Desperation

Desperation

Note-The following article touches on issues related to mental health. The tips and advice presented are just that, not an attempt to provide medical treatment or intervention. If you need such help, talk to your doctor, call emergency services, go to an emergency room, or call the (USA) National Suicide Prevention Lifeline at 1-800-273-TALK (1-800-273-8255).

With changes in the labor market, there are an unprecedented number of people who are experiencing feelings of desperation. This emotional state negatively affects decision-making ability, and is related to feelings of panic, hopelessness, and despair.

In a job search, desperation affects critical decisions regarding where to apply, as well as the 'sales presentation' of the candidate. All too often, people begin to apply to inappropriate jobs, any job regardless of the potential fit. Further, even when the job is a good fit, desperate people present in ways including down, low energy and/or depressed. Alternatively, the desperate candidate is often overeager, anxious and promote themselves excessively. Often, excessive follow through is a problem in these situations.

To avoid these problems, I often recommend that clients realize something early on-This is a marathon, not a 100 meter sprint. Also, stay active, both physically and mentally. This is important from the first day of a job search.

One related activity is to keep your work skills current. A few times a week, block out an appropriate amount of time to maintain what you have worked so hard to gain. As a side note, this is also good advice to employed folks too.

To address some of the psychological stressors, give something to someone else, and you may gain even more in return. I am referring to volunteering. It can be a real boost to your self image to read to school children, provide companionship at a Senior Center, or even pick up trash at the park. This is also a good way to network, or simply make connections that will help your job search. You never know, the Teacher at the school may know someone who is hiring, or you may bump into someone at the park who needs an employee.

Next give yourself a break-both kinds. The first kind of break is to not exhaust yourself with a job search. Work at the search everyday, but again, this is a marathon. Pace yourself.

The second kind of break is to be kind, forgiving and accepting toward yourself. Regardless of the cause of the job loss, people are all too often willing to view themselves as at fault or defective. This is obviously not healthy, and we can often be our own worst critic. Give yourself a break.

Set reasonable and attainable goals to maintain a job search. The goals should be regarding your behavior (sending resumes, applying, networking) because this is in your control. The goal should not be to get a job, it should be to engage in a quality job search.

"Never, never, never give up." Winston Churchill

Good luck, and best wishes,

Chris

Staying Healthy Sells to a Potential Employer

Staying Healthy Sells to a Potential Employer

“I see here that you have been unemployed for a while. What have you been doing with yourself?”

Sadly, since 2008, the global economy has made questions like this a part of many job interviews. The way that you respond can be critical to your success in the job interview. Perhaps more importantly, the things that you do while you are unemployed can truly impact your future success.

In a hiring setting, the goal of the potential employer is usually something along the lines of 'hire the best available talent with the least amount of risk'. Notice that I did not say '...at the lowest possible salary'. To a hiring employer a few thousand dollars in annual salary may be an important consideration. However, that few thousand dollars pales when compared to the cost of a bad hire. The Society for Human Resource Management reports that the cost of a bad hire is up to five times the annual salary.

Often, the job seeker focuses upon why they are the best available talent, and overlooks the risk component of the criteria upon which they are being evaluated. 'Fit' matters to the potential employer.

How you have been managing yourself while unemployed is an indicator of your current fitness, and the amount of risk related to transitioning you into the company.

“What have you been doing with yourself?” “Sitting forlornly in a dank apartment all day. Smoking menthol cigarettes all day and nightwith the curtains drawn, salaciously watching Maury reveal DNA testing results.” That would be rather risky to an employer.

So what can you be doing? What would reduce your risk to a potential employer, and show that you are progressing in a healthy manner? Did you know that you can take FREE courses online from Harvard, Yale, and Berkeley? Here one link. There are many more resources - http://www.openculture.com/freeonlinecourses See your local librarian for more leads. What a GREAT answer to the “What have you been doing” question-I audited several on-line courses in finance from Harvard and Yale. I had always been fascinated by the topic of copyright law, so I took a class on the topic from MIT.

Here are some other sample great answers:

When the company closed, I had an ill relative. I used my free time to care for them. Happily (or sadly if they died), that situation is resolved.

I used the time to take a (hopefully job relevant) course at the Library, Community College, etc. I hated not working, but I decided to make the best of a bad situation.

One of the worst things about being laid off could have been being forced to stay in the house all the time. I volunteered with (some organization) when I wasn't job searching.

I started exercising and lost 20 pounds!

I think the point is to show that you were involved, active, and not damaged by the gap in employment. Maintaining and projecting a positive, healthy attitude to potential employers is vital.

Good Luck and Best Wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Career Planning, An Overview

Career Planning

Career planning is a topic which can, and has, consumed entire books. This column will simply be an overview of the process. One critical element to a career plan is quite simple-write it down. What should you write? A career plan is simply an objective, with a time frame, and the steps needed to reach the goal.

You will know that you have written a good plan when you can determine that you have used S.M.A.R.T. Language. S.M.A.R.T. stands for Specific, Measurable, Attainable, Relevant, and Time-bound. Specific provides “W” details such as who, what, what where, which, and why. Measurable means that you can attach some value such as how much, and how many. Attainable is your reality check. Relevant keeps you focused on task-A task to pass a college level metallurgy course may be relevant for a prospective Welder, but not for a Dog Groomer or Mathematics Professor. Finally, Time-bound means that you have firm start and end dates, possibly with checkpoints along the way.

With the above In mind, you can now determine your own career plan. It starts with a goal (objective) statement-”By 7/1/2014, I will be employed full time as a Welder”. Such a statement meets the SMART criteria, and also implies the steps required to reach the goal.

The steps required are tasks that you break down, again, with the SMART approach in mind. Here is an example for our Welder:

A. Research the future labor market.

B. Find and get training

C. Prepare for a job search.

D. Implement a job search.

Please note that the above are the “baby steps” needed, and they all start with action verbs. Let's bring SMART goals and some specifics to the “Research” step:

Task	Who	Starting Date	By Date	Comment	Completion Date
Check The Department of Labor Occupational Outlook Handbook for Welding Career information.	Me	07/12/12	07/15/12	http://www.bls.gov/ooh/	07/12/12
Contact my local Workforce Investment Board Office.	Me, Local WIB Board.	07/12/12	07/15/12	See if they offer 1:1 Career Counseling for free.
Check job postings for Welding jobs-evaluate what employers actually hire.	Me	07/12/12	07/15/12	I learned that there are a LOT of “Welding INSTRUCTOR” jobs. Will I be facing a more competitive environment?
Complete 2 Informational Interviews	Me, Employers	07/15/12	07/31/12	Make sure to ask about certifications, and skill sets.

