dilemma most often occurs in the larger corporations where one position can attract many responses and of these respondents many do not even meet the minimum qualifications for the position. Therefore, human resource personnel will often post generic email addresses for which you are to apply, but, with little hope for good follow up. So how do you circumvent this system if you are indeed a good candidate with the right qualifications?
First, read all of the criteria for minimum qualifications and make sure you have addressed those in your resume and cover letter. Next, contact any of the individuals you know who may work in this organization or who know someone who does. Let them know you have applied to their company and describe the position and your matching qualifications for the position. Ask them if they would be willing to walk your resume into the hiring authority or if they would help you find the proper person to speak to and if you could use their name as a referral source. Many positions are filled through this type of mind mapping technique….someone knows someone who knows someone who finally gets the job. The key here though is that you are a stellar candidate with the right qualifications. Do not bother with this if you are not as you will not receive the help and if you do and you are not a solid qualified candidate you will burn a bridge.
Next, if you have searched your network of individuals who are willing to help yet there is no one with a connection to the company then try the following. Call the organization and ask who is in charge of recruiting for these types of positions or who the hiring manage is for the position and then send your resume directly to them with a follow up phone call. You may receive a response or they still may leave you hanging but at least you have tried to get their attention and have tried your best to draw their attention to a great candidate.
This is also an indication of the type of corporate culture you would be facing if you were to secure a position there. Ask yourself if this is the type of place that fits your work culture values and if not, then maybe it is worth it for you to pass.
-- Terese Corey Blanck, Principal, College to Career
Fourth Answer:
The situation you describe represents one of the most perplexing dilemmas in contemporary job-hunting. It can, indeed, be difficult to find out the name of a specific individual to whom to address your job-search correspondence and follow-up efforts. But there are ways to do it:
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fifth Answer:
While a job search would be much easier if it came with step-by-step instructions in perfect order, like most active searchers, you're stuck with figuring it out pretty much on your own. But like programming that new DVD player, or deciphering furniture instructions (ever buy anything from IKEA?), all it takes is some elbow grease and extra effort on your part.
So what would you do if a piece was missing from that IKEA box? Well, you'd call the store and have them send it to you. And if you got a confused salesperson who wasn't quite sure what widget you were talking about? You might even march back to the store and describe it in person.
The same goes for a job search. If a job ad is missing a contact name, go find it! Call Human Resources and indicate you're researching the organization and looking for the Head of ABC or the Director of XYZ. Networking isn't about following-up with the name given to you on a silver platter, but rather seeking out contacts on your own. If it is a company you are really interested in working for, seek out contacts in different departments and at different levels by researching the organization online. Use Google, the company website, industry publications, even the main receptionist. Set up informational interviews (by phone or in-person) that are NOT a direct by-product of your job search but rather a quest for you to solely learn about the organization, its' challenges and the different roles.
The idea is to get out from behind your computer and focus on meeting people where you would like to work and then learning about open opportunities. Your name will be then be on the tip of the tongue of your contact and of HR all at the same time. Remember, the most successful job seekers are just that---seekers. They work to seek out the jobs and organizations that are right for them rather than waiting for an opening to be announced.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Sixth Answer:
Yes, you have received some good advice; it is always best to send a targeted letter. With that said, postings rarely have the name of the hiring manager - this is where your work begins! Once you have a hint that a company you are interested in may be hiring tap into your network. Contact those first who work for the company, then those who may know someone within the company to see if they can direct you to someone (and don't forget to send a personal thank-you to each person that helps you in the process). If that isn't an option try on-line and library research. For some companies you can call the main number and ask to be transferred to a department that would potentially hire people with your skill set. (If you are an accountant you might ask for the accounting, accounts-payable, or accounts-receivable departments.)
Contact and join professional organizations and associations - the people who attend and speak at the events they sponsor are more than likely employed in your target companies. Read and subscribe to trade journals - another source for leads and contacts. The idea in effective job searching is to stay connected to as many influential and industry people as possible. If you haven't built or maintained your network it is never too late to start, and remember to keep it going even after you are hired!
If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.
-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company
Seventh Answer:
When placing a cold call, most people start out with, "Hi, my name is. I'm with. We do."? This standard opening statement is used by people selling something. What happens after hearing this line? Most people know instantly that you're making a sales call and they move immediately to end the call by making an excuse to hang up.
I'm sure you've heard this one from your careers services expert - finding a job is like selling a product only the product you're selling is you. Simple enough, right? So why do so many people use the above approach when on the hunt for information? Frankly, most are taught to call in just as in the above example. Here's a simple answer to your question - pick up the phone and do a little sleuthing. Call the main number and say the following in a calm, soothing voice, "Hello, maybe you can help me out for a second?" The person on the line will almost always respond by saying, "Sure. How can I help you?" Why? Because our normal human reaction when someone asks us for help is to offer it. And there you have it - the start of a conversation rather than an opportunity to be rejected.
Next step is to ask for the person in charge of the function in question. But what if the gatekeeper offers an objection - "I'm sorry, but I can't divulge the name of the Manager of Finance." You're response should be "That's not a problem." Why? Because you've just validated what the person told you. "I understand your position but can you suggest another way for me to contact the person?" extends the dialogue and may even convince the gatekeeper to let down their guard. If the person doesn't budge, say "Thanks for the time. By the way, my name is Anita Job. What is your name?" Write down the person's name and call again the next day using the person's name as an opener, "Hello Bob, maybe you can help me out for a second? This is Anita Job - we spoke yesterday." Get the picture?
Sure you can network outside the doors of the company but that could take quite some time. The phone is still one of the best tools to use during a job search.
Caveat time: What if you're sent to the dreaded abyss of job search - Human Resources? Depends on the philosophy of the internal staffing function - most are inflexible gatekeepers who insist that everyone goes through them; very, very few will give you the desired time you need to state your case - AKA, a mini-interview. In a nutshell, just keep smiling, keep dialing, keep trying - even HR has a heart for job seekers. You may catch one on a good day.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
I am a recent graduate with MA degree. I was not born in America. Although I have an accent, I have a very good diction. I was told by a temporary agency that I shouldn't apply for a position because I have an accent. An HR Manager also told me that she didn't want to hire me to be their new receptionist because I do not have an American dialect. My qualifications were fine. Can they legally discriminate against me because of my accent? I want to work at a job that fits my qualifications and interests. What should I do?
First Answer:
Congratulations on your MA. I'm assuming that you are a US citizen or have the proper credentials to work in the United States. If you don't, these comments will not apply, anyway and you will need to get a "sponsor" to legally work in this country. I'm not a lawyer and think you might consult one if you continually feel that employers are discriminating against you. Keep in mind that all things being equal, employers will select the candidate that they think will fit in best with the rest of the staff and that will be comfortable in the job. Receptionists are constantly greeting the public and talking on the phone. Jobs like this require a great deal of verbal contact and your accent may make it hard for you to be clearly understood. Prospective employers may be understandably concerned that your accent will get in the way of doing the job and I would not consider this discrimination! If you want to work with the public and your accent is really heavy, perhaps you might consider taking diction/speech lessons so that you can make yourself understood up to the standards that are required. Meanwhile, there are many positions where your verbal skills will not be as challenged. I'd suggest applying for more back office positions!
