Career Goddess

New College Grads and Their Career Future

Susan Guarneri — Sat, 30 Apr 2016 14:56:23 -0500

What will careers and the workplace be like in the future for 2016 college graduates? If the past is prologue, then we can count on one truism: much will change. The ability to adapt to and grow with this ever-changing landscape of careers will be the new ‘normal’.

Consider the following 10 toughest jobs to fill in 2016 (according The Society for Human Resource Management):

Data Scientist
Electrical Engineer
General Manager, Operations Manager
Home Health Aide
Information Security Analyst
Marketing Manager
Medical Services Manager
Physical Therapist
Registered Nurse
Software Engineer

At least 3 of the above (data scientist, information security analyst, and software engineer) reflect new career areas that have emerged with the advent of the Internet and computers in the past 25 years. The remaining careers on the toughest-jobs-to-fill-in-2016 list have evolved to include computers and online communications as necessary tools.

So it is a safe bet that new careers will emerge in the next 25 years due to innovation, while other careers will morph into new configurations as they keep up with the pace of new technologies and knowledge, as well as societal changes.

The world’s most innovative companies (Forbes 2016) will most likely be involved with the evolution of new jobs and careers. The top 20 companies listed are: Tesla Motors, Salesforce.com, Alexion Pharmaceuticals, Regeneron Pharmaceuticals, ARM Holdings, Unilever Indonesia, Incyte, Amazon.com, Under Armour, BioMarin Pharmaceutical, Baidu, Aspen Pharmacare Holdings, Monster Beverage, Catamaran, Vertex Pharmaceuticals, FleetCor Technologies, CP All, Verisk Analytics, Rakuten, Shanghai RAAS Blood Products.

The industries represented by these companies reveal clues as to what functional new careers may be created in the future. But, just as likely to significantly contribute to new and changing careers, are the ‘spoiler’ start-up companies that have yet to appear on the business radar screen.

All of this means exciting times ahead for new college grads who are armed with openness, adaptability, and an eagerness to keep learning and growing. That is the best ‘career insurance’ for the future.

The dependable onset of change seems to sneak up on most of us. It can often be surprising, but my hope for new college grads is that it becomes the adventure of a life time.

How to Get a Salary Raise

Susan Guarneri — Mon, 29 Feb 2016 09:30:20 -0600

Sally Krawchek, formerly the top woman in banking and the founder of a professional women’s network firm called Ellevate which encourages women’s success, says, ‘Ask for the raise!’

So is it really that simple?

Well, almost.

According to Payscale’s Salary Negotiation Guide, the 3 steps to follow are Research, Strategize, and Negotiate (Ask). Payscale’s 2016 guide is chockful with advice for all 3 steps.

Here is a sampling of articles (out of a total of 40) for each step along the way:

RESEARCH
What Is Pay Transparency?
Know Your WHY
Why Are You Underpaid?
How to Read Your Salary Report
What’s Legal in a Negotiation
Negotiate Like an Economist
Why Women Don’t Talk About Salary
5 Benefits to Ask For

STRATEGIZE
3 Things You Didn’t Know to Negotiate
Negotiation for Introverts
Salary History and the Gender Pay Gap
Evaluate Competing Job Offers
How to Negotiate a Promotion
Millennials and Salary Negotiation
Negotiate Like a Lawyer
When to Ask for a Raise

NEGOTIATE
Negotiation Tips for Women
To Negotiate or Not to Negotiate
Salary Negotiation Scripts
How to Use Competing Job Offers
Negotiating Your First Salary
Top Negotiation Mistakes
How to Answer What’s Your Salary Range?
The Secret Formula to Salary Negotiation

Why should you bother reading any of these salary negotiation articles?

One simple fact: 75% (on average) of people who asked for a raise, got a raise, according to Payscale’s employee survey research. Now that’s a mega-buck reason!

SOS for the Long Job Interview and Hiring Process - Part 3

Susan Guarneri — Tue, 01 Sep 2015 16:23:46 -0500

SCENARIO: Waiting to hear back after a job interview can be a nail-biting experience. If you have banked your hopes on getting a particular job offer, it can seem like an excruciatingly long time.

OVERVIEW: The job interview and hiring process has gotten much longer than it had been in 2010, according to a recent Glassdoor study. So your imagination is not playing tricks with you; you really have waited for several weeks. In many instances you may not hear back at all!

So what can you do to be more productive in your job search while waiting? Part 1 of this job search series focused on what you can do immediately after a job interview. Part 2 put the spotlight on research and networking to further your cause as the must-have candidate.

SOLUTIONS: Maximize your future job search and interviewing activities – put the following tips into action starting today. Then keep the momentum rolling. A one-time fix is not enough. Your job competition is not just within your same city or state, but really worldwide.