As a final note, our Welder above learned that at the time the job search began, there were many advertisements for Welding Instructors. Looking at real world information can help our Metal Melter beat the competition by getting additional certifications and skills during their training. A little planning goes a long way.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

The Career Counseling Process-Intake and Assessment

First of all, I would like to take a moment to preface my remarks. I have chosen to write a series of one-page articles on a topic that has often taken entire textbooks. By necessity, this will be a brief overview of the Career Counseling process.

The first step is generally termed 'Intake' or 'Orientation'. Here, your Career Counselor should explain their qualifications, program, and available services. In turn, they will want to know about you. Common questions will relate to your interests, skills, resources, plans, and supports. When they ask these questions, your Career Counselor is not being nosy, gossipy, or intrusive. They are trying to learn what they need to know so that they can provide good guidance and support to you. Most intake session require 1-2 hours, and should result in some sort of definitive 'Next Step”.

That next step will likely involve some type of assessment. For those with no previously-defined career goal, assessment may mean the administration of testing instruments, either formal or informal. Examples of these are the Self Directed Search, the Strong Vocational Interest Inventory, or any number of on-line and hard copy exercises. Activities such as these are not tests that you can pas or fail, but rather a snapshot of you, your preferences, and values. These are not qualities that you can 'fail'. Generally, assessment processes will begin with your interests, values and passions in comparison to your needs, capacities, and resources.

For those with well-defined career goals, assessment may mean gaining an understanding of where you are in terms of reaching those goals. Sometimes, you may have a goal, and lack the knowledge or a plan to effectively work toward that goal.

Another part of career assessment is to understand the labor market of your prospective profession. Beyond understanding yourself, it is vital that the client know the realities of their goal. You could have all of the ideal characteristics of the perfect....Elevator Operator. Perhaps you are polite, able to stand for long periods, and realize that every job has 'Ups and Downs' (My apologies, I couldn't resist). The point is that interest, talent, ability and preparation have to be guided by the realities of what is needed in actuality. Helping you through that process is a part of what your Career Counselor provides.

As you can see, there is a very wide variety in assessment processes for each individual. Depending on the work that needs to be done, assessment can take from one day to several months. I strongly believe that the key point here is to begin, and make regular, consistent efforts to move forward.

In the interest of space, I have skipped major components of the assessment process. These 'neglected' elements include physical ability, academic potential, motivation, cognitive ability, and more. Which elements should be ignored, and which focused upon is a vital part of the service that your Career Counselor should offer to you.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

The Jobs Process

The Jobs 'Steps'

One aspect of Career Counseling that I find personally fascinating is the process involved. Regardless of the perceived status, income or training of the job, from Janitors to Jewelers, the broad process is the same.

That process is simply this: Assess yourself; Research potential careers; Acquire needed skills (could be learned on the job); Seek employment; Get the job; Grow further.

For self-assessment, you should know your passions, interests and skills. You will also want to consider your priorities. Sometimes, you just need a job to pay the bills. At other points in life, you may have freedom to pursue your passions.

Potential careers should be researched from several different perspectives. First of all, there is published information. A great starting point is the Occupational Outlook Handbook, available free at http://www.bls.gov/ooh/ There you can find out about the labor market, skills and training needed, what people in that field do, and more. After the initial research, you may want to do a job shadow or an informational interview. This process provided 'real world' information. You may also want to consider working as an intern or as a volunteer in your prospective area.

Acquiring needed skills is a topic too broad to address in this post, but I would like to note that I know a young man who made applying for scholarships a full time job. In 180 days, he found enough scholarships and grants to more than pay for his college degree.

Seeking employment, like other parts of the process, is a large topic. In general, you have to have target-a specific job goal. You need tools such as an effective cover letter and resume. You need to understand how to apply on-line. And you need to know how to sell yourself to employers. The most important part of seeking employment? Often it is to have a written plan, with tasks, goals and dates to reach them.

Getting the job seems easy after all of the above. However, here again, developing a 'Core Message' or 'Selling What they are Buying' is important. These approaches help when you are in an interview.

And the last step in my jobs process is to Grow Further'. What I mean by this is really two things. On one hand, it is important that you grow in your job. Learn new things, meet new people, expand your skills. Beyond that, it also means to prepare for your next job search. In the past, a worker could count on his or her ability to 'move up the ladder' rung by rung. That is largely gone. Now, you have to be prepared to change ladders.

This article was intended to talk about the overall processes involved in careers. If you would like to look in detail at any given step, please see other articles on this blog, or you could purchase 'Beyond A Career Crisis'.

Good luck and Best Wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Interesting answers to boring interview questions

Interesting answers to boring interview questions.

Tell me about yourself. What are your greatest strengths and weaknesses? Where do you see yourself in five years? Tell me about a time when you had to think out of the box. Tell me about an achievement of which you are proud. Why should I hire you?

Everyone has heard these boring (some say stupid) interview questions. Did you realize that these stupid questions are a great opportunity to continue your Core Message? Think about it. Something you said resonated with the employer. Do more of that. You did some research, and found where your strengths and skills matched their needs. Keep that up in the interview.

Here is how to do that. Let's say that you are an electronics salesperson and are interviewing for a better position at Best Buy. You met or exceeded your sales targets all 14 months that you have been at your current job. You won a local contest for adding batteries to electronics purchases, and received a commendation for turning a huge customer return into a different sale.

So on to the interview. They say “Tell me about yourself”. Candidate Second Place would answer “I am an animal lover, I have 6 cats, and two goldfish named Mr. Precious and Jaws Jr. I collect antique Pokemon Cards, and I love unemployment.”

YOU answer”I am a goal oriented person. I met or exceeded my sales targets 14 months in a row, because I help the customer find the solution that best fits their needs.”

The Interviewer says “Tell me about an achievement of which you are proud”. Candidate Unemployment says “When I was 9, I helped my Girl Scout Troop sell 18,000 boxes of Thin Mints.”

