Dynamic Careers

Social Media: Your Career Companion, Pt. 2

2011-04-21T10:22:00.000-07:00

While the previous post focused on utilizing Facebook for your career needs, this post will examine how to leverage LinkedIn for this purpose. LinkedIn is not as popular, especially for students and older workers, but it has great potential for job search. The following are tips to consider when using LinkedIn:

1) Create a profile- it is important to develop as full as a profile as possible. While it does not have to be 100% complete, you should include your academic experience, work background, and other relevant information like groups you have joined and your blogs.

2) Make strategic contacts- the power of LinkedIn is in its networking component. The biggest mistake individuals make is to complete their profile, but never link to contacts. Reach out to friends, work colleagues, former supervisors and past classmates. Once you make contacts, it is critical to view their connections. By examining these connections, it will allow you to set up informational interviews with individuals in your fields of interest.

3) Join groups or create groups- by joining relevant professional groups, you can easily increase your network and build further contacts. You can also create your own group and generate active discussions, which will enable you to amplify your brand.

4) Research companies- LinkedIn enables you to search companies of interest, and find out what positions are available and employees who may be connected to you.

5) Search for jobs- most critically for those seeking employment, LinkedIn allows you to search for specific job titles and explore a variety of opportunities.

While LinkedIn provides some fee-based services, their free tools are sufficient enough to master your job search and to bolster your career advancement.

Soclal Media: Your Career Companion, Pt. 3

2011-04-21T10:19:00.000-07:00

The last two posts discussed how to utilize Facebook and LinkedIn for your career advancement and job search. This post will examine how to use Twitter for these purposes as well. While there are plenty of social media tools currently available, Twitter is probably one of the least understood and fastest growing. When it first emerged, many believed that it was a waste of time, and simply a way to catalogue one's minute by minute daily activity (e.g. tweeting out breakfast choices). However, gradually Twitter has proven to become a real time source for breaking news and emerging trends. It is especially a vital source for individuals who are interested in marketing, journalism and other creative industries to showcase their skills and to develop their brand. However, Twitter is an essential job search tool for persons looking to break into any field. As it pertains to job search and career advancement, the following are ways for you to leverage Twitter to your benefit.

1) Follow experts in your field- rather than initially diving into Twitter with your own tweets, it is critical to follow individuals or organizations of note in your field of interest. Whether you are trying to break into marketing, accounting, or journalism, by following key companies or individuals, you will be up to date about current events in your industry of choice. This knowledge will definitely be useful when searching for job opportunities and when you go on interviews. Further companies are now announcing job openings through Twitter.

2) Respond with thoughtful tweets- once you begin following industry leaders, the next step is to respond to their comments with your own insightful responses to their tweets. Such comments can include more information about a particular topic, which demonstrates your grasp of the field.

3) Create innovative tweets- in the Twitter universe, trending topics are crucial. Therefore, once you learn about your field, it will be easier for you to recognize which issues are best to tweet. There are many stories of individuals being hired based solely on the creativity of their tweets, especially in marketing and public relations.

4) Manage your Twitter time- following individuals and tweeting can become addictive, time consuming, and overwhelming. Therefore, you should allot a certain amount of time during the day or the week to these activities.

While social media is a powerful method to add to your career search repertoire, it is only one strategy to utilize in your job search and career advancement process. Ultimately, the key is to use all networking options available to you, and to be consistent in doing so.

Social Media: Your Career Companion, Pt. 1

2011-04-06T06:15:00.000-07:00

The recent jobs report reflects a modest level of optimism. However, the economy is far from robust, and the number of people seeking employment is still unjustifiably high. There is still about 5 individuals for every job opening. My clients typically ask me about how to stand out in such a crowded field. The old ways of job hunting are long gone. Searching online job sites is a road to nowhere. While it may be useful to send some resumes out cold, the bulk of your job search activity should be networking. A still underutilized and not fully understood resource is social media. While most people are familiar with Facebook, rapidly emerging sites such as LinkedIn and Twitter can also provide opportunities for you to amplify your brand and land a position. College students and older workers still do not use LinkedIn in large volumes and many still do not recognize that Twitter is more than just reading a minute by minute update of a person's life. Therefore, the following is a quick primer about how to use Facebook as a means of developing your career and finding jobs.

Facebook is by far the most popular social media site online. However, is not fully managed as a career portal. Many individuals are spending too much time socializing and not appropriately networking on Facebook. Rather