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
If you sincerely believe that you are being discriminated against due to your nationality and not your accent, that is indeed illegal in many cases and you should consult with an attorney to determine whether you have a case worth pursuing.
However, from the company's perspective, positions such as receptionist that require a great deal of verbal interaction with customers and business partners can be critical to the image of the company. I know that in the case of a previous employer of mine that great pains were taken to select a receptionist, as she was considered "the voice of the company."
That being said, just because a small handful of companies have raised an objection does not mean that all hiring managers will view your accent as a liability. And if you don't focus on it as an obstacle, others will be less likely to do so.
Finally, if you truly feel that your accent creates difficulties for your career, you might consider working with a speech therapist to reduce your accent.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
Unfortunately, I don't have enough information to provide a good answer to your question, "What should I do?" based on the preface to it of, "I want to work at a job that fits my qualifications and interests."
What I still need to know is in what area and specialty did you do your Master's work. It would also be helpful to know what your undergraduate work encompassed. Then I need to know what your interests -- both business and, to the extent they color your choices and actions and deliver a rewarding experience that is motivating -- recreational/extra curricular.
I would venture to guess that you are over qualified for a receptionist position. Perhaps, if you truly want to be a receptionist, it would be better if you sought positions within companies that primarily do business with countries or ethnicities of your background. However, with the amount of education in which you invested to build your career, you are probably starting too low on positions to get a foothold in the company. Look for situations where more of your professional skills can be exploited and build on your expertise to promote yourself once you get in. As you interview, be certain you find out about promotional practices the company uses.
As to whether these rejections are discriminatory, I have not researched the law but would say it is not discriminatory. An employer has an interest in putting forth the best qualified workers who can accomplish the work with the least amount of effort, the fewest amount of errors, and produce the highest possible amount of return. To the extent that your accent interferes (or could interfere) with good communication of information and workflow, they are justified and not accepting you for the position.
Best wishes to you. If you want more advice or guidance, you may contact me for a consultation. May all your entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fourth Answer:
My first question is based on your statement that you want to work at a job that fits your qualifications and interests - with an MA degree why are you applying for a receptionist job? Although legally you cannot be discriminated for having an accent, why pursue a position where speaking is 95% of the responsibilities? You could try to legally press charges, but it will turn into your word against theirs and they can find a way out - you are overqualified. Although I don't know your degree and desired field I would suggest that you meet with the career advisor at your recent university to help launch your career search.
If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.
-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company
Fifth Answer:
Can't help but chuckle when I hear the phrase, "Can someone legally discriminate against me...?" Not in a humorous way but one more laden with sadness in that it reinforces my belief that the number of miscreants in business is far too high. Pretty amazing how many HR professionals - let their companies get away with such behavior...especially when they're the one's behaving so badly! OF COURSE IT’S ILLEGAL TO DISCRIMINATE AGAINST YOU BECAUSE OF YOUR ACCENT!!!! Sorry for shouting but this type of behavior ruins the reputation of great recruiters.
However, I can't help but chuckle when I think about how many times I've called into companies only to hear people brutalizing the language by dangling participles, axing me questions, and telling me that my contact ain't in (grammatical torture is a reason for not hiring a person).
To my ears, accents are never a deterrent - many of my clients are multinationals who employee the best people. I actually believe that accents are the melodies of global businesses. Improper use of the language rubs me the wrong way like fingernails on a blackboard. The truth is that in a global economy, the best companies attract the best people no matter what accents these people bring to the table.
Nonetheless, if you focus attention to your accent, the “bad” employers will pick up on it and create some lame excuse for not hiring you. You don’t want to work for these companies anyway! Focus on your accomplishments, competencies, and problem solving skills and how these relate to the position; the good companies – the one’s that need your diversity – will interview you fairly.
I saved the emotional response for the end. Some may call this unprofessional; I call it reality. I’ve said this before and I’ll continue to reinforce this: When the economy picks up, the people and organizations that behaved badly during the downturn will feel the wrath of the people. Don’t forget that temporary agency or the HR Manager who illegally discriminated you – when you land, send them nice, polite handwritten notes reminding them of their behavior and informing them that you will never treat candidates as you were treated.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
I have over six years of IT help desk and telephone support work experience, including being a Call Center Manager for almost 3 years. I have audited storage media and prepared the department to pass corporate audits of storage media. I am active with the Women in Cable and Telecommunications organization. I have a Bachelor in Computer Network Engineering and will obtain my Masters in Business Administration/Technology Management from the University of Phoenix Online in about six months. I would really like to do an internship with or without pay to get more experience on a higher level.
I have contacted over 30 companies with no response. I've sent to them customized cover letters and resumes and then follow-up with them by phone and email to make sure that they received my resume. When I call, I am not able to speak with a hiring manager. I tell the operators that I'm looking for an internship. They either take a message or kick me to voice mail, but I never receive a return call. Perhaps they think that I'm looking for employment, but all I want is a paid or unpaid internship. Why am I not getting any responses?
First Answer:
I think you probably need to do a little more "homework" and find out what companies hire interns or have regular, internship programs. If you just fire off resumes to human resources, or even to people whose names you get off web sites, you may be sending your resume to the wrong department or the wrong person in the wrong department.
Check your cover letter, too. The minute someone sees a resume they may immediately think "Oh, this person is soliciting me for a job" instead of carefully reading your request for an internship. Make sure that your request is clear and in the first sentence of your cover letter so that there is no mistake. You might also put a "goal" at the top in your resume which clearly states that your goal is to become an intern.
I also suggest that you check with your local college, and with college job sites such as CollegeRecruiter.com. Do a search for "intern" and many will come up.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
Welcome to the wonderful world of job searching! Funny how looking for an unpaid internship can be just as difficult as looking for a job.
There are three issues to address here - communication, follow-up, and productivity:
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
I am not at all surprised by the lack of response although it sure sounds like a lack of courtesy given the efforts you have made to introduce yourself. I think that you will be more successful if you first identify a contact person and then send them your information. In this approach, you will have initiated your inquiry before even sending any credentials and will pre-qualify them as interested or not. In addition, by having a name on the envelope, you are personalizing this outreach. Thirdly, you will know the contact person's telephone data and can follow up with them directly thereby circumventing voice mail or a receptionist who can't tell you anything about internships.
Another way to increase the odds of an offer in your favor is to do your own due diligence to identify possible internship worthy projects and propose this yourself. This removes a large burden from the employer hosting your learning experience who is usually expected to develop an internship structure. Be sure to note that you are flexible on compensation in your correspondence and to tell them why you want to collaborate in particular with them. Flattery, demonstrating initiative by preparing the specifications guiding the internship and your not expecting to be paid should all add up to pushing things more in your favor.
-- Debra Feldman, founder of JobWhiz, creator of the JOBWHIZQUIZ, and specialist in cyber savvy strategic job search consultations
Fourth Answer:
Well, it certainly seems as though you are doing almost all the right things, and it's hard to know just why you aren't getting responses. It's a tough market, and employers have cut back on internship budgets. They may not be noticing your willingness to do the internship without pay. There may also be some concern that you are overqualified for an internship.
Whatever the reasons, your somewhat unusual situation may call for a a more personal approach than your current direct-mail campaign. Use your networking contacts in Women in Cable and Telecommunications and other professional organizations to spread the word about what you're looking for and gather advice about whom to approach for internships. Ask if the University of Phoenix has alumni in your field you could get in touch with.
