Mothers have it; athletes have it; pilots have it. Do you have it?
It’s called Situational Awareness – the ability to scan the situation quickly, interpret the meaning and make a judgment – a split second assessment. You know – that’s why mothers have incredible awareness of potential danger to children and pilots land safely in the Hudson.
Situational awareness in the job search may not be as dramatic as those examples but it’s an important attribute. It is what allows us to alter our course when we become aware of the radical changes that have occurred in hiring and the changing employer/employee relationship. We get it! The clues are everywhere. Lifetime employment is gone. Large companies are not creating jobs. Rewards are fewer.
Disappointing? Yes! Responses range from “I pick myself up, dust myself off and start all over again” to “I got a right to sing the blues.”
But whatever the initial reaction, the situation is what it is and as grownups, we have to do what it takes to land safely. That means acknowledging our feelings of betrayal, disappointment, anxiety and fear. At the same time, we need to validate our assessment, identify our options, and take action.
What does the new way of working require of us? Well, for one thing, we need to realize that no job is permanent. Then, we need to commit to managing our careers from now on. We need to survey the situation: what are the trends in business and industry in our locale and elsewhere? Additionally, we need to re-assess the boundaries we've placed on where we will work and what we will earn. This is not easy, but failing to do so, will result in long term unemployment, reduced opportunity and, in some cases, a radical lifestyle change.
Consider joining me when we consider options at the upcoming free webinar: Taking your talents to work: Is Freelancing for you? February 29th. Register at www.rcmassociates.com/webinars.php
Comments welcome and encouraged.
Here you are… Over 50 and between jobs. Not chosen and not expected. What to do?
You’ve listened to the career experts and it’s clear: you have to get out there and talk to people; make connections… network. Call people you know – get the word out and make requests.
They make it sound so simple, don’t they? So why are people reluctant? For example, someone told you to call Joe, a decision maker, at ABC Company. But several weeks later, you haven’t made that call. Well, you’re not alone.
Workshop participants tell me that they have the name of someone who could help them, but they haven’t made contact. When I ask what holds them back, they say something like this: “It’s a great lead and I’m afraid I’ll mess it up.” Or: “It’s an intrusion. He’s not going to want to talk to me.” Bottom line, they feel vulnerable and unworthy. What is it about being between jobs that makes us feel that way?
Brené Brown, a research professor at the University of Houston Graduate College of Social Work. says: The greatest challenge for most of us is believing that we are worthy now, right this minute. Worthiness doesn't have prerequisites. In other words, being employed is not a prerequisite for worthiness.
To quote Dr. Brown: Letting go of our prerequisites for worthiness means making the long walk from "What will people think?" to "I am enough." But, like all great journeys, this walk starts with one step, and the first step in the journey is practicing courage.
It’s easy for the career coach or your spouse or your friend to say: “Pick up the phone and make that call.” Or “Go to that networking event and talk with people about your job search.” Or “Contact this company.” But you feel vulnerable and it's uncomfortable. May I suggest that it’s okay to feel vulnerable because we are all vulnerable at all times. You are vulnerable and worthy - even when between jobs. So be courageous: Make that call, go to that event or call that company. And check out Dr. Brown's work at www.brenebrown.com Get her TED talk on Google.
If you are thinking about commenting, please do. Your thoughts and insights are encouraged.
USAC, a dynamic company in downtown DC, has an outstanding opportunity for a regular full‐time position for a Manager of Reporting, High Cost.
The Manager will be primarily responsible for data gathering and reporting, for High Cost.
Responsible for personnel management, requirements gathering for reports, maintenance of technical documentation, and aggregation of information from various programmatic data sources for production and delivery of ad‐hoc, monthly
The successful candidate will have:
• 6‐8 years of related experience;
• A minimum of 5 years of management experience;
• Bachelor’s degree from an accredited college or university;
• 4‐6 years of work experience creating reports using relational database technologies, SQL/T‐SQL,
Microsoft Excel, and Microsoft Access;
• 4‐6 years of work experience in a project or program management environment;
• 3‐4 years of work experience with financial data;
• Strong communication, interpersonal and project management skills;
• Proven track record of quality deliverables within project deadlines;
• Proven track record of leading projects and managing team tasks;
The following skills are desired:
• Knowledge of and experience with state or federal High Cost Programs a plus;
• Business Information Systems Reporting and Audit experience preferred.