1. Expand Your Desirability. While meeting job posting requirements for education, experience, and skills would seem to be sufficient to get an interview, think again. With the glut of job seekers on the market, there are apt to be hundreds (maybe thousands) of applicants who meet the specs. So go one step further to position yourself as an ultra-value-added candidate.

Here are some examples: obtain additional training/education/certifications in your field and industry, upgrade your technology / social media skills, take communications skill-building workshops, join industry professional associations and attend meetings, learn a foreign language that could be of use in your new job/company, or get involved in community leadership or volunteer activities.

Key Hint: Evaluate which of the above example strategies would be perceived as having the most value for the employer. Then narrow down those options to the ones that have the most appeal for you and that also reinforce your personal brand. Focus on those activities that have the highest pay-off for your career and your job search prospects.

2. Set Up a Board of Directors. As you conduct research on companies and individuals, and network online and offline, you will undoubtedly come across established professionals and executives in your industry, as well as up-and-coming colleagues.

Also look for individuals from other industries and professions to cross-seed ideas. Reach out to these people for their suggestions and advice, and form an inner circle of trusted advisors (your board of directors). Then ask good questions, and listen!

Key Hint: You may need to re-configure your board of directors over time as your job functions, job level, and industries change throughout your career.

3. Polish Your Interview Skills. Ask your professional network, as well as your board of directors, for input on best strategies and answers to interview questions, as well as powerful questions for you to ask.

Use technology, including digital / video recorders and Skype, to ‘practice’ and perfect your job interview skills. Select members of your board and hiring managers within your network to role-play with you. Then get feedback from them, and ‘rinse and repeat’ the process.

Key Hint: Interviewing skills revolve around two central areas - content (questions and answers) and delivery (speaking, listening, and body language). Up your game in both areas and you will outshine your competition!

SOS for the Long Job Interview and Hiring Process - Part 2

Susan Guarneri — Fri, 31 Jul 2015 08:31:57 -0500

SCENARIO: SOS for the Long Job Interview and Hiring Process - Part 1 introduced the common dilemma for job-seekers of expecting to hear back quickly with a job offer after an interview, especially when they have been referred to as an ‘ideal candidate’.

OVERVIEW: The job interview and hiring process has nearly doubled in length from 2010 to nearly 23 days long on average in 2014 according to a Glassdoor study. What can a job-seeker do to bolster their prospects in the post-job interview period while waiting for the job offer?

SOLUTIONS:

Research the Decision-Makers. Do not assume the person who interviewed you will make a strong case for you as the must-have candidate to the hiring authorities. Understand these hiring authorities may not include Human Resources but rather key management in the job function area in which you would be hired (e.g., Finance, Operations, Sales, etc.).

Determine who the decision-makers are in the hiring process. Research using Google search ‘strings’ of the department/division management job title + company name, as well as searching on social media sites LinkedIn, Twitter, Facebook, as well as industry-specific publications.

Key Hint: Proactively develop a list of preferred companies and hiring managers throughout your job search.
Expand Your Network. Also search on the company name in your LinkedIn, Twitter, and Facebook accounts to find current (or recent past) employees who may know (or can find out) the names of these key decision-makers.

Likewise, search for industry colleagues in social media accounts as this technique may yield the names of the decision-makers you seek.

Key Hint: Company employees may not only know the names of the key decision-makers, but also may be willing to provide you with an employee referral, which would boost your perceived value with hiring authorities.
Gain Leverage. Reach out to the decision-makers and employees you have found. Follow their Twitter accounts, blogs, and their company Facebook pages, and invite them to connect with you on LinkedIn.

Comment on (with professionalism and industry insights) and share their blog/LI posts via social media, retweet with comments on their Twitter ‘tweets’, develop a connection, and become recognizable.

Then make your case (be concise) with decision-makers for a brief phone, Skype, FaceTime, or face-to-face conversation.

Key Hint: In that 10-15 minute conversation, ask what each of them perceives is the pressing issue the ideal candidate will have to tackle in the first 60-90 days. Then succinctly provide examples of positive results you have gotten with those same issues at previous jobs. Close by confidently asking for the job!

SOS for the Long Job Interview and Hiring Process - Part 1

Susan Guarneri — Tue, 30 Jun 2015 16:52:01 -0500

SCENARIO: The hiring manager at a recent job interview intimated that you were the ‘ideal candidate’ and that you could expect a job offer shortly. But it has now been more than 10 days with no word from him or the Human Resources Department. You really want this job and are just sick and tired of the whole job-search process. What can you do?

OVERVIEW: The hiring process was 22.9 days long (on average) in 2014, which is more than 10 days longer than in 2010, according to a recent Glassdoor study. That is a long time to be wondering about whether or not you will get a job offer, or even a second (or third) interview! Waiting patiently is for passive job seekers. You can do better.