Another strategy that can help you get your foot in the door and identify the people who might consider you for an internship is informational interviewing. A subset of networking, information interviewing will provide more exposure to your desired field and more contacts for your network. You may meet an employer while you're informationally interviewing who would be willing to let you do an internship. More likely, you'll gain information that will help you develop a strategy for breaking into the field. You'll find out exactly what you need to do to get someone to give you an internship. You don't necessarily have to informationally interview hiring managers; you can interview people who are in the type of job you'd like to be in. Those people, in turn, can tell you whom to approach about internships. Find out how to do informational interviews at: http://www.quintcareers.com/informational_interviewing.html.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fifth Answer:
It's difficult to say with any certainty why employers aren't responding to your letters or calls. I do have a guess or two, though ...
One possibility is that the phone operators are never directing you to the right person for you to be talking to. Instead, they're just guessing at who you should talk to ... not really caring too much whether they guess correctly. So off you then go to someone's voicemail box ... and that someone may simply be the wrong person.
It's also possible that, in some cases at least, you ARE getting directed to the right person -- and that person is skeptical about or perhaps even somewhat threatened by a person with an MBA and six years of experience who is looking for a paid or unpaid internship. Maybe these folks are having a sort of "it's too good to be true" or "what's wrong with this picture?" reaction to what you're proposing.
In any event, I think your real question is probably more along the lines of "What can I do differently to get the right person's attention and obtain the internship I want?" A few ideas:
You have much to offer. The trick, I think, is to use your current connections and look for or develop new ones so that you're not simply contacting people "cold," but rather contacting people who might have something in common with you -- and who thus might be more willing to consider you for an internship or a similar opportunity.
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Sixth Answer:
What concerns me is the lack of return on so much of your investment of search effort. What you have described makes me need to ask some questions before a definitive answer can be carved out for you:
If these were the result of leads from a resume service, then at the same time that they are providing the lead, they should also provide some contact information. Your inquiries and follow-ups should be directed to those individuals and not to an unspecified contact.
Likewise, if your leads were through networking and an associate referred you, you should be doing some additional research as well as getting the contact information from your associate. Saying you were referred by someone usually pushes your consideration a little higher than when you walk through the door cold because you already have an endorsement. That referral information should be in the body of your cover letter. If your associate is an employee of the company, they may be entitled to a referral fee.
Similarly, when you find postings at your college career center, the contact information may be left blank and a coded address is provided. In that instance, I know of no easy nor effective way to find the contact and you will have to either settle for no response (if they were developed through classified ads) or else ask your career counselor which companies regularly post with them.
No matter how you developed these contacts, you need to revise your research strategies and increase your network of contacts.
You have not described how you research these companies in order to apply to them for an internship. If they are listed among the catalog of companies searchable at your college career center, then read more about them. Ask your counselor who the contact person is in HR or the department in which you are most interested in working. Do they hire only during certain seasons and are you applying to them out of season? Find out. Also find out what the company does and determine whether that fits your interests and goals.
Yet another aspect to researching is developing your interests and learning which companies and industries are involved in just those types of endeavors. You'll want to target them. Next, go to their websites and check their Careers links. Do they have an Interns link? If not, it may be that this company does not use interns. Save your efforts for a company that does.
Who is the contact person at the company and what is their phone number or email address? If it isn't on the website, call the operator and ask for the name of the person in charge of that function, the correct spelling of their name, and if possible, what their extension is.
Check niche job boards for internship listings. CollegeRecruiter.com is one site that specializes in internship postings. Use their site search engine to find out what is being advertised as available. Check other college student/graduate sites for additional internship opportunities.
Also check out your library's and/or career center's internships guidebook. The only companies listed in these types of guidebooks are the ones that do offer internship opportunities.
Get your hands on either the ebook or soft cover version of "The Last Job Search Guide You'll Ever Need. It has an entire 35-page section devoted to internship how-tos. A couple of the articles in that section directly address some of the issues you indicate may need to be addressed.
I've said it in the past and I'll say it again now. Networking is my mantra. Get out to industry and association functions and talk to people. Do informational interviewing. Talk about your goals and desire for an internship, i.e., developing hands-on knowledge of your training. Many of the people in your developing network will be willing to refer you to others who have additional information if you make the right type of personal, professional presentation.
There's lots more I could say and offer as advice. However, it's time for you to synthesize some of this information and scour the pages of several of the recommended books. Be certain to check out pages 338-41, 344, and 345-47. Or you can contact me for additional advice.
Best wishes. May all of your entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I am looking for a teller job with a bank. I've visited several financial / banking job boards and signed up to receive emails that alert me when a job is posted that matches my interests. I receive two to three of these per week. I then apply for those jobs by following the instructions at the job boards. After doing so, I receive emails telling me that my application has been received and reviewed. Only once have I received additional emails, and that was to tell me that I did not have the skills for the position for which I applied. Should I continue to apply for jobs this way or should I apply the old fashioned way? I'm frustrated that I don't hear anything back after being told that my application has been received and will be reviewed, so is there a way for me to find out whether my application actually has been received and reviewed?
First Answer:
Sure. You can continue to use job-search agents, as the job-board tool you describe is called. Just don't rely on this approach as your ONLY job-search technique.
The key to any successful job search is mixing up your job-search techniques so you do not rely on any one method, whether it is using a job-search agent, posting resumes on the Internet, answering ads, networking, making targeted contacts, or cold-calling. Statistics vary on the percentage of job-seekers who find jobs through the Internet, but most studies suggest figures in the single digits. The largest percentage of job-seekers succeed in landing jobs through networking. Therefore, job-hunting time should be invested in proportion to the methods that are likely to be most fruitful. You will likely find it more effective, for example, to spend four hours networking with colleagues at the meeting of a professional organization in your field than to use those same four hours posting your resume on Internet job boards or answering ads you've received from the job-search agent.
Finally, virtually every job-search method requires follow-up. After submitting your resume and cover letter in response to Internet job postings sent to you by the job-search agent, follow-up, though difficult (because you may not know the name of the person or even the company to which you've submitted your materials), is also advisable. Send an e-mail or call (if you have the contact information needed to call) the employer 10 days or two weeks after you sent your application materials to inquire if the employer received your submission and to reiterate your interest in the position.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Second Answer:
After applying online, you are getting emails from an autoresponder, which in no way guarantees that a human being ever sees your application.
Improve the odds of having your application reach human consciouness by applying every way you can, including online, by mail, by fax, and best of all, live and in person. Then follow up the old fashioned way, by phone, in person, and by email. Remember that computers don't hire people, people do. And people hire people they more often than they hire the person with the person with the best resume.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Third Answer:
Job hunting is time consuming and tiring! Today's job market demands that we use every avenue at our disposal when looking for employment. I would continue what I am doing and use all other job search methods possible -- ie. apply directly to banks in your area, inform everyone you know that you are in the job market and looking for a specific type of job, applying at temporary agencies that cater to the banking industry etc.
I would also suggest that you review your resume and compare it to the qualifications these jobs are asking for. Many times job seekers will have the qualifications needed to do the job -- but their resume does not do a good job of "selling" those skills to an employer. If you find you do not have the skills that employers are asking for to do this job, then consider trying to find a "short term" training program in that area. (Many community colleges and vocational technical schools will have mini course in things like customer service, ten-key, etc.)