YOUR 'achievement' answer? “A customer walked in with a large return of cell phones one day. The Sales Associate who had helped them before was off, so I handled it. They were disgusted, and ready to throw the phones on the counter, get a refund and go elsewhere. They were seniors, and they bought 6 brand new smart phones for themselves, their adult children, and some grand kids. All with unlimited data, texting, GPS, cases, spare batteries, all the bells and whistles. I took the time to listen to them, saved the sale, and found the right solutions for them. They still bought 6 lines, but this time it was the right six lines. I was proud of that, and I received a District Customer Service Award”

At any rate, what you have said has been effective enough to get you into an interview. So, when they ask you stupid questions, seize the opportunity to sell yourself.

Good luck and best wishes,

Chris

Speaking tips for job interviews.

Speaking tips for interviews.

The traditional job interview is based on your speaking ability. It is not only what you say, but how well that you say it. Just at a time that the job seeker may be feeling nervous, or a little off-base, their message and delivery are being evaluated. Here are some public speaking tips to help you in a job interview setting.

1. Relax and Smile. In your mind, imagine a picture of the best Real Estate Agent or Car Salesperson you have ever met. You probably imagined them with a smile on their face.

2. Practice ahead of time. Make a video. Get honest feedback.

3. Use notes as guides, not as a scripted presentation. Use notes, but don't read them word for word.

4. Speak slowly. Tension makes people speak more quickly than they realize.

5. Pause before you answer. Watch a Bill Clinton debate. Politics aside, he is great in a debate. He takes a breath before speaking.

6. Focus on the other speakers. Make good eye contact. Give attention to Get attention.

7. Use positive body language and gestures.

8. Keep it short. Speak in bullet points. More isn't always better.

9. Vary your tone and pace. Be enthusiastic, soft, or quiet as appropriate. Monotones are bad.

10. Mind your manners. Say 'please' and 'thank you' appropriately. Take turns speaking.

11. Incorporate their words into yours. For example, if you are a Janitor and they refer to the position title as that of Custodian, a response might be “I have a great deal of experience as a Janitor Custodian...”. Speak their language where you can without coming across as a phoney.

I hope that the above tips are helpful to you, and can help in your job interviews.

Good luck and best wishes,

Chris

Rejection

Rejection after THE interview.

“Dear Employment Candidate, it is my sad duty to inform you that your qualifications, while impressive, were not the exact fit to fill the needs here at Initech...”

That type of “Thank you for your interest” letter can be demoralizing. As I mentioned in an earlier article about attitude, http://thejobsguy.blogspot.com/2012/04/attitude-during-job-search.html your ability to maintain a positive outlook is critical to eventual success. Job searches are about sales, and depressed salespeople typically don't do well.

So what are some tips when you have been rejected? First of all, don't take it personally. The decision to go with someone else is (usually) a business decision, not a commentary on you personally. Also, for what it may be worth, rest assured that there are a great many people who just got the same letter or email that you did.

Additionally, recognize that, while you may believe you have been turned down for THE DREAM JOB, that may not be true. Even The Jobs Guy gets rejected, and many years ago, I was passed over for a job in management at a national grocery chain. I was devastated at the time, but grateful now. Life/Karma/Fate led me to a place where I am doing what I love, and that is NOT managing a Produce Department. When you have a little space from the rejection, you can gain perspective.

Congratulate yourself just a little. OK, I know. At the Olympics they only play the national anthem of the winner, who is now standing one step higher than you are. However, you still came in second, or at least did well enough that you were selected to move forward in some competitive process. Someone was interested enough to invest time and energy into talking with you further.

You are “One Closer To Yes”. Job searches are sales functions. The old story about the Master of Sales leaps to mind. A young rookie was partnered with an old, successful Veteran. They went on their sales call, and together, made a fabulous pitch. The young Rookie was dejected when they left, full of self-doubt and loathing. In the car, driving away, he looks over, and sees the Veteran smiling. The Rookie says “How can you be smiling after that? We made a great sales pitch, and they still almost threw us out.” The Veteran looks at the Rookie and says “Over the years, I have learned that for every 100 times I make a sales pitch, 99 responses are 'No'. Now that one is out of the way, and I am 1 closer to a sale. What a great day!”

After what some people perceive as a job interview failure, they often ask if they should get feedback from the employer. Like many things in life, the answer is “It depends”. If you are a younger person, seeking an entry level or early career position, I absolutely recommend that you ask. A polite email saying “Thank you for your time. To help me with my future job searches, could you provide any feedback which will help me do better...” Some people will be gracious enough to help you know where you are lacking, while others will delete the email and avoid a potential liability.

Regardless, when you are rejected for a job, give yourself a break.

Good luck and best wishes,

Chris

Attitude during a job search.

Attitude

A job search can be very draining, particularly when the labor market is tight. To succeed, you must keep a positive attitude. That is easier said than done, and here are some tips to help you stay on course.

Set realistic, consistent goals and write them down.

Assuming that you already have your tools (resume, cover letter, etc), define what you can realistically do in terms of quality job applications each day or week. Write this down. Heck, make a calendar and post it on the wall. Check off successful days with a green marker,and reward yourself in some small way. If you live with others, they may use this to encourage you too. The mechanism doesn't matter. The point is to set, write down, and check progress toward your goals.

Take and give yourself a break.

A job search is a stressful grind. Don't get so wrapped up that you forget to live life. Work is an important part of life, but it shouldn't be all that there is to life. Even if finances are limited, find a reasonable amount of time to do something enjoyable. The job search will go better if you are not exhausted.

Also, give yourself a break. Many long-term job seekers feel guilt about why they are out of work, or view themselves as a damaged product. “If I had worked harder, they wouldn't have laid me off.” “Nobody will hire me because I'm too _________ (Fill in the blank). “If I had only (Fill in the blank), I wouldn't be in this mess.” . In reasonable doses, guilt and shame can be great learning and behavior improvement tools. Excessive (or undeserved guilt) can be corrosive and destructive. Be kind to yourself.

Take care of your health.

Eat right, exercise, get the proper sleep (in a normal routine), don't use alcohol or other substances as a crutch, and do the things you know that you should. Take care of yourself.

Get support.