SOLUTIONS: Resolve not to let a terrific job opportunity slip away silently or lose your sanity in the process. These action-packed steps can ensure you are a top-of-mind candidate for this job and many more.

1. Evaluate Your job Interview. Your job interview may not have been as stellar as you thought.

- Did you ask questions that demonstrated a clear understanding of the challenges inherent in the job and the impact of the job role on the company’s bottom line?

- Were you able to supply relevant proof of your past job performance and results, as well as up-to-date training and knowledge that would equip you to handle those challenges well?

- How did you establish your credibility as a unique job candidate for this job?

- Did you sum up the compelling reasons why you were the must-have candidate?

- Did you ASK for the job?

2. Follow-up. Sending a thank-you note (email or snail mail) within 24 hours after the interview is paramount. But don’t settle for the saccharin, meaningless variety.

Instead, reinforce your value as the top candidate with at least 3 examples of how you are the best-fit candidate.

This could include showing how you are a match with the company’s mission and values, have successfully tackled similar job challenges previously, built a deep network of industry insiders or book of customers, solved problems in creative ways that cut costs, improved efficiency, increased revenues, and others.

3. Be More Proactive. While the hiring manager seemed to like you and appeared eager to get you on board quickly, that person may not be the ultimate hiring authority. Who is?

Make it your business to find out who is involved in the final candidate selection. In fact, this is something you could have asked about at the end of the job interview. You will need to ‘make your case’ to all the people involved in the actual hiring decision rather than just one of them (the hiring manager).

Stay tuned for Part 2 of this SOS series and three more action-packed steps, including how to gain leverage with the hiring decision-makers.

Where Is Your Career Path Leading?

Susan Guarneri — Thu, 30 Apr 2015 17:44:06 -0500

PayScale’s Best Jobs for You Tool provides a fun and intriguing launching point for career exploration.

Based on answers to six questions, this career assessment tool shows up to 10 job titles that match with select personality characteristics and work priorities.

It also conveys statistical data about each job including national median pay, degree-level breakdown, gender breakdown, generational breakdown, and more that could prove useful in your career research.

Here is a partial example of one result for one user:

In addition to this tool, you can find reports for the best jobs for introverts, best jobs by location, most recommended jobs, and least recommended jobs.

The methodology of this tool is based on data collected from employees who successfully completed PayScale’s employee survey. Individual results from the Best Jobs for You tool are calculated by a proprietary PayScale formula based on a user’s chosen preferences.

My caution to users: While there is an important nod to select values in the questions, this tool does not provide integrated results on a wide continuum of values, motivated skills, interests, and personality.

View this tool as a starting point for career exploration, preferably with the guidance of a trained professional career counselor or career coach.

The Largest and Best Employers 2015

Susan Guarneri — Tue, 31 Mar 2015 16:14:02 -0500

Forbes’ Best Employers list always garners a lot of attention from the media and from savvy job seekers, as well it should. This year’s listing of the top 500 companies (with more than 1,000 employees) as rated by their employees contains well-known giants such as top-ranked Google.

But another important list – The Largest Employer in Each State – deserves attention as well. Non-profits as well as private and public employers (excluding military bases and federal and state government agencies, with the exception of state universities) were included in the research for this list.

The actual numbers of employees at the largest employer in each state may vary from 8,000+ workers (Hannaford Bros. in Maine) to 156,000 employees (Wal-Mart in Texas). In fact, Wal-Mart is the largest employer in 20 out of the 50 states. The bulk of the remaining 30 states’ top employers include universities and university systems as well as healthcare companies, with a smattering of other industries represented.

Here is a brief comparison of the top 10 Forbes Best Employers, their industries, headquarters location, and number of employees versus the largest employer in each state represented in the Forbes top 10:

Top 10 America’s Best Employers and Corresponding Largest Employer in Each State

Google – IT, Internet, Software & Services – California (47,756 employees)
Largest Employer in California: The University of California system (200,000 employees)

Costco Wholesale – Retail & Wholesale – Washington (184,000 employees)
Largest Employer in Washington: Boeing (80,241 employees)

Marathon Petroleum – Construction, Oil & Gas Operations, Mining & Chemicals – Ohio (29,865)
Largest Employer in Ohio: Wal-Mart (47,000 employees)

The Container Store – Retail & Wholesale – Texas (4,089)
Largest Employer in Texas: Wal-Mart (156,195 employees)

LL Bean – Manufacturing & Retail – Maine (9,000)
Largest Employer in Maine: Hannaford Bros. (8,000+ employees)

Baxter International, Inc. – Drugs & Biotechnology – Illinois (61,000)
Largest Employer in Illinois: Wal-Mart (51,137 employees)

BMW Group – Automotive – New Jersey (110,351)
Largest Employer in New Jersey: Wakefern Food Corporation (35,000 employees)

Shaw Industries – Engineering, Manufacturing – Georgia (22,500)
Largest Employer in Georgia: Wal-Mart (51,000 employees)

Wegmans Food Markets – Retail & Wholesale – New York (43,700)
Largest Employer in New York: The State University of New York (89,871 employees)

Harley-Davidson – Automotive – Wisconsin (6,400)
Largest Employer in Wisconsin: University of Wisconsin system (39,000 employees)

Note: The largest employers in each state are listed based on the actual number of people employed in each state, rather than the total employee roster of each organization regardless of where the employees are located.