There is no way to guarantee that you will hear from an employer once you submit an application or resume. If you applied directly to a financial insitution you can call to see if the position is open or if they have any positions currently. Unfortunately it is often not possible to follow up when applying on line.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Fourth Answer:
The economy is tough and entry-level positions are met with many applicants, however, my first question is: have you assessed your skills and related experiences to make sure you meet the required qualifications of the bank teller position? If so, have you done your research on the financial institution for which you are applying? Next, have you have written your resume and cover letter to reflect the skills and qualifications for the position you have applied? Lastly, have you had someone review it to ensure it is error free? Many recruiters will reject an applicant because of simple errors on the resume such as, spelling errors, typos or lack of evidence of the minimum skills etc.
Bank Teller positions are the entry-level positions which lead to other positions such as, Lead Teller I and Personal Banker. Customer Service experience will be one of the top items a recruiter will be interested in seeing on your resume. In addition to customer service skills, good interpersonal skills and preferably previous cash handling experience, you will need to show you have strong organizational abilities and attention to detail skills. Show you are interested in working with people through your positive and friendly manner. These should all be listed under the requisite experience on your resume to show you are qualified for the position.
Lastly, if you are not receiving responses from your web based search and have done all of the above the next step is to print your resume on nice paper and deliver the error free crisp document to the financial institution of the advertised position to ask to see the manager or hiring authority of the branch. Dress appropriately; this may turn out to be your interview. Most banks prefer a professional clean image for their frontline teller positions as this is often the first interaction a customer has to form their opinion regarding the bank. If this person is unavailable then have a matching envelope with you to slip your resume and cover letter into and ask for the appropriate name to address the envelope and hand it to the person with whom you are speaking to deliver for you. Keep this name in your memory bank as you will want to follow up with a phone within a few days to ensure the individual received it. If this step is too bold for you then send it via the mail but make sure to follow up with a phone call.
Appropriate and respectful persistence can pay off.
-- Terese Corey Blanck, Principal, College to Career
Fifth Answer:
The source of your frustration is now being examined and recommendations for improvements being developed. Gerry Crispin of CareerXroads is now speaking to HR managers across the country about the lack of responsiveness of the online job application experience. At a Los Angeles presentation on August 13, he made one critical recommendation: If you're going to have it on your Careers page, make it functional.
Gerry also spoke of his study where he had 25 volunteer HR pros apply for accounting jobs within all of the Fortune 500 companies. All of the pros used the fictitious profile of Vinnie B in order to ensure uniformity of reporting information. Many of the pros received the same types of results that you report in your question.
I, too, have been conducting research into the job seeker's experience (see "View from the Job-Seeking Trenches" for the first installment of my findings). I, too, have come up with the same findings as yours and Gerry's, although I did not use a fictitious profile. I, too, received the same types of responses (or lack of responses) as you did except for one. When the form handler would not accept my information, I searched the company's website and called for assistance in sending the application by email to the right person. That resulted in a reply from the President asking if I was certain I wanted a job at $28K given that I am extremely (and obviously) over-qualified.
You asked two questions:
Should I continue to apply online? Yes, you should. According to Gerry, the likely thing that happens with these online resumes and applications is that they are reviewed very briefly and then dumped at the end of 30 days, never to be seen again. But during the process of combing the resumes, you have the opportunity to be seen by the system computer and perhaps coughed up to a human. As companies proceed to take heed of Gerry's and my findings and recommendations, changes will happen and the system will be made more effective for both parties.
Meanwhile, you've had an opportunity to learn more about the company and whether this is the environment in which you want to be.
Should I resort to the old-fashioned way of applying? If you stopped using it, reincorporate it back into your job search strategy along with several other strategems.
Go online and research the companies in which you are interested. Also use your networking skills to find out where the opportunities are. Two to three times a week (or at least once), make certain you are putting yourself into a venue of people in the industry, social or economic level where you want to be or at the professional level at which you are accustomed. Interact with these people. Stay in touch with them and get involved in meaningful, purposeful activities with them or their group. As you talk with them, you'll learn of the opportunities and sometimes will actually meet the person you want to work for -- or with -- who is about to have a position open or is getting just as frustrated as you are that they can't find a person just like you.
Pick up the phone and call people to arrange for and attend meaningful informational interviews. Ask for referrals to other people with additional information. Check the other related positions open with the same company you're considering. Check the bulletin board in the volunteer lounge. Let people know that you're in transition. They may know of places that are hiring or even doing pre-application testing or have the name (and phone number or email address) of a person to contact. Consider companies and research them even if the recommendation was for a position well below what you want. It was at least a lead about a company that is not downsizing or in a hiring freeze.
Keep all of your options and avenues open. Good job seeking. Good career building. May all of your entrances be through the doors of success!
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Sixth Answer:
While the advent of recruiting technologies has streamlined some aspects of the job search, I often find that it eliminates a good deal of direct contact in the job search. The replies you have been receiving are automated, meaning if 1000 people apply for a position, 1000 people get an automated reply. This allows the organization to only have to directly contact the individuals they are interested in pursuing.
While I don't know what you mean by "the old-fashioned way," I will recommend you get out from behind your computer! If your goal is to become a teller, call local branches of several banks during off hours (i.e., not lunchtime). Ask to speak to the bank manager and see if you can set up some time to meet with the manager or a teller.
Use this time as informational. While you should dress professionally, don't think of it as a job interview, but as a chance to get feedback on how to break into the profession, the best methods of application and advice on how to position/revise your resume to best meet the needs of the industry. Have specific questions ready to ask, and be respectful of the indiviudal's time. Do this with as many banks as possible! Send a copy of your revised resume and a thank-you note after the meeting. Reiterate your interest in working at that particular bank, and indicate your gratitude for any help the individual can provide.
Remember, many companies still require that you submit your resume and application on line regardless of any in-person contact you make. Be sure to follow their instructions and complete the application and send your resume as requested.
In tandem, be sure to follow-up with individuals you have met and spoken to every few weeks. Keep a running list (spreadsheet) of the contacts you make and use them wisely.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Seventh Answer:
To answer the question, one first needs to understand the flow of a resume within a staffing organization. Here's a very short primer: Assuming the company has a well-defined Applicant Tracking System (ATS), your resume will become part of a database that the staffing department will tap into when conducting a search. The "received and reviewed" confirmation does not really mean that your resume has been reviewed - I won't editorialize about companies that do this; I only know that my staff and me reviewed every resume that came through our doors. I personally read every resume that touches my hands ...it's a matter of professional pride.
Once in the system, the recruiter will search the database using functional keywords - hopefully your resume was chock full of buzzwords! It's true what is said about resumes - the best ones get noticed regardless of the skill of the individual. Lesson 1: Include industry buzzwords, acronyms, etc. that are well known within your function - don't dumb down a resume for HR!