Human beings are social creatures. In an ideal world, we support and help each other. This is important when we reach stress points, such as a job search. Reaching out to loved ones, friends former co-workers and others can be difficult. Do it anyway. If nothing else, it is a good way to network. If you think that you may need professional help with issues like stress, depression, or finances, there is a very simple diagnostic tool: Ask a professional. Please don't be afraid to reach out for help if you think you need it.

Look on the bright side.

I know it' an old, trite idea, but problems can often be opportunities. I have worked with many consumers who worked through a career problem, and later said “Getting fired was the best thing that ever happened to me.” Since I am using hackneyed phrases, there is a silver lining to every cloud. Be determined to succeed, and you will.

Be ready for rejection.

Many of the folks I work with last sought jobs during the 'Roaring '90's”. Employers competed for potential talent, or even just a warm body. They offered fabulous benefits, and would be very accepting of many things. The applicant ruled. Those days are gone. This is likely going to be a difficult marathon for you. This is not about you, except in the sense that you have to out-compete many others.  Do your best.

Last but not least, decide to have a good attitude.

Often, we are not in control of circumstances. You may not have controlled the decisions that caused your former employer to close. You are certainly not in charge of the economy. However, you are in control of how you act (and to a certain extent how you feel) in response to events. You are in charge of yourself. I hope that you choose to take a positive, hopeful, determined approach to what may be a bad situation.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Job Search Tips-Listen to Bad News, and Find the Good.

“Unemployment claims rise.” “Unemployment numbers fail to meet expert expectations.” The Great Recession Continues.”

Yadda. Yadda. Yadda. Blah Blah Blah. It's all over the news-you have NO HOPE. Tune in at 11:00 and we'll tell you WHY. I call these people 'Ratings Whores'. Please stop paying attention to them. If we all just stopped “tuning in at 11:00”, they would pack up and go away.

The old saying goes “Misery loves company”. Bad news makes ratings. Nobody tunes in to see “Katie draws pony, gets 'A+ in Kindergarten. Details at 11:00.” No, we tune in to see the incredible small plane crash that kills five people. It is human nature.

Please resist the temptation. It is harmful in a job search. It is discouraging. Job searches are difficult enough, without adding personal responsibility for the ENTIRE NATION. “Unemployment claims rose 5% last month, and YOU are screwed. Details at 11:00”.

Here is a reality-someone is making money every second of every day. Unemployment rises? Career Counselors like yours truly find job security. So do auto mechanics. OK, Career Counselor is easy to see, but what about auto mechanics? Well, people are driving older cars. They fix them up instead of replacing them. Bad time to be in new car sales. GOOD time to sell at a used car lot, or fix the old cars.

“Scrap metal thefts on the rise”. Good time to be a bookkeeper at a scrap yard. Or the guy who runs the crane. “Housing starts at historic lows” means that it is a GREAT time to be a Used Housing Inspector, or Rental Unit Manager, or something. “America downsizing their housing” means that storage unit sales are UP.

Please consider the housing market. I have two clients who have been Mortgage Brokers. One always focused on the lower-income client (we'll call him Jim). One helped higher income people (We'll call her Jill). The higher end person (Jill) is just fine, there is a HUGE sale on real estate right now, if you have the cash. The low end guy? Not so much. Jim is hosed.

But wait. If Jim took his knowledge and skills, he might make a pretty good Credit Counselor, helping lower income folks fix their problems. There is hope for everyone after all.

So, when the 'Ratings Whores' tell you about that massive pile-up on the highway, think about all the Insurance Claims Adjusters, Auto Body Repair Specialists, and Tow Truck Drivers who just got overtime.

There is work in the BAD news too. You just have to look for it a little harder.

Good Luck and Best Wishes,

Chris

Job Interviewing from the Dark Side

At least locally, it seems that the past several weeks have resulted in an uptick of job interviews and offers for my clients. That's good news, and has prompted me to write this article. Many of the folks with whom I work have been unemployed for quite some time, and this situation leads them to be a bit desperate now that employers are calling.

While I understand the cause of that desperation, my task sometimes becomes one of reminding them to take a deep breath, calm down, and re-engage the thinking parts of their brains. It is true that being out of work can cause people to go into 'survival mode' career-wise. I get that. Sometimes you have to take whatever job you can to put milk in the refrigerator. Carnation powdered milk is not tasty.

All that said, when YOU get the call for an interview, please remember that job interviews are two way streets. The meaning here is that you are interviewing the company as much as they are interviewing you. I realize that in a down economy, the EMPLOYER 'holds all the cards'. That is, the perception is that they have stacks and stacks of applicants from which to pick and choose (while eating chocolate covered strawberries, sipping Mimosa's, and giggling to the other HR staff about resume mistakes).

HERE is your trump card...wait for it...It is all about the needs of the employer...interviews are a continuation of your Core Sales Message...and here it it...your questions can close the deal (Trump!).

This is how that works as a Trump card (for those who do not know, a trump card is one which during certain card games is of a designated suite, and overpowers other cards of seemingly higher value, i.e. a 2 of clubs can 'trump' an Ace of spade in certain situations).

Back to how it works: At the end of the interviews for the other 99 candidates, the interviewer asks “Do you have any questions for me?” The other 99 answer with “No”, “When do I get paid?”, or “When do I start?” YOU continue to sell yourself, and learn about the employer in a collaborative fashion. THEIR goal is to get a paycheck. YOUR goal is to find the right solution to the needs of the employer-and show where you are the best candidate.

For example, a job interview often starts out with “Hi, I am Susan Browne, and I am the HR Director at ABC company. (Pleasant smile, firm handshake, appropriate eye contact, etc.) “ABC is a company with a rich history of blah blah blah...and our mission is to produce the finest blah blah in a cost effective and customer service oriented manner..blah blah”. The other 99 brains zone out at this point, or worries about fight or flight responses. Your brain listens.

At some early point, you ask a question such as “That's terrific. I know that ABC has been known as a (blah blah) Customer Service Leader in the industry for years. What does your ideal candidate look like?” THEY THEN TELL YOU (take notes). And you find the things that match your strengths. Now you know what to talk about for the rest of the interview. Their needs, as defined by the 'Ideal Candidate' and your strengths.