Responsibilities include:
• Manage High Cost Reporting personnel necessary to successfully execute all High Cost
Reporting Functions;
• Develop and produce reports for the HCLI Division, various groups within USAC, and external
stakeholders such as the FCC and Telecommunication Carriers;
• Assist in the development of requirements and testing of reporting functions in HC system(s);
• Administers, maintains, develops and implements policies and procedures and job aids for
ensuring the accuracy and integrity of High Cost data and reports produced;
• Develop and maintain reporting standards. Ensure consistency and quality of deliverables;
• Gathering statistics on overall trends to present to management;
• Provide Audit Tracking / Audit Follow up support;
• Understand resource constraints and communicate realistic expectations to senior management related
to reporting deliverables;
• Assist the Senior Director of the High Cost Mechanism and other personnel within the Division
in various projects, as needed.
Competitive salary, with excellent benefits package. If interested, please submit a letter of interest, resume
and salary history/requirements to jobs.programs@usac.org. Can also fax to 202‐777‐0293 or mail to HR, 2000
L Street, NW, Suite 200, Washington, DC 20036.
Only principals will be accepted. No agencies please. EOE
Why would I claim that Job Boards are under-utilized?
First, let me tell you what I am not saying:
I am not suggesting that people in job search are not spending enough time on job boards.
Nor am I suggesting that they should rely primarily on job boards.
I am suggesting that they are used inefficiently.
How efficient are you?
Comments, Questions or Polite Rebuttals encouraged.
Compliance Analyst - Baltimore, MD Area
SUMMARY:
Financial Services/Investment Management firm looking to add an experienced professional to their Compliance staff with one of the following backgrounds: Investment Compliance, Fund Accounting, Portfolio Accounting, or Trade Support. Prior Investment Compliance experience is ideal.
RESPONSIBILITIES:
Facilitate integration of new business into the investment compliance monitoring program for clients and products subject to more complex requirements (fixed income/derivatives/UCITS/MPF) Analyze legal documents/identify potential issues/propose creative monitoring solutions Identify trends in new business and collaborate with investment staff/attorneys/client operations managers to proactively manage changes in business direction Prepare complex compliance certifications Identify/communicate/escalate issues that present risk; propose risk-reduction solutions; lead problem resolution/process improvement Utilize subject matter expertise and innovation to solve complex business problems/improve current processes/meet changing business needs Identify/recommend/develop process and technology improvements to reduce operational risk/increase levels of customer service via faster delivery/higher accuracy Frequently communicate with trading/portfolio management/legal/client operations/etc., demonstrating an advanced understanding of how the investment compliance monitoring program impacts these groups by applying technical and subject matter expertise to propose efficient and practical solutions to their compliance-related problems Ensure adequate procedures/controls are in place to minimize financial/reputational risk Help train new staff/review work of less experienced staff/share knowledge and experience with others
REQUIREMENTS:
Bachelor’s Degree in related field (accounting/finance/etc.) strongly preferred Associate’s Degree/HS Diploma with 3-5+ years related work experience will be considered
4+ years of work experience in investment compliance or related field
4+ (fund
accounting/portfolio accounting/trade support) preferred Experience with compliance and/or trading systems (Charles River) preferred Team player with excellent organizational skills/attention to detail; strong customer service orientation with consultative approach, strong interpersonal and written/oral communications skills; proven analytical/problem solving skills required In-depth investment/securities knowledge and working knowledge of domestic/international securities law preferred
Apply: http://www.brokeragejobs.com/jobdetails:205589
As the New Year approaches…
Something seems to tug at us this time of year, urging us to look at the New Year as a fresh sheet of paper and to decide how we will fill it. For job seekers, it is often a renewed commitment to “try harder” or “increase effort” or “revise a resume” or…. It’s not easy being between jobs and trying to determine what action is most important.
If you are feeling that renewed energy to jumpstart your search, take a moment to create a plan. Use a planning calendar to schedule your days and prepare the list of activities for the week of January 1st now, if you have not already done so. On Friday of that week, have your plan for the next week.
In planning, consider the following questions:
Need encouragement? Join me on February 1st. Webinar: The 7 Habits of Highly Successful Job Seekers . I’ll review the activities that get the best results. Are they included in your plan? Register at www.rcmassociates.com/webinars.php
Multi-Tasking your way through a Job Search
When I was preparing my webinar series, I took advantage of every training opportunity available in order to understand how to provide a solid learning experience for participants. Not just information sharing…but something they could put to use in their career transition process.
During one training session, the trainer said “When you are delivering content on a webinar, you must assume that people are multi-tasking….” Wow! Assume that people are multi-tasking instead of listening intently to my presentation?