Let's say your resume actually made it into the hands of a recruiter...Chances are this person is handling anywhere between 5 and 20 open positions - or more - at any time. I'd say that the person receives anywhere between 25 and 100+ resumes for each position from the company website or ATS - even more if the jobs are posted on popular job boards. The hiring manager is breathing on the back of the neck of the recruiter asking when interviews can be conducted, the great recruiters are cold calling people or contacting internal referrals (I always review and call internal referrals first), etc. Most recruiters say they really, really read all resumes but the fact is that most resumes are quickly scanned - as much as I hate to say it, the recruiting profession needs major lessons in customer service and appreciation. Resumes that are read are always the ones that immediately catch the eye. Lesson 2: See Lesson 1.
So the recruiter has received resumes from the company's ATS, the company's website, and from employee referrals. They also received snail mail and faxed resumes. The scenario is even worse if the recruiter and company do not have a technology based system for categorizing resumes. In all cases, the amount of work is huge! Nonetheless, the great recruiters will read all resumes, take notes, compare candidates, then reduce the hundreds of resume down to a manageable number, say 20. They will also send emails - personalized as much as possible - to those who didn't make the cute. Some will even let the turned-down candidates where skills were lacking with the offer to review the resume again if additional supportive evidence is offered. My personal opinion is that everyone deserves a reply and feedback.
As for those letters that that told you that you did not have the skills for the position for which you applied, did you ever respond back? Did you offer any evidence to the contrary? Persistence is critical in job search - I know of many recruiters crushed under a staggering workload who miss details and need reminders - help them out.
One more thing - have you paid any visits to these banks and talked to a few tellers? Perhaps asked for the names of their bosses? Perhaps even asked for an impromptu interview at a bank branch? Perhaps brought a resume to one of these branches and asked for feedback from a teller or branch manager? If I knew that the Internet accounted for only 4% of jobs filled in a given year, I'd pursue routes that accounted for the other 96%...
-- Steve Levy, Principal of outside-the-box Consulting
Eighth Answer:
Only 10-12% of jobs are filled through job postings and only 4-5% online, but since that's been your method, let's look at that first. A job that matches your interests may not be a job that matches your qualifications. When you see a posting, first look at the specifications: # of years of experience, education, how closely your experience matches the new job, computer skills, interpersonal skills, languages. Apply only to those jobs for which you meet 80% of the qualifications; that should reduce the rejections for not meeting requirements. If you don't have experience as a teller, look for ads that say "will train" and discuss in your cover letter what skills and traits make you a good candidate for this kind of job (A's in math, great interpersonal skills demonstrated in your summer jobs, great work habits). Meantime, volunteer to keep the books and manage petty cash for a local nonprofit organization, or take a job as a cashier, so you can show you are doing similar work.
Don't allow yourself to be frustrated by the lack of response; employers are receiving 400-1000 resumes for almost any job they post on the web, and trying to figure out how to winnow down the list to read (every 5th resume; looking only for candidates with the same first name as their friends-these defy logic, but recruiters are overwhelmed); most organizations have stopped spending the postage or even the labor to call or email candidates not selected for an interview. You can call to politely ask the status of their search and when interviews will be conducted, but that doesn't mean all firms will let you get past voice mail or welcome your call. Tenacity pays off up to a point; don't leave more than two voice mail messages.
If by "the old fashioned way" you mean answering ads in the paper, or showing up in person to fill out an employment application, your success rate may not increase greatly. 70-80% of jobs are, and have been for some time, filled by making contacts through networking, getting inside an organization, so ask everyone you know if they know anyone who works in a commercial bank, and try to get an introduction so that you can call or better yet meet people who could help steer you to a teller's job; many companies offer "referral bonuses" for employees who bring them good candidates. For that matter, go to your own bank and if you don't have a relationship with a teller, try to develop one.
Recruiters and hiring managers are looking for candidates who distinguish themselves in some way from the competition, so try some of the methods in 300 Off-the-Wall Ways to Get a Job, apparently out of print but it may be in your library.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Question:
I've noticed that CollegeRecruiter.com and some other job boards allow job seekers to build on-line personal portfolios. Are they different from resumes? Why would you want to build an on-line personal portfolio rather than just posting a resume?
First Answer:
Resumes usually follow a very prescribed and formal style. An online portfolio is less formal and gives you a chance to add more and distinctive information about yourself that you might not necessarily find in a resume. Online portfolios usually allow you to add hot links to your work, so that prospective employers can see what you can do, immediately. Be careful what you write in an online portfolio. "Casual" doesn't mean sloppy! Be sure you check for typos, proper grammar and style, and limit the "sensitive" information about yourself to protect your privacy!
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
This question could not be more timely for me because I have just attained the credential of Certified Electronic Career Coach after taking an intensive course that taught me how to create Web-based portfolios. Good examples of portfolios are at:
Yes, online portfolios are more than just a resume, although a resume is usually included as an element of the portfolio. In fact, it's wise to have your resume available to download and/or view in various formats. You can see that in my portfolio, I have versions of my resume each available in Web form (HTML), Word (Rich Text), ASCII text, and Portable Document Format (PDF).
Beyond the resume, however, the portfolio is, according to the Professional Resume Writing and Research Association, "a robust, Web-based presentation of a candidate's skills, experience, and accomplishments. Through its captivating visual marketing presence, it stands head and shoulders above the static, 2-D paper resume and the ugly ASCII text resume. While traditional job candidates are wondering if their e-mailed resume attachments were discarded by an employer during an Internet virus scare, e-mails with links to Web portfolios are being received with curiosity and interest -- precisely what is needed to reach the jaded employer."
Further a Web portfolio can help you stand out from the crowd and convey your qualifications more effectively. Let's picture a couple of scenarios:
An employer upon receiving your online application calls you for an initial screening interview. When the employer asks about your skills, experience, and accomplishments, you can refer the interviewer to specific examples in your Web-based portfolio that illustrate your qualifications.
Let's say you're in a networking situation -- the social hour of a meeting of a professional organization in your field. You're looking for a job and asking for advice from the colleagues you meet there. Some of them know of openings that would be great for you, so they would like to know more about you to determine if they can recommend you to their employers for these openings. Imagine if you could hand them a business card with the Web address of your online portfolio -- which would give them you a big-picture view of you -- and more.
A Web portfolio is obviously a great choice for those in visual professions -- graphic design, architecture, photography. But a Web portfolio can provide a visual presentation of anyone's problem-solving skills, writing skills, communication skills, project-management skills, and much more. Notice that Lee Haines, the college student whose portfolio I cited above, offers a PowerPoint presentation, a Web-page design, some work in Adobe PhotoShop and Illustrator, and articles she wrote. She also includes a transcript, which is an interesting touch. And she gives examples of her skills in communication, creativity, critical-thinking, leadership, life-management, research/project-development, social responsibility, teamwork, and technical/scientific.
Unlike a paper portfolio, a Web portfolio can have virtually endless pages (though you probably wouldn't want to be excessive). And you can easily add to and update the portfolio.
A Web portfolio, according to Rebecca Smith, instructor of the certification course I took, can also be used as an "ongoing systematic collection of selected work....[that can] form a framework for self-assessment and goal-setting."
Obviously, I could go on and on about the value of Web portfolios. But since a picture is worth 1,000 words, perhaps you can best see the value of them by reviewing the samples in this response.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Third Answer:
Portfolios -- whether they're of the on-line or print variety -- are most definitely different from resumes because they give you the opportunity to present yourself to prospective employers in much more detail. As importantly, portfolios allow you to offer proof to back up the statements you make on your resume. It's one thing to, for example, say on your resume that you have strong communication skills; it's quite another to DEMONSTRATE that fact by featuring several communication-related awards in your portfolio.