For anyone involved in a proactive job search, these two lists contain important data for further consideration. Expanding your job-search research beyond private and publicly held companies to those in state and federal government (particularly state educational institutions) and non-profits could lead to your next career or job!

What Do Employers Really Want?

Susan Guarneri — Thu, 26 Feb 2015 08:57:02 -0600

When you are frustrated or confused in your job search, you may often be asking yourself the question, “What do they (potential employers) really want? Throwing up your hands or shaking your head in wonderment is a brief release, but the nagging question remains.

Well, there may be a partial answer to your question. In a National Survey of Business and Non-Profit Leaders by the Association of American Colleges & Universities (AAC&U):

* Nearly all those [business and non-profit leaders] surveyed (93 percent) say that “a demonstrated capacity to think critically, communicate clearly, and solve complex problems is more important than [a candidate’s] undergraduate major.”

* More than 9 in 10 of those surveyed say it is important that those they hire demonstrate ethical judgment and integrity; intercultural skills; and the capacity for continued new learning.

* More than 75% of employers say they want more emphasis on 5 key areas including: critical thinking, complex problem-solving, written and oral communication, and applied knowledge in real-world settings.

So, the overwhelming focus by the employers surveyed is on these key skills: critical thinking (such as analysis and evaluation), problem-solving, written and oral communication, and applied knowledge with intercultural skills, continued new learning, and ethical judgment and integrity thrown in for good measure.

Have you, as a job seeker or an employee interested in career advancement, shown proof ('a demonstrated capacity…’) that you have delivered results based on at least some, if not all, of these soft skills?

Does that proof abound in your branded career communications (resume, bio, CV, cover letters, LinkedIn Profile, social media profiles, web portfolios, and more)?

Why not?

Three Easy Steps to Salary Negotiations

Susan Guarneri — Wed, 07 Jan 2015 16:05:34 -0600

Salary negotiations can often seem like a thorny, complex topic at best and really uncomfortable or even pushy at times for some folks. In fact, according to a recent Salary Negotiation Study by PayScale, of the 31,000 employees who completed PayScale's Employee Survey between October 1, 2014 and November 24, 2014 only 43% (on average) had EVER asked for a pay raise.

What is interesting about the data is the range within that average percentage. Depending on current salary, gender, age, industry, degree level, generation, and even which state you live in, the percentage can be as little as 31% or as high as 54%. For example, only 31% of those earning $10,000 to $20,000 annually reported having requested a raise versus 51% - 54% of those earning over $110,000 per year.

For anyone feeling challenged about how to negotiate a salary, PayScale has compiled a Salary Negotiation Guide with three easy steps in the process: research, strategize, and negotiate. It also includes an in-depth analysis of the Salary Negotiation Study.

Learn how to successfully navigate the salary negotiation process via 20 articles, written by careers industry gurus, and segmented into the research-strategize-negotiate steps in PayScale’s Salary Negotiation Guide. This 3-step structure can empower you to replicate the salary negotiation process again and again throughout your career.

Why bother? Of those who did ask for a raise, 75% (on average) either got what they asked for or at least some amount of raise; only 25% (on average) got no raise at all. Think about what this could mean for your lifetime earnings!

Grammar and Your Job Search

Susan Guarneri — Fri, 18 Jul 2014 17:23:14 -0500

Words are a powerful component in your job search. They can create a positive impression or a negative one. If you make one or more errors in your resume and cover letter, you stand the very real threat of being eliminated from consideration by hiring authorities.

Conversely, finding the best words to favorably impress human readers could give you an incredible advantage.

Grammarly, an automated online grammar checker that finds and explains grammar,
spelling, and punctuation mistakes in all types of writing, contacted me recently to post the infographic below.

Note: this blog post is not necessarily an endorsement of Grammarly and its services, or the conclusions that they drew in this infographic.

The concept of word frequency in a job posting as an indicator of company values does hold some merit. Certainly the marketing-oriented content (such as an About page) on a company’s website would be an even better indicator.

While Grammarly could potentially be a handy tool in your job search, it is one of many such tools online. There are also professional proofreaders and editors who may in fact do a better job of catching your grammar, spelling, and punctuation errors.

Do your due diligence and look at reviews of Grammarly’s services on Google, Bing, and Yahoo. Then make up your own mind!