Now, understand that I’m a proponent of doing whatever it takes to accomplish objectives as quickly and efficiently as possible, but would webinar participants benefit when multitasking? Christen Rosen answered my question in this article: http://www.thenewatlantis.com/publications/the-myth-of-multitasking
A research study funded by Hewlett-Packard found “Workers distracted by email and phone calls suffer a fall in IQ more than twice that found in marijuana smokers.” Researchers at the University of California at Irvine found that “ Workers took an average of twenty-five minutes to recover from interruptions such as phone calls or answering e-mail and return to their original task.” A business research firm estimated that extreme multitasking costs the US economy $650 billion/yr. in lost productivity. .” Oh my gosh! Will webinar participants benefit at all if they’re multi-tasking? Would it be a waste of time? And does multi-tasking affect their resume development, employer research, and social media activities - like writing a great LinkedIn profile? could that possibly be extending the job search?
What do you think?
It’s not easy making lemons out of lemonade. Staying positive is not the immediate reaction to bad news.
Is it helpful to see the possibilities in unwanted life events? Yes, it is…but it’s not an automatic response and takes time! When we lose a job we loved (or at least liked) and a daily routine that kept us productive and an income that kept us afloat, it’s a stretch to say to friends and family “Well, this may be a good thing.” – and to believe it.
My recommendations:
Give it some time; mourn the loss, deal with the anger, let go of “If only I had…” regrets and acknowledge that the lemons are sour. This was not what you had planned. Your career has taken a detour.
Then, explore the possibilities.
Should you rigorously and exclusively pursue a job like the one you lost?
Or is this the time to take that detour and head in a different direction?
Most job seekers I know, want to replace what they had. That’s understandable. But first, a reality check.
Questions you should ask:
If your labor market research predicts growth in your field and you are more competitively positioned than most, you lemons to lemonade conversion will be relatively straightforward. If not, you will only be assured of making lemonade out of lemons if you have a plan B. Work on Plan A and nurture Plan B.
Is this really happening?
Yes, there have been ads that clearly were seeking only those candidates that were currently employed.
Yes, that is inappropriately discriminatory.
Yes, it is a bad business practice.
So, why do employers do that?
The decision to limit recruitment to the currently employed is based upon a false assumption: the unemployed are less competent than the employed.
Could that be true? Yes.
Can you assume that is true about a large segment of the population impacted by the recession?
Not by a long shot!
Jason Averbooki, CEO of Knowledge Infusion, estimates that 30% – 40 % of the employees laid off during the business downturn were the wrong choices. That is, the process of determining who will go is often not well-thought out. Consequently, highly qualified workers became available. Excluding them based upon their unemployed status is a big mistake that can lead to lost talent… and a bad corporate image.
IS THIS LEGAL?
The EEOC is on it. William Spriggs, U.S. Department of Labor, said: “For employers, this raises a serious question of liability.” Rules may be forthcoming.
WHAT CAN A JOB SEEKER DO?
Demonstrate that you are fully qualified and have been professionally engaged while between jobs.
Do a Self-Assessment:
Biases do exist. False assumptions are made. Over that we have no control. So let go of it!
Take charge of what is within your control and put all of your best efforts and energy there.
I just watched Guy Kawasaki presenting on the topic of Enchantment to the LinkedIn staff on YouTube. I couldn’t help noticing how his main points apply directly to Job Seekers in this New Economy.
Career Management professionals, like myself, emphasize the importance of building a circle of influence (often referred to as “networking”). And, Career Management professionals, like myself, are often frustrated because: (1) job seekers misunderstand what it means to “network”; (2) they don’t put effort into developing the process for building relationships and consequently (3), they are ineffective in the most important element of career development today.
In his book, Enchantment, Guy Kawasaki lists 3 Pillars of Enchantment: Likeability, Trustworthiness and Quality. I would suggest that you cannot create a solid circle of influence (professional and personal network) without those three as well. And, as he speaks about Likeability he describes much of what I suggest to my clients (although he does so in a somewhat more engaging way ); when he describes Trustworthiness, he talks about giving first, expecting the best of people, and offering your best to them; and for providing Quality he describes added value… beyond the ordinary.
Most of the jobseekers I meet are quality to their bones. They have motivation to do their best, to be of service, to grow and learn and to make a contribution.The problem is that they don’t know how to demonstrate that very well. There is no way to get around the fact that a professional job search is a marketing initiative and marketing ourselves is uncomfortable and awkward…unless we train for it.
Check out Guy Kawasaki’s presentation on YouTube. It’s inspiring! Consider how it applies to your job search. Let someone who knows you, either through a professional or personal relationship, hold a mirror up to your face to help you see the fine qualities that you bring to an employer.
Remember, the preferred source of hire is through referrals. Employers believe that their best candidates come to them that way. You cannot get referrals without a circle of influence.
Watch for upcoming posts on Likeability & the Circle of Influence. Check out my upcoming webinars at www.rcmassociates.com/webinars.php
In support of your success…Rita