An on-line portfolio also tells prospective employers that you have better-than-average technical skills (you must, or you wouldn't have an on-line portfolio!), and that you're able to develop and execute effective presentations.
One tricky thing about on-line portfolios is that it can be difficult, in some cases, to get employers to look at them. After all, there are some employers who simply don't have good technical skills themselves, and who thus may be uncomfortable trying to access your on-line portfolio. Fortunately, most on-line portfolio systems today make things very easy on both the people developing portfolios (job seekers) and the people who want to evaluate them (employers). You simply have to encourage the employers you approach to look at your on-line portfolio -- and then make it as easy as possible for those employers to do so.
Anytime you can back up the claims you make on your resume or in interviews, you'll stand out from other job candidates. A portfolio -- on-line or print -- can help you do just that.
-- Peter Vogt, college career counselor, President of Career Planning Resources, and a Personal Career Coach with College to Career
Fourth Answer:
A sample of an on-line portfolio is available to users of CollegeRecruiter.com at http://jobs.collegerecruiter.com/JillSample
-- Steven Rothberg, President and Founder of CollegeRecruiter.com
Question:
I presently have an AA degree and am eager to continue on with my education. I cannot physically attend a college or university, so the school of choice would have to offer a distance learning program. I am aware of a lot of controversy regarding the legitimacy of the agencies that accredit them. I know that with distance education the DETC has the blessing of the Department of Education and CHEA also plays an important role, but how important is the legitimacy of the agency accrediting the schools?
First Answer:
You can probably answer this question for yourself.
If the accrediting institution has no reliability, then little worth can be placed on programs it approves. This would also cause its reputation to be questioned. Few would rely on it or seek its approval. Few schools would survive with a minimally reliable endorsement because enrollment and quality alumni would be lacking.
The legitimacy of the accrediting agency is extremely important.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Question:
I just had an interview at a company that I'm very interested in. The interview went well. After the interview, I learned that I should send thank you notes to the people I interviewed with to better my chances at getting the position. The problem is that I can only remember the name of one person out of the five people that interviewed me. What do I do now?
First Answer:
Sending a thank-you note is a good idea, but you can overdo it. If you've had a group interview, the only thank-you that is necessary is to the most senior person "the boss." In it, you can mention all the others you met with by name if you wish, or just let him or her know how much you enjoyed meeting everyone (and NOT mention all the names). If you have met for more than ten minutes each with individuals, you might want to send a short note to each, highlighting one thing from your discussion that was special to that particular person. If you do not remember the names of everyone you met with, the best thing to do is call the secretary and ask for the names with correct spelling of each of the people you met with. If s/he doesn't know, you'll know for next time that the best way to keep track of names is to ask for a business card from each person, for follow-up.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Second Answer:
Write the thank you letter to the person whose name you have, but write it to cover all five people you saw. Make sure it's a "second sell" letter, incorporating all you learned from those interviews about the job, its requirements, and how you can demonstrate you fit in this organization and this role. It's not as good as writing and tailoring each letter individually, but it's better than not sending any; hopefully the recipient will share it with the other interviewers.
Then learn the lesson. Ideally, you should get the names of each of your interviewers from the person setting up the interview IN ADVANCE. In each interview, ask the interviewer for her or his business card so you not only have each name, but its proper spelling, the person's title, email address, and office address. After the interviews, sit down and debrief yourself about each, before your forget who emphasized what, so you can go home and write individual thank you notes.
This discipline will go a long way toward helping you make a consistently exceptional impression after each interview in the future.
-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Third Answer:
Call or e-mail the administrative assistant of the one person you remember. Explain the situation. Express your embarrassment, and ask for the names of the other people you interviewed with. Be sure to get correct spellings. Ask the assistant to keep your inquiry in confidence.
Next time, be sure to request business cards from each person you interview with.
-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fourth Answer:
I've said it in the past and I stand my ground. No matter when the interview occurred, Thank You Is Good. Here, you have a little bit of a twist on situations. Not only has a little time elapsed, but you -- like many others -- are not a person who remembers names.
My recommendation is to sit down and sketch out the things that happened during the interview. Try to remember the face of the person who asked you particular questions at each juncture and each office. Make notes about which office you were in and its location, who was in it and what that person looked like.
If after reviewing these notes you still have difficulty coming up with at least a first or last name, call the company's main number. Talk with the receptionist and tell that person you want to send a thank you note to your interviewers but you're having difficulty with remembering the titles for the people you saw. Chances are, the receptionist will more than understand. A lot of faces and names in a short period of time can be overwhelming, especially when combined with all sorts of other complex information that needs examination and sorting. If you mention the people you met, the departments for which they're responsible, and provide a brief description of them, the receptionist should be able to help you out.
A second alternative is to ask for the Human Resource manager who introduced you to the first person you met. Thank the manager for arranging the meeting and explain that you'd like to send a thank you note to each of your interviewers but need their correct titles so that you can do so. Be certain to include the HR manager among the notes you send.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Fifth Answer:
You really have two choices:
You can learn a good lesson from this experience. Always make sure you get
the names (with correct spelling) of everyone who interviewed you. One way
to do this is to ask if they have a business card. You can also jot their
names down on a pad that you carry.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Sixth Answer:
Call the person whose name you did remember, tell him that you were a bit nervous, so you forgot to get everyone's business card (hint hint for next time...). Ask if you could have the names and titles of those with whom you met so that you can send an appropriate note of thanks.
All thank you notes should be different, and should also be used to restate your strengths as a candidate and enthusiasm for the job, the team, and the company.
-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com
Seventh Answer:
As for sending a thank you letter to the interviewer-Most definitely you should do so! This is a typed, professional business letter, not a handwritten note, Although some may argue that point-this is what I tell my students/clients based on what employers tell me. By sending the thank you letter-you'll be in the minority, many job seekers forget to do this-might think, "why bother?" I say-"why not?!" Sending a thank you letter is a common courtesy! It shows your follow up/organizational skills, and serves as a reminder to the interviewer of you and your interest and match to the company's needs. The thank you letter gets your name in front of the interviewer's face one more time!
Here's an example of a possible thank you letter and how to handle the not knowing all the names!
Thank you for meeting with me. I enjoyed our discussion about X and upon reflection feel my background and skills in X would contribute to your company. I am convinced I am the person for your position as X! Please convey my thanks to the other members of the interview team. I look forward to hearing from you. Thanks again!
Also, you want to have someone else look at this-always have another pair of eyes proofread-maybe go to a Career Center?
For trying to find out the names, here are a few suggestions: You might check the company's web site-they may have a link to Directory-this may help jog your memory-but only if you're absolutely certain, should you use those names in your thank you letter or send separate letters to each…You might also call the one you do remember and ask for the full names of the others-this is the time to inquire how the search is going and if they've made their hiring decision…All of this takes time. You want your thank you letter to be sent out in a timely fashion-NOT a month later! Maybe a week or so at most…Hope all this helps! Much success!