At the end of the discussion, you will be in better shape. The other 99 candidates were interviewed like criminals under the glare of a high intensity light-”What is your greatest accomplishment?” “We demand answers!. Tells us NOW so that we may score you! Our jobs depend on finding the best 'fit!'”

On the other hand, YOU had a discussion that focused on their reported needs, and your ability to fill them. You presented yourself calmly, and from a problem solving perspective-THEIR problem, not yours.

Good sample questions to work from (notice how the 'question' also sells):

“I have a history as a top producer, and a working environment that lets me do that is important. What sort of support do you offer to those in my position?” (For a sales job, perhaps)

“Career growth in a customer service environment is critical to me. What career paths does ABC offer?” (A young worker interviewing at a company that advertises upward mobility)

“The relationship with my direct supervisor is very important to helping me reach my goals. Who will be my boss?”

“I strive for excellence in everything I do. What are your indicators of excellence?”

“I love what you have told me about ABC. What is the next step in the hiring process?”

“I never want to cause problems for my boss. What are your pet peeves?”

“You mentioned goals earlier. They are important. I like to reach goals in my work. Could you expand on that, please?”

Good luck, and best wishes,

Chris

Link to "Core Messages":

http://www.blogger.com/blogger.g?blogID=2984986710960551587#editor/target=post;postID=8079644645614089158

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Negotiate Offers Carefully

Navigate the First Negotiation/Job Offer

At this point, you've assessed yourself, your interests, strengths and abilities. You used Imagine, Research and Ask to develop an effective Core Message. You presented a coherent, targeted self-marketing strategy to a specific group of companies and have succeeded in getting a job offer. Congratulations. Way to Go! Be excited, be happy, be proud, thump your chest and release a primal scream! ...Ummmm....slow down a second, they're still on the telephone or staring at you from across a conference table. To quote the first fictional robot to have an anxiety disorder, “Danger, Will Robinson! Danger!”

To deal with this job offer situation the best thing you can do is to remain calm (or at least calm-sounding). At the same time, you must convey enthusiasm. Smile, even if it is a telephone offer-they'll hear it in your voice. At this moment, you have three primary goals: 1. Get all of the details of their offer that you can. 2. Buy some time to think. 3. Set up a follow up meeting/contact to close the deal.

I recommend starting off by listening first. Get to a pen, crayon or computer as quickly as possible. This will undoubtedly be the moment that the pen is dry, the crayon needs peeled and the computer won't start. Hopefully you have prepared in advance. At any rate, listen carefully, get the details and then buy some time.

No immediate answers, ever. Immediate responses are how people wind up in high pressure time-share condo deals and quickie marriages in Las Vegas (Apologies to Time-Share Salespeople and Britney Spears). If this company really has gone through a process and selected you, they'll give you a day to “Sleep on it”, “Discuss it with my family”, or “...review the match so that I can do the best job possible”. You need to show (or at least feign) interest so they don't simply check you off the list and proceed to Candidate B. Requesting 24 hours to consider a major decision which will impact your life, your family and your future is not unreasonable. If they are less than understanding about that point, maybe you are better off without them. You need a moment to think and they need to know that you are seriously considering them as well. Setting up a “hiring meeting” for the next day is one way to accomplish those goals.

Are there situations in which the company absolutely must have your answer right that minute? I suppose an oil well drilling company that needs you to put out their burning well might qualify. But, you'll know when you are in a special situation and the cost of your services should go up accordingly.

Regardless, let's assume that you have moved on to the hiring meeting to negotiate and finalize the details. Please note that some companies and positions do not negotiate. The position may be predefined because of union contracts, or it is an entry-level job and they do not need to negotiate with a potential employee. The following tips are only for clearly negotiable jobs.

The First One to Mention a Number Loses.

In a job involving negotiation, the work that you performed earlier (Imagine, Research, Ask) continues to pay off. Your research has probably given you a salary range, a reasonable guess at the benefits package, hours, duties and so forth.

In terms of the mechanics of this negotiation, the first one to mention a number loses. This is a critical point, because that establishes a baseline. If you have honestly reported your previous salary history (discussed elsewhere in this book), they have a concept of your baseline. This is now problematical for you.

As an example, I once hired a highly competent professional who did not negotiate well. She was fabulous at her job and after going through the selection and hiring process, she was clearly the top candidate. Entering the negotiation, my concern was that I would not be able to afford her services. The total budget was only $40,000 in salary.

At the hiring meeting (third interview), we had a bit of thrust and parry. Initially, she wouldn't mention a number and as noted, I know better. So we stalled, until I asked “Candidly, what did you make at your last job?” She should have dodged or avoided (some people would lie, but that is not needed). But, she told me “$35,000.” In that instant, I 'won'.

My job was to conserve resources for the non-profit agency while attracting the best talent. When she mentioned $35,000, I knew I could succeed and make her happy at the same time. I told her the truth; “That's not the budgeted number for this position at this time.” She assumed our original budget was lower when it was really higher. So, I said “Let me talk to the CEO about this.” I walked out of the Board room and into the Boss' office. “I looked at him, and said “I am about to offer the best candidate $3,000 less than budgeted and make her happy. Are you in agreement?” Ten seconds later, I was back in the Board room and related “I talked to the CEO and I have his approval to offer you $37,000, based upon your previous salary history. Do you accept?” She saw the job as giving her a raise, did a great job for us for a long time and, up until now, never knew she could have made more money.

I know that some people are going to read the above vignette and think “Oh my. He is a Licensed Social Worker and he took advantage of that poor woman”. In my defense, this is a financial negotiation and can be a somewhat adversarial interaction. I was obligated to find the best solution possible, and I used that $3,000 toward helping people with disabilities to get jobs.

My employee failed herself because she did not do her research. This position was funded by a grant from another non-profit, as she was told. She could have emailed the organization that provided the funding and requested the budget forms as awarded. They would have emailed the actual budget to her. Heck, the project budget was listed on their website. Her failure to research was not my responsibility. My job was to get the best people available for the lowest price. I did that and used the savings to extend the mission of the grant. The HR Professional or Hiring Manager you will be negotiating with is in a similar position.

In my opinion, it is vaguely possible I have not quite beaten the salary negotiating point to death. First of all, be nice and be reasonable. I am not advocating playing hardball here. But this is a financial negotiation and it is important. Also, let the buyer beware. Companies might not always tell the absolute truth. Your Research can help you judge this as well. At any rate, here are some phrases to help you avoid their attempts to nail you into a baseline.

When the employer asks something like “What do you expect to make?”:

-”What did the previous employee earn?” (The previous employee probably was there a while and got some raises. Starting at THEIR baseline might be good for you).

-”What is the typical salary range for the position?” (And if they give you a range, you are going to make a sour face and start working from the top).

-”Where do you expect most people to begin?” (Of course, you will be able to demonstrate that you are better than most people because of your Research and Core Message).

-”Given the lack of ______(tuition reimbursement, free childcare, carpooling, etc), what do you normally offer?” (Be careful not to sound too negative here).

-”When do you normally evaluate a new employee and adjust salary?” (Vaguely on topic and sets a table for an early employee evaluation and raise).

-”Is the commission structure cast in stone?” (For some sales positions, perhaps you can get an additional point or two).

-”Are there additional responsibilities I can start with, to demonstrate my value?” (Only vaguely on topic, but again setting the table for justifying a higher starting point for you).

And the list can go on longer than 'The Simpsons' on Fox. The point is to answer these questions with other questions. The first one to mention a number loses.

Now the baseline is set. Benefits can also become negotiating points. This applies to vacation time and other things you value. I once turned down a job for which I was desperate. I had spent 7 years getting the experience and education needed; they offered. I declined, citing the pay and my college tuition bill. They wanted me, honestly had no more cash and offered an enhanced package of benefits (start health insurance 1^st day, gave me same vacation as 10th year seniority). I took the lower salary and enhanced benefits. I loved the job, enjoyed 4 weeks vacation each year busted my butt for them and my clients. As noted, I loved the job, and the extra time off gave me the energy to excel. I exceeded established goals regardless of the extra time away. And we both felt that we “won”. Done properly, negotiations can have a win/win outcome.

Your Job Offer, Part II

Different industries and occupations have their own way of dealing with a job offer. It is unlikely that the Manager at a fast food restaurant is going to send a registered letter on vellum parchment (Yes, the Author is aware of paper making...he has chosen to annoy the Book Binders and Grammar Nazis on purpose) for the person who changes the fryer grease. You did get a job description and specific offer letter after accepting their offer and before starting? I didn't think so. You got all excited and forgot to take care of business properly. It is human nature to get excited at these times and to forget to focus on the details.

Typical job offer elements often include date of offer/start date, salary/bonuses/stock options/other financial incentives, job title, benefits package. For professional positions, this is often sent as a hard copy letter from the personnel office.

Good luck and Best Wishes,

Chris

Dealing With a Disability

Disclosing a disability to a potential employer is a very challenging topic. First of all, I will not be offering any magic words or tips that are relevant to every situation. That would be impossible. However, I do intend to offer my insight and perspective on the topic.

In a job search, it is often easier for the candidate who has an obvious physical disability than it is for the candidate with a hidden disability. For the person who uses a wheelchair, at least it's out there. We can call the 500 pound gorilla over from the corner, offer it a banana and address the issues. For the person with a mental illness, or (early onset) Multiple Sclerosis, Diabetes, Cancer, or any number of problems, a difficult decision regarding disclosure must be made.

First of all, let's discuss not disclosing a problem. There are consequences to that decision as well. If your disability is not static and recurs, you might need an extended period of time off or other accommodation to deal with the problem. Your Grandmother can only “die” so many times. What if it's a stress issue and you need a period of time with reduced work hours or duties? Disclosing at hire might set the table for an accommodation later. It depends on the career, the specific employer and even the specific supervisor and co-workers. I suppose I am talking about an opportunity cost, or at least lost potential. By not disclosing, you could lose a potential ally in the HR Department or even your immediate supervisor.

But then again, in certain fields, we force people to not be open and even to conceal and lie. Have you ever heard of a Police Officer or Airline pilot who was openly diagnosed with Bi-Polar Disorder? Thank goodness that being in either of those two careers confers permanent immunity to mental health issues and all Law Enforcement and Pilots are “A-OK!”. Anyway, if you choose (or are forced) to clam up, you lose in many instances. At the very least, you have lost the dignity of discussing, admitting and addressing some of the flaws that make us human.

But what if you choose TO disclose? Well, I think, that in the right situation, you might gain an ally. Take mental illness for example. This is one of the most stigmatized medical conditions in our country. And it affects 1 in 17 Americans on a permanent basis. More, mental health problems affect 1 in 4 Americans (that's 57.7 million) annually. Add in any other disabling condition and chances are that the person on the other side of the desk has either been personally affected, or had a family member, neighbor, friend, religious leader or acquaintance with a similar problem. As awareness and openness spreads, things are improving a bit in our society.

However, the question remains. Do I tell my potential employer about my (hidden) disability? Absolutely not. At least not until there is an accepted offer. I am not an attorney, but the way I understand it is that you have certain legal protections if you disclose after an offer of employment. Job offers are serious things, folks. If this type of situation applies to you, you may want to get the personalized advice of an attorney or career counselor.

Martin Luther King had a dream and I have a hope. One day, I hope (and believe) that our society can view and address disability in much the same way that we address diabetes. Imagine a person with diabetes saying “I am so tired of taking my insulin, I am just going to stop”. Or “I don't want anyone to see me going to my family doctor because they'll know I'm diabetic”. Or “I'll just have to tough it out because of my pancreatic imbalance”. I've heard people with mental health and other issues voice their personal versions of these things, reflecting what society feels and teaches.

That stigma transfers to employment. Sometimes, people decide that it is best to disclose their issue to an employer. An example of a reason might be found in a worker with a Bipolar disorder. She knows that every so often, she needs a short period of time off or with reduced hours, duties, etc to balance her medications. Even with the extra time off, she will be more than capable of performing her duties. She is willing to use some of her vacation time to get the treatment she needs. She just needs a small accommodation about the timing of the 'vacation'.

At what point you have this discussion about accommodations is important. As noted earlier, I think that the usual best time for this discussion is after the written job offer and before the start date. The approach is important too. It might be that the discussion is best handled with a talk with the direct supervisor, leaving the HR Department out of it. In other cultures, the reverse might be the case. Keeping open ears at orientation, or asking a few gently probing questions such as “Do you offer flex time?” might be a good start.

OK, great. But what do you say? How in the 'stigmatizing' world do you say “I have a problem....”? I argued with an employer once. I know, I'm supposed to be an advocate, but I'm an argumentative sort and this person was very closed anyway. This particular employer said “I don't WANT people with problems working here”. I pointed to his retail sales floor and told him “You already have people with problems here. About 1 in 4 to be exact. What you just said is that you don't want people who are dealing with their problems. You prefer employees who don't take care of themselves or your business.”

With that thought framework in mind, let's talk about how you tell an employer about your diabetes I mean.......disability. Funny how diabetes would be an easier issue to discuss for some people. Anyway, I have always liked some version of “I am really looking forward to this job. I think I will learn a lot here and do very well. This is a good place for me and the people seem wonderful (Yes, I am advocating blatant booty-kissing). Just so I can be completely honest with you, I need to tell you a little more about myself. “

Just like an employee with diabetes (let's ease them into this discussion) sometimes needs a little help, I do too. Some of the other employees might occasionally need a little extra time to take a kid to soccer, or deal with an aging parent. I sometimes need a little extra time too. I have mood swings (Notice the change AWAY from medical terminology and jargon). I see a doctor and my treatment has been going very well. Things are good, but I know that a couple of times a year, my doctor changes my medication. When that happens, I need a little time to adjust because of the side effects, kind of the same way that your diabetic employees need an extra break when they have to drink a Coke. Now, that doesn't mean that I am some intolerable jerk from time to time. I am still myself and not looking for any excuses or special breaks. I just need to be honest with you and let you know that from time to time, as I work with my doctor, I'll need to take a sick or vacation day. I can do this job and really appreciate an employer who understands my needs (like all the other employees with kids on the soccer team or elderly parents).”

If you have a time when you truly need time off, a reduced workload, or other accommodation, being upfront can set the table to help you succeed in your career. In other jobs and work cultures, you will cut your career throat. A good bit of pressure here, don't you think? Get advice and support when you need it.

At any rate, if your treatment dictates that you should disclose, remember that Bankers, Lawyers, Cops, Butchers, Bakers and Candlestick Makers all have had issues in their own lives or in their immediate families. You might find allies you never knew you had. In some jobs “honesty is the best policy”. Other places warrant a “Mum's the word” approach.   

Tips for a parent to help a teen (or yourself) find a job.

As a Career Counselor and a parent, I believe that one of the more stressful activities in life is helping a young adult find a job. Teaching them to drive is right up there too, it just depends if you want your stress in a tsunami of sheer physical terror or as a steadily rising flood.

Part of the stress related to job seeking is the fact that parents don't know how to do it well. No offense intended, but if your are say, 40 years old, you graduated high school around 1990. Right at the beginning of the 'Roaring 90's” that economic time when most industries boomed. The Service Industry grew by nearly 50%. 40-somethings, as a group, did not have to learn how to find a job. Employers looked for them.

That leads me to my first tip-be kind. This is also a time to work together on a project. The labor market of today is much different than earlier. This is a chance to teach preparation, networking, salesmanship, persistence, and patience.

So, preparation is needed. Yes, your teen needs a resume. And a cover letter. And an 'elevator speech'. This all relates to sales and efficiency. The resume, like everything else in a job search, is a sales presentation. Resumes are like the brochures they leave scattered around at car dealers. Instead of pointing out the leather seats, great fuel economy, and safety features, a resume is designed to answer The Most Important Question “What can he/she do for me?” Also many online job applications parse information from the uploaded resume, and auto-fill name, address, phone, etc. This means the application goes more quickly, and your teen gets a chance to sell. Here is a link to a brief guide to a simple resume: http://thejobsguy.blogspot.com/2012/02/simple-resume.html

The cover letter is an opportunity to once again sell. Your teen can access jobs by finding the email address of Human Resources types and 'cold calling' them, or by following up a networking lead. The formula for a cover letter is this: Kiss, sell, sell, sell, ask. It works like this-”Hello, My name is Stefani Germanotta, and I am writing you because I want to work at Acme, Inc. I use Acme products, and I know that they are great. As a young adult starting out, I want to learn from the best in the industry. I think I have something to offer as well. Customer Service is part of what makes Acme great, and I..... The cover goes on to list 1 or 2 more selling points, and then asking for the next step...”I hope that Acme is as interested in me as I am in your company. If so, please contact me so that we can talk about...” Your teen needs to translate that idea into THEIR language. More on cover letters: http://thejobsguy.blogspot.com/2012/02/cover-letterscover-emails.html

The elevator speech is a fast summation of why a given company should hire your teen. Again, this is a selling moment, so the emphasis will be on skills and abilities in relation to the potential employer. This is a continuation of the same message from the resume and cover letter (and you now have answers to practice interview questions). Elevator speeches are important when the networking starts. More here: http://thejobsguy.blogspot.com/2012/03/elevator-speech-in-4-easy-steps.html

Networking is the start of the real job search, now that the 'tools' are in place. 60% of all jobs are filled through networking, and that number is even higher for teenagers. My 16 year old daughter has an INTERNATIONAL network of 'friend-ed' strangers. Yes, this was initially a cause of concern for me. I have taken measures that I will not reveal here, as she may read what I write. Concerns aside, your teen has connections. Beyond FaceBook, there have been how many Teachers, Principals, Aides, Cafeteria Workers, Soccer Coaches, Scout Leaders, Religious Leaders, etc. in their life? How many people do you know? They should all be aware that your teen is looking for a job. This is where the Elevator Speech, Cover Letter, and Resume come into play, at least sometimes. Much like their parents, Teens talk and gossip. They know who got fired from the fast food restaurant yesterday. If Billy didn't show up at the McDonald's job yesterday, they now know to tell their friend who still works there to say something to the Hiring Manager. And that thing will be their Elevator Speech. And your teen will apply on-line, and upload a resume. They can cut and paste out of their cover letter WHY the Hiring Manager should give them a chance. Then they can go talk to them, in person-just to drop off a resume.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Informational Interviews

An informational interview is simply an informal meeting with a designed purpose of learning the ins and outs of a career from someone who knows. I highly recommend that these are conducted with successful people who are currently (or recently at least) in the field and should include at least one person who hires directly.

A few of the numerous advantages to utilizing an informational interview:

-You learn “real world” information.

-You can use what you learn to tailor and focus any further training or job search.

-You get to ask “sensitive” questions (with discretion) about things like pay, commission, etc.

-You get free job interview practice, in a non-stressful setting.

-You begin to develop or extend a professional network of contacts.

-The person being interviewed may feel as though they have given something back.

Generally three interviews is a good number to start with, a Practitioner, A Supervisor and a Hiring Manager. You may be able to get various combinations, such as a Supervisor who performs the function in question or a Hiring Manager who Supervises. Your Interviewees should be from at least two different companies so that you get a wider perspective.

The next steps would be to 1. Locate someone. 2. Get their agreement. 3. Ask some questions. Let's start with “locate someone”. If you have no personal network in this field at all, don't despair. Perhaps you are acquainted with someone who could introduce you to someone else?

Even if you were hitchhiking and Elvis dropped you off in the middle of nowhere (From his high winged pink 1958 Cadillac of course), you can locate a professional in your field. Google “Chamber of Commerce Membership Lists” and you will see (as of the time of this writing) that for example Winters, California is doing a fabulous job with their Search Engine Optimization. The Winters Chamber returned a list that includes representative samples from many businesses, including butchers and bakers. While missing the candlestick maker, they do have a florist listed. You can add in your location and find a list of people who are seriously into promoting their businesses, not to mention participating in their communities. Also, if training or any type of classes is involved, you can ask the college or trade school for a list of “friendly” contacts to get you started. If nothing else, your favorite Yahoo Local or www.YP.com search will return fewer filtered lists.

Next, you need to get their agreement. Also Known As “What's in it for Me?”, this question can be addressed by showing several points. First of all, in the future, they may need good, qualified applicants to help their thriving business. If they help you to become qualified, you naturally will think fondly and favorably of them in the future. Secondly, as a natural go-getter, you could very well wind up in a position where you are using their goods or services. Thirdly, no genuinely successful person has ever made it completely alone. At some point, someone helped them. This could be an opportunity to give a little back.

For an in-person interview, remember that you are asking a favor of a busy person. Be extremely respectful of their time. You should be able to ask 10-15 key questions in 15-20 minutes. You are going to be asking people about their two favorite topics: their work; and themselves. They may run long when discussing their careers and how they got started, but that is their choice. Set a strict time limit for your request and then stick exactly to the time. If they start to run long, simply say “I respect your time and we are now about where I promised I would finish. I love what you are saying and if you want to continue, then by all means, please do so. But, if you need to stop now, I understand.”

In addition to respecting time, stick to the stated purpose. Don't use a fake “informational interview” as a way to get a stealth job interview. The goal of the exercise is not to get a job, it is to learn about a career field and what it takes to successfully transition.

That said, prepare, dress and behave like you are going to a job interview, because you may be. Take a pen (Biro model if you prefer) and notepad. Ask if it is OK for you to take notes. From time to time, a client of mine has done a good job at an informational interview, gone and gotten training and been employed at that company.

Here's one direct report from a former client: “Chris, I called her and left a message 'Hi, I don't know if you remember me, but you were very generous with your time two years ago. Back then you gave me great advice about training and I followed your guidance. I took the classes you suggested and at the time, you said to call you back when I got them done. Whether or not you have any open positions (and I hope you do) I want you to know that the time you invested with me has really paid off'. Chris, she called me back. They had an open position and I start next month.”

When someone returns after an informational interview, having listened, grown and maybe acquired the training or experiences recommended, the Hiring Manager feels that they have helped to create the exact type of employee they are looking for. If there is an open position, they are more likely to look favorably upon a candidate they helped out a while back. At the very least, they can be a source for networking contacts. From time to time, someone gets invited to explore a position that is open right then.

Returning to the topic of the questions, I don't recommend starting with the obvious. For example, asking “What training and/or experience is needed?” “Are there certain courses or certifications I should seek?” “What is the salary range?” are good questions, but the framework for the discussion has not been established.

I recommend that you start off by being clear about your goals for the discussion and thanking them in advance. For example; “Thank you for taking the time to help me. I am seeking to change careers and advice from an experienced professional like you is critical as I (take a class, learn a skill, etc.).

Providing the framework helps them to know how to advise you. This is probably not something they do every day. Early on, ask about the person you are interviewing. This establishes their credentials and gets them talking more freely: “So, you are the Director of Blue Toilet Water here at Mega-Gigantic Janitorial of St. Sestito, Florida. From our telephone conversation, I take it you started at the bottom and worked your way up in your career, either through experience, training or some combination?”

Be sure to use active listening, asking open-ended questions and following up with additional questions in response. Then, it is generally time to move into obvious questions and the “meat” of your planned presentation. Don't be afraid to ask questions about the culture, stress and other topics that probably would not fit into an employment interview. Toward the end, good questions to close the interview might be: “Is there anyone else I should be talking with, either now or in the future?”; “When I am prepared, what are some good resources for a job search?”; “Are there keywords or ways that I should market myself later?”.

On-line/Electronic Informational Interviews

www.FaceBook.com, www.LinkedIn.com and the www.Monster.com “Communities” section can be fabulous tools and grant access to diverse experts who provide detailed information. You may be able to connect with local people through the forums of your local electronic edition newspaper, a local jobs board, or even with one of the 40 or so people still using www.MySpace.com. Also, you may have a networking contact who does not feel that a referral to a very busy person is possible. An email introduction can help you reach very successful people.

Regardless of the source, you obviously need to pay more attention to credibility while swimming in the digital pool. Online, it is very easy to forget the manners your mother taught you, since there is a degree of anonymity and distance from more typical human interaction. With that reminder, if you are cautious and polite, you can use the same approaches as above to accomplish the goal of gathering information.

After the informational interview, remember to send the thank you card. This means that you need to make sure and obtain contact information including the correct spelling of their name, mailing address and so forth. Yes, I am advocating sending a traditional, printed on paper, Thank You card. A Thank You email is also acceptable, but you make a greater impact with an actual (business appropriate) card. You can download templates from office.microsoft.com and print your own if you use proper card stock. Or, simply trot on down to the discount store and pick up a pack of eight cards for a dollar.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2