Tuesday, March 27, 2012

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 1st 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

Wednesday, March 21, 2012

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.   

Monday, March 19, 2012

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

Paperback Edition






Tuesday, March 13, 2012

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

Paperback Edition

Sunday, March 11, 2012

What can you do for ME?




This article is written from the perspective of a Human Resources (HR) person or Hiring Manager. Some job seekers may not like to hear a blunt analysis, but they need to understand the undercurrents beneath their job search.

The goal, stated or not, of an HR person is to answer three basic questions 1. Can this applicant do the job? 2. Are they a good fit socially/culturally? 3. Is my hiring recommendation justifiable in the event they turn out to be a horrible mistake? Further, these three question can then condense to the most important one-What can this candidate do for ME (and/or the Company)?

From that perspective, please re-examine these common interview questions:
  • What did you like/dislike about your last job?
  • What do you find rewarding about your current job?
  • What do you expect from a Supervisor?
  • Tell me about yourself.
  • Please describe your greatest accomplishment?
  • Can you tell me about a time when you failed at a goal?
  • What are your strengths/weaknesses?

When you change your perspective, you can begin to get a sense of how to present your answers.
A 'Notable Accomplishments' page (http://thejobsguy.blogspot.com/2012/03/using-notable-accomplishments-to-get.html ) helps you to organize and list your strengths.

Further, to present your case strongly, you have to know what that HR person needs. I recommend that you Imagine, Research, and Ask. Put yourself in the HR person's shoes. What do YOU imagine they need? Research the company. Carefully read their job posting, web page, or talk with an acquaintance who works there. Which leaves Ask. Job interviews are bi-directional. You get a chance to simply ask 'What does your ideal candidate look like?'

This can also be thought of as a sales process at this point. You have qualified your customer, and presented your product in relation to their needs. That is the central point of this discussion. See the perspective of the HR person, and always be answering “What can this person do for me?”

Good luck and best wishes

Chris

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

Kindle Edition

Paperback Edition






Friday, March 9, 2012

Burned Out in social service?


Burned Out? Want to leave the Social Services field? Is there a way?

There absolutely is a way. Just for background, I am an L.S.W. Career Counselor who works as a Director, Vocational Services for a public mental health agency. We also have significant programs for people with Developmental Disabilities and Transitional Youth. We are dually CARF certified. I have assisted those who were Dishwashers and Doctors. The process is the same. (The Doctors HATE that reality)

Back to topic, burn out is a common problem. It happened to me. I'm THE JOBS GUY, and had to go manage a Radio Shack for a bit. I also started a successful computer business. I hear what you are saying, and remaining in a job that has become toxic is damaging to you, your clients, your staff, and your family in both obvious and subtle ways.

For advice, I would ask if the problem is with the job or the field. Sometimes it is a specific place of employment that no longer fits. And sometimes, it is the profession.

SOMETHING caused you to enter a profession that requires a HUGE educational commitment in terms of time, energy, and money (and more). People don't go get Master's degrees and put up with the lying, non-compliant, deceptive, bed bug laden scary home visit (Oh God I am going to die today) client for no reason. Once, there was a passion. Did a specific employer (or series of employers) take that from you?

Or did you change? That's OK too. I ask these questions because of my own experiences. And because I know that people should do what they love. I wrote an article about that. http://thejobsguy.blogspot.com/2012/02/do-what-you-love-love-what-you-do.html

IF you have grown and changed, or our profession has become unrecognizable, then it is time to think about something else. A person with a degree in Social Services, and experience has skills. I suggest you think about your passions in relation to those skills.

Sick and tired of the stinking paperwork? Then a career in Human Resources will be an issue. You may do well with the part where you deal with applicant, interview candidates, and (particularly) help employees with their troubles. However, HR is loaded with paperwork, regulations, and pointless activities designed to protect the company during a lawsuit or arbitration.

But Non-profit people have skills. What about organization? Attention to detail. Here is an article about transferable skills. http://thejobsguy.blogspot.com/2012/02/transferable-skills-career-changing.html Social workers tend to be action-oriented and results driven. The best ones are good salespeople “Give up my foods tamps and GO to work! Whey would I do THAT?” If you can motivate someone then, well...Sales. Or a Coach. Or a Jobs Guy :)

The summary-Don't abandon your passion if you just happen to be in a job that doesn't fit. It's OK to burn out for a while, just come back to what you love when it is time. If it is time to leave, don't undervalue your transferable skills.

Good luck and best wishes,
Chris

Tuesday, March 6, 2012

The Elevator Speech in 4 Easy Steps




An 'Elevator Speech' is a quick, 30 second synopsis of your skills and qualifications. This is best provided in relation to the needs of the employer, if that is known. They are useful at events such as career fairs, or for situations where you get just a few seconds with Manager.

Since the purpose is to elicit further interest, and answer the question “What can you do for me?”, elevator speeches should not be canned and well rehearsed. Instead, they should be flexible, and have a more natural 'let's chat a moment' tone.

To generate an effective elevator speech, you have to know something about the listener, and you must absolutely and honestly understand your strengths in relation to a variety of employer needs.

In a career fair setting, it is easy to get this information. They put up displays and banners. They hand out flyers and trinkets with their slogan. They might have a flat panel display of their company mission. If nothing else, you can simply ask them what they are looking for. Even the Central Intelligence Agency Recruiters will tell you. A smile, a compliment, and a specific question all go a long way. “(Smile with appropriate eye contact) Hello. Initech here seems like a great company. What is your need?” They will proceed to tell tell you, and you listen carefully, comparing their needs with your strengths.

Perhaps they say “Initech is a growing, dynamic company which has assumed a market position because we partner with our customers to help them find the most affordable and efficient solutions to their needs. We are recruiting 15 people for our local expansion, and we need people in Project Management, SQL Programming, Accounting, and Customer Service”. At a career fair, you can take bullet point notes-for gosh sake, you have a portfolio that you are carrying your resume in. They will be complimented that you care about what they are saying.

Your response will be greatly enhanced because you have a little list in your notes of 7 or 10 of your best selling points, and you can pick out three that relates to what they just told you. Let's pretend that you are a Customer Service type, and your strengths are: ability to upsell; conflict/complaint resolution; keyboarding speed, a good speaking voice; active listening; and a few others. Try this elevator speech response:

“That's great. That sounds like the kind of place I can use my customer service experience at. I like that you partner with your customers because I have been successful in listening to clients, and increasing their orders by offering additional products and services. Initech also seems to be a place that values efficiency, and I am very quick and accurate on the keyboard. I also take pride in my ability to positively handle customer complaints, and find the best resolution possible to their problems. What is the next step in the hiring process?”

You are just having a conversation, and it is guided by the framework of your notes. You have in front of your the three things they said they needed, and you fill in your response with three things you have that match. You also started and ended the conversation with a question about them.

The above are the underlying concepts. Here is the step by step:
  1. Smile with appropriate eye contact.
  2. Ask for specifics about THEM
  3. Reply conversationally with your selling points in relation to #2
  4. Ask for the job, or at least for more information.


Good Luck and Best Wishes,
Chris

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

Kindle Edition

Paperback Edition

Monday, March 5, 2012

Online Pre-Employment Tests.





TL;DR (Too Long Didn't Read): Pre-Employment tests suck. There are reasons companies use them. I give you my tips to pass them. There is a link in this article for a possible answer key. There is another link for a 'practice test'.

The following comments are my own personal opinion. While I have thought the issue of pre-employment tests out thoroughly over a period of many years, I am in no way qualified to assess the reliability or validity of these tests. I can tell you that reliability means that it works the same way over and over, while validity means that the test is measuring what it is supposed to be measuring. I can also tell you, through my weak anecdotal evidence of hiring hundreds of employees, that these tests impact the lives and careers of people. I have been amazed at certain clients who passed these tests, and dismayed for excellent workers who were discarded.

Reliability and validity issues are a major concern for these damn tests (oops, I accidentally gave away my feelings). This is a Multi-Billion dollar a year industry, with more billions at stake in Federal lawsuits. Highly commissioned salespeople, whom I like to envision as having slicked back hair and a diamond tooth inset, go to a great deal of effort to convince corporate hiring directors that their system is reliable and valid. THEIR system, designed by a legion of PhD's and Professors is THE ONE SYSTEM that can weed out those troublesome employees.

Companies have decided that these tests are efficient and effective screens and therefore, they should use them to influence hiring decisions. To defend the companies, this was a logical business decision. You see, if a company using these tools is sued for discrimination by a person or group of people, they can get the above mentioned legion of PhD's to testify on their behalf. The PhD's produce graphs, pie charts, and statistical deviation analysis that is more effective at trial than your Director Of Human Resources saying “I 'felt' that such and such was a good 'fit'”.

To continue my defense of 'The Company” retailers lose far more to employee theft each year than they do to shoplifting. Identifying honest employees is crucial. Even if an employee does not steal, it is expensive to replace a bad hire. It costs money to recruit, select, train, and acclimate a worker. So they 'Drink the Kool-Aid' and sign up.

That said, I met with a student last week. Let's call him 'Connor'. He had taken my advice and applied for work at a fast food company. Connor failed to take my advice and get help with the on-line application and test. Connor failed. I know and believe passionately that this young man will be a good worker. I have owned and operated for-profit businesses in the past. This kid is a good hire. But the Manager at the fast food place can't hire him. Connor failed the test, and is not eligible for consideration.

If you want to pass the online test, I recommend that you find a quiet time and place. Take your laptop into the bathroom, and lock the door. Let your family assume whatever they want, you need to find a place for uninterrupted concentration. Seriously. You need to pay attention. These tests ask the same question in different ways. You need to be able to remember your previous answers, and make them consistent.

“Consistent with WHAT?” you may well ask. Your answers need to be consistent with what the “Employee of the YEAR” would answer. You must imagine that you are the model employee. Answer their questions based upon what that person would say.

Despite the litigation issues, and the validity and reliability arguments. Good workers get excluded. Heck, even one of my own Career Counselors, a lady who works for me failed one. She has a certain religious faith, has not only done sales, but been a sales manager, and is one of the highest quality people I know. She has a college degree, and is sacrificing now to get another. She is not eligible to work at Wal-Mart. Connor is a good kid, bur is apparently not able to flip burgers. Something is wrong with the tests, legions of PhD's be damned.

So, go with the flow. Know what answers the company wants, and give it. For an answer key, go here- http://www.timothyhorrigan.com/documents/unicru-personality-test.answer-key.html .

To take a 'practice test', and compare your results, go here- http://www.outofservice.com/bigfive/ Remember, the answers are in relation to “The Employee of the YEAR”. We don't understand extroverted Engineers or Bookkeepers, our best ones are much more shy.

Good Luck, and Best Wishes,

Chris

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

Kindle Edition

Paperback Edition








Sunday, March 4, 2012

Tips for parents of working teens.





At some point, your young adult will reach an age where they can work. They may actually want to work, to your shock and mystification.  They may have many motivations to get a job. These range from wanting to help with household bills after a lay-off to just wanting money to blow at the mall.  There may be some social status benefits, or positive peer pressure.

Regardless of the motivation, your role as a parent changes. During this change, there WILL be challenges. Parents will face challenges and these are more than balanced by the awesome learning opportunities.

If you stop and think about it, your role as a parent has always changed. From the trip home from the hospital, through the diapers and feeding into the first day of school, you have been adapting. I believe that a first job is much like the first day of school (or day care). You are no longer solely responsible for your child. Someone else is teaching and directing them, and you probably have not had much say in the selection of those people.

A large difference in the role of the parent at work is that your child is now a young adult. The parent needs to be supportive, but from behind the scenes. In a school, if a child has a problem with another student, the parent can talk to the Teacher, and even escalate the intervention to the Principal. At work, you need to help the young adult handle it themselves (unless there is a serious issue such as safety).

Communication is the key. You need to use active listening skills to get the whole story from a teenager. You must have intelligence to interpret the information they share, and how their perspective influences what they tell you. You must have wisdom to provide advice-or to know when to let the young adult solve the problem. You made it through the diapers, The Terrible Two's, the first day of school, the first time driving, and the first date. You'll make it through this, too. Just keep listening and talking.

While you are finding your way with this new young adult, challenges will arise. They are too varied to list here, but I have my personal favorites. In many places, a work permit is required, and to get THAT your young worker needs to pay for and pass a physical (school sports physicals usually work). Also, when your little cherub was born, you got a Social Security card for them. They need that now. Potential employers give the young worker a packet of pre-employment paperwork, which they promptly lose (a job search folder-binder is recommended from the start). You can help greatly with organization and follow-through.

Then there are the interpersonal and social skills issues. Most teens are not expert at relating well with others, and often fail to see the point of view of another person. Many teens have initial difficulties surrounding social skills, manners, and understanding roles in the workplace. Often, young workers may view their Supervisor the same way they relate to kindly Teachers. However, the Supervisor may be 22years old and lacking the passion for youth and training of a Teacher. Schools exist to support and teach. Businesses are there to earn money. This difference underlies many social interaction difficulties at work. You can help by taking the time to explain these things, and providing suggestions.

All of the above problems challenges also present unique learning opportunities. The successful young worker earns some cash, and more importantly, gains skills and experiences. As a parent, you can help with establishing a bank account, and helping them be responsible. You can mentor in the areas of dealing with a Boss. If your young adult does not succeed, you also have a chance to talk about lessons learned, and how to do better next time. Regardless, your relationship with your young adult will continue to mature.

Good luck and best wishes,

Chris




Saturday, March 3, 2012

Using Notable Accomplishments to Get Noticed.


Notable Accomplishments

When developing a Core Message present to potential employers, highly successful or experienced people sometimes have difficulties in keeping their resume and/or cover emails concise. On one hand, focus is important. Studies have shown that the average reading time a Hiring Manager dedicates to an unsolicited resume is 17 seconds. Go ahead, count 17 Mississippi's, I'll wait.

Back so soon? Isn't it AMAZING that life changing employment decisions are made in that period of time? You have to make those 17 seconds count. Therefore, a one page resume is required (grudgingly a two page for technical people).

This 17 second reality presents a difficulty for some job seekers. What if you simply cannot get your message condensed? Then you have to hit the high points only. You have 17 seconds, but that statistic is an average. Your cover or resume should be designed to get you ANOTHER 17 seconds, and lead to an interview.

For those (common) times when a one page resume gets attention, but does not tell enough of a message, there is a solution. That is the 'Notable Accomplishments' page. This is a separate document or POSSIBLY a resume page 2) which gives you an opportunity to expand upon your Core Message.

The timing of when you present this document counts. If you are confident that the company will call you for an interview without it, you may want to withhold this document until the interview. The caveat here is that you feel it will be an unstructured interview, and you will be able to present and expand upon your Core Message. Boxers call this “saving your best punch for last”, and you can watch any of the 'Rocky' movies for a demonstration.

If you feel that you need the boost, then you can reference it in your email/cover letter. “Please note that page 2 of my resume is a listing of some of my Notable Accomplishments. I hope to bring these successes to XXX company as well.” Maybe they will be curious enough to take a look.

This approach has been highly successful for me and many of my clients. I will attach my own personal version at the end of this column. Please note, this version is designed for a Director of Vocational Services position, and is in fact, the (now updated and redacted) one I slid across the table to the CEO at MY interview for my current day job.

Good luck and best wishes,
Chris

Notable Accomplishments

Current Company Name
  • Established the Career Counseling Program. 300 Consumers served annually. $155,000 annual funding.
  • Created the Vocational Case Management/Career Counseling service.
  • Initiated School-Age Services. 164 Students, 5 School Districts.
  • Acquired XXXXXX contract. 48 Students served annually. $192,000 annual funding.
  • Developed “Foundations” Curriculum. 200 Consumers annually. Sold curriculum and materials to multiple outside agencies.
  • Restructured Traditional Vocational Rehabilitation Program.
  • Collaboratively developed the School-Work Experience And Training service for 16 DD Youth. $50,000 annual funding.
Previous Company Name
  • Created vocational training process.
  • Established record keeping system.
  • Developed community-based activities.
  • Increased consumer participation.
  • Directed thousands of hours of volunteer work.

Previous Company Name
  • Implemented effective group service process used with 73% of successful participants.
  • Within 30 days, re-designed file system to comply with C.A.R.F. standards.
  • Increased Welfare to Work collaboration from 2 to ~100 people.
  • Acquired new funding and referral agents.
  • Within 90 days, increased Department number served from ~45 to over 150 people.

Previous Company Name
  • Certificates of Recognition: 1996, 1997, 1998, 1999, and 2000.
  • O.R.S.C. Commissioner’s Club of Excellence: 1998.
  • Most consumers employed Pathways Southwest: 1995, 1996, 1997, 1998 (Tie), 2000 (Tie).
  • Fewest Case Service Dollars Expended: 1995, 1996, and 1997.
  • Southwest Ohio Rehabilitation Service Award 1997.

Academic
The Union Institute
  • Edwina Bookwalter-Gantz Scholar: June 1994. Nationally, one of five students honored.

Professional
A Non-Profit Organization
  • Co-Founder, 2011

Transit Alliance of Butler County
  • Board Member, 2010-Current
  • Secretary, 2011-Current.

Employment Leadership Alliance
  • Chair, 2008-2009
  • Board Member 2006-Current

State of Ohio Young Adult Workgroup
  • Member 2007-2009

Butler County Transitional Youth Committee
  • Member 2008-Current

Writing
  • 'Beginnings', 1994
  • 'Foundations', 2005
  • 'Fundamentals', 2006 (Editor)
  • 'Beyond A Career Crisis', 2011