Marcia Merrill, the Assistant Director for Career Development and Placement Center at Loyola College in Maryland
Eighth Answer:
Sending thank-you notes is an absolute must in any job market. A handwritten note or electronic thank-you gives you the opportunity to flatter the interviewer and sell yourself one last time. Unfortunately, you are out of medicine here. While forgetting names can be as chronic as a common cold, the memory lapse in your situation isn't as curable. Here are your few options:
Most importantly, you've got to practice some preventative medicine for next time! At the end of an interview, always thank the interviewer and ask for his/her card. If a business card is not available, ask for contact information and write it down immediately (make sure you have a pen and pad/portfolio.) Remember, leaving an interview without the names or business cards of your interviewers is like not wearing a coat when it's below freezing--never a good idea at any time.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Ninth Answer:
Let's take care of the first problem - you didn't ask for business cards nor were cards offered. Interviews are stressful for all involved parties - most hiring managers and other interviewers do not receive sufficient (or any) interview training and most candidates do not practice enough (or at all). Fifty lashes with wet resumes for everyone!
Despite what others might say, honesty works well in all situations. Contact the person who arranged the interview schedule - or the name of the person whose name you do remember - and offer a mea culpa. Everyone forgets a name or two - or four. The positive and negative excitement of an interview can work to diminish critical skills such as memory and social graces. Interview success goes back to the adage, "perfect practice makes perfect." So next time, practice asking for business cards or asking for the spelling of the interviewers' names.
Now, let's look at a larger issue - how does one put one's best foot forward during an interview. You can do your research, wear your best power clothes, have the greatest resume - and forget to talk about that one great thing that would probably put you over. One solution is to bring in a cheat sheet and lay it right out on the table for all to see.
A cheat sheet for interviewing is nothing more than a meeting agenda with a numbered list that includes everything related to the interview: Points about yourself that you want covered, questions about the job and company, and all those "little things" that can make or break an interview - like asking for business cards. As each point is covered during the interview (or set of interviews in which case you'll bring an agenda for each interview), cross it off the list. The end result is positive: You come across as prepared, detail oriented, and professional. Perhaps the next time you meet the group, they'll have their own lists to guide them.
-- Steve Levy, Principal of outside-the-box Consulting
Tenth Answer:
Congratulations on doing well on an interview with a company you're interested in! The idea of the follow-up/thank-you letter is to foster their interest in you. The more people you contact post interview the more people you will have on your team. There are several ways to find the names of the people you met. You can contact the person who set the interview up and ask them to find out, contact the company's receptionist/secretary, or check with their human resource department. If all else fails you can also contact the person whose name you do have and apologize for not recalling the names of the additional people you met with. This will also give you a chance to reconnect with this person to reinforce your interest and clarify any outstanding concerns. Most important is to remember that every letter must be unique. If you pick up the letter and read it without looking at the person's name and company it should be clear to whom this letter was drafted. What you have experienced has happened to many people before you. Always carry something with you to jot down names and important pieces of information from the interview. This is your time to learn about them - not just for them to learn about you. Taking notes will help prevent the day from turning into a blur.
If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.
-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company
Question:
I teach graduate students for a for-profit, distance learning school. Their courses are very rigorous and require just as much study time as the courses that I teach at a traditional, brick and mortar state school. What do employers think of for-profit universities that offer only on-line classes? Do they regard them as low quality diploma mills?
First Answer:
I think that in the early days of on-line education that the "diploma mill" was an opinion that many held. But I think times are changing. Speaking from the prospective of a person who works in an institution of higher learning, there has been a big push to develop and promote on-line education.
Promote the skills that you use to teach these graduate course and not the method used to teach them. Use your resume to highlight the wealth of skills (both instructional and on-line) that you possess. If you are looking for a position in higher education, target those universities who either have or are in the process of developing on-line education. They will value the experience and skill you will being to the workplace.
-- Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Second Answer:
The jury's still out on this one. There are some who accept it wholeheartedly and use it for many of their staff trainings in order to reduce training costs. Others are not convinced of the legitimacy of the medium because of the many schools that first emerged and had no claim on accreditation. Online learning is the 20th/21st Century version of correspondence school. As the United States was being developed, correspondence education was essentially the only means of gaining one's education.
As you point out, online universities proliferate the ethosphere. As people's time and money become more scarce, they -- and their employers -- are demanding quality output for the sacrifices that are made. They are demanding content that will deliver payoffs in the near future. It is encumbent upon the student to research these online universities to make certain they are offering quality content and instruction and are accredited. Accreditation is a hard-earned status and even more hard-earned to maintain. When presenting oneself via resume and cover letter, and during the interview, it is important to subtlely let the evaluator know that the online university is an accredited institution and the studies are just as valid as the brick and mortar complement.
In 2001, I had an opportunity to conduct a roundtable discussion regarding this topic with four leading online universities or learning providers -- CyberU, Kaplan College, Concord University School of Law, and KnowledgeNet. All four distinguished panelists noted that online learning is a new version of the old, respected principles; what needs to come is recognition of that fact. And that recognition is gaining ground.
The other thing I would note regarding online learning is that technology is making online classrooms ever more like onsite learning. Some classes are live sessions via television or Internet, some are on-demand lectures and labs. Student interaction with fellow classmates is possible through discussion boards. Likewise, quality interaction with instructors is possible via chat, email, and whiteboard tools.
-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice
Third Answer:
This is a question that really has no universal answer, in my opinion. Long distance learning, especially online classes, are a relatively new development in education. In the past, mail order degrees were primarily "diploma mills." However, the widespread use of the internet has made it possible to bring classes to people in their homes and this is especially good for people who cannot physically attend classes. However, like anything else that is new, it takes time to prove that those who get degrees this way are not being shortchanged. And, just as with in-person educational institutions, there is a lot of variety in the quality of long distance learning facilities -- so what employers think may also depend upon the school. My suggestion to graduates of long distance learning schools is to be as impressive as possible in the interview process. In the end, it is what you know (and who you know) and not what school you went to, that should impress an employer.
-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Question:
I just graduated with a Bachelor's of Science in Education, but I no longer want to be a teacher. I'd like to be a programmer. I've decided to return to school, but should I pursue a Bachelor's of Science or Master's in Information Systems?
First Answer:
Having a Bachelor's degree may help you start the program at the Master's level. It does depend on the program. If you're interested in Computer Programmer as a career, you need certain prerequisites to take higher level programming courses. It depends what classes you had while completing your undergraduate degree. Having an education degree could be helpful for being a TA while you take the programming courses. Also, you could teach computer courses, work for a company that tutors in remedial subjects. There are many related areas that you can do without teaching in a traditional classroom. Those are just a few ideas.
I'd definitely talk to an academic advisor for the programs which are of interest. And I'd contact your Career Office for your undergraduate institution…they'll have even more on career options for you.
-- Marcia Merrill, the Assistant Director for Career Development and Placement Center at Loyola College in Maryland
Second Answer:
I would say neither. Without more information on your background, I'm left wondering about your intent to change careers so dramatically when you're just starting out. Were you sure you wanted to be a teacher when you started your first degree program? How can you be sure you want to be a programmer? Are you hiding behind a career as a student? Blunt rhetoric, maybe. But important for you to reflect on? Definitely.
Decisions in life are often so difficult to make, that it's easy to follow the most obvious path. However, so you don't end up at the end of another long, straight road that dead ends into confusion, instead of recommending a degree, I'll encourage you to break out the road map first.
Pit Stop #1: Why did you pursue an Education degree in the first place? Make sure you're not walking away from the career for what might be a wrong reason (parents pushing you, not sure you'll make enough money etc.) Or perhaps you can't picture finding value in a traditional teaching career. Think about combining careers--teaching IT courses is always an option.
Pit Stop #2: Maybe student teaching was a wake-up call for you. Maybe you just have a newfound interest in IT. Either way, how can you be sure programming is the career for you? Before spending several more years pursuing an IT education, spend some time talking to IT professionals. Schedule a series of informational interviews. Contact professionals who are doing what you think you'd like to do. Ask for 30 minutes of their time to find out what the day-to-day job is really like. What's on their calendars? What do they like about their jobs? What do they despise?
Pit Stop #3: Since you can't really know if you'll like a job or a career until you're actually doing it, you might also try working in an entry-level position in IT and learn as you go. You'll be able to see all aspects of the profession. Perhaps programming might not be your calling but IT security is more appealing instead. You'll also find that graduate education is often more beneficial after you have a few years of work experience under your belt.
After all of this searching, you may end up on "Programmer Avenue." And if you do, that's great. But if you take the time to gain experience and explore your otions before jumping right into another degree program, the pit stops along the way will ensure that there will always be many roads to follow.
-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions
Third Answer:
Being a former engineer, and having hired hundreds of software engineers and I/S professionals through the years, I have strong feelings on preparation for any technical discipline. However, I first contacted my good friend, Gary Cifatte, President and CEO of Boxwall Software, Inc. - I hired Gary a few years back as a Senior Software Engineer. His advice is technical - it needs to be - and touches upon architecture issues, industry trends, and coursework. Gary's response:
With the current emphasis in industry being rebuilding internal departments and outsourcing the development efforts, your focus should be on the design and operation of Geographical Information Systems that will facilitate and ease integration. Implementing a solid support system will allow technical as well as non-technical people the ability to understand, utilize and maximize the benefit of the system as well as apply their own specific knowledge.
The new industry buzz is .NET - the next generation of software based on the best of the Visual Basic and C++ languages. Addressing the 'DLL hell' problem, bypassing registry issues and mismatched components, .NET solutions will be heavily sought after. In addition, a strong knowledge of object-oriented design, exposure to web development tools (such as JRun), and resolving issues of load as traffic demands increase are all essential. In the past when lag time was encountered the solution was to throw more hardware at the problem. Now tighter code, marshalling of threads and managing apartments, and making routines non-thread dependent are not only required but the lack of these skills doom most large projects due to the inability to quickly render data and content to the end user.
And while the latest compilers handle almost everything from memory management to garbage collection, an understanding of Assembler, pointers and memory usage is also beneficial. When the 'undocumented feature' appears deep in a module you don't have source for, being able to read the assembly code helps isolate the problem.
There are literally hundreds of qualified candidates with a BS in Computer Science, but getting them to work together to achieve a common goal requires a higher view of where they fit into the puzzle. A Master's in Information Systems starts you along that path of identifying, designing, and implementing that view.
I'll echo what Gary said in an adage that rings true in any technical discipline, "Think globally, act locally."
Well before creating a functional resume identifying transferable job competencies, anyone making a career change really needs to balance learning the new foundation skills with maintaining a healthy awareness of functional and industry trends. Call it a "career change roadmap" for success - it's always good to know exactly where you're going headed before leaving on a journey.
-- Steve Levy, Principal of outside-the-box Consulting
Question:
I am an older student and about to graduate. I've had several interviews that should have led to an offer but didn't, and I believe it is because of my age. After the interviews, the interviewers asked me to fill out an employment application form. Some of the forms seem designed to allow the employers to figure out how old I am. How do I combat this age discrimination?
First Answer:
Go for a pre-emptive strike! Assume that the same thing will happen again and tailor your interview performance so that it demonstrates the advantages of employing you over a younger graduate. That's the quick answer. What does that mean? It means you need to think about - and be able to provide concrete examples - demonstrating what a 'catch' you are. Imagining that you're up to 10 years older than the average graduate - if it's more than that, then great! because that means you've even MORE to offer - I'd like to present three key areas to focus on:
Of course, if you take the bull by the horns and raise the 'age thing' subtly and purposefully but still don't get hired, there are other variables that may be causing this - all of which you can do something about, even if it's just to ask the company, "Be straight with me here and help me learn what I need to do better, how come I didn't get that job?" These are:
I hope that's given you some strategic focus and tactics to work on... good luck. And, speaking as someone who is 48 and having the best time of my life, don't sell yourself short. If, despite your best efforts, a prospective employer can't see how great we more mature folks are- then that's their problem!
-- Elizabeth Barnes, motivational speaker, workshop leader, author, journalist, and forum panelist
Second Answer:
There is nothing you can do to change your age - what you can do is change how you are perceived! With age comes maturity, integrity and life experiences which are all valuable assets to a company. Unlike someone with no experience you have a track record of successes and goals which you've met that you can talk about. View your age as an asset not a barrier. If you look at interviewing as a selling process with you as the product, you need to anticipate the questions that are rolling around in the potential employer's heads that they cannot ask, as well as the ones that they can, and then address them all.
It is important to remember, too, that a job description is written in the abstract as a wish list. The fact of life is that when you begin to interview people for a job, you begin to make trade-offs. So when you have the opportunity to get across a desk from someone, be prepared to demonstrate that you understand what needs to be done. You'd be surprised at how the conversation then turns to: "You know what? Look what he or she brings to the table -- just the experience we need."
Some other tips I've collected on how to help combat the perception that your age could be a factor in fulfilling a job:
Remember that looking for a job is a sales process. This means that there are going to be a lot more rejections than acceptances. And that is difficult to remember when you are accustomed to having a track record of success, being in control, and attaining objectives though initiative. You can't do anything about how old you are, but you can do a lot about making people understand what you bring to a situation. People don't know what they don't know. It's up to you.
Don't underestimate the importance of credentials. Credentials are the best indication that you can deliver on the promises you make. This includes past results, training, education, leadership experiences, and whatever else goes into giving you the unique qualification to offer your particular services.
If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.
-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company
Third Answer:
Age discrimination is real. I know it anecdotally from visitors to my Web site who've told me they've been blatantly discriminated against because they're older. I know it from legal cases, such as a complaint brought by AARP, the advocacy group for older Americans, against an executive-search firm that screened out candidates over 45 at the request of some clients. And I know it from statistics.
To make matters worse, age discrimination, which can begin as early as 40, seems to be much more subtly acceptable than, say, gender or racial bias. While complaints of age-related discrimination are rising, complaints about most other forms of job discrimination are not, reports Newsday.
As real and as painful as it is, however, age discrimination can best be fought with an upbeat attitude.
You are quite likely correct that employers are using applications to try to get at age-related question that they can't ask you in interviews.
I'm going to go out on a limb here and suggest a pre-emptive strike -- something to address employers' age-related concerns before they even place an application in front of you.
If you have a promising interview but then are handed an application, come right out and ask, "I am wondering if you might have concerns about my age. Unless there is something I haven't been told, I can only assure you that there are no aspects of this position that I cannot handle, and I would be committed to bring you a wealth of education, training, and experience that few could equal."
Some other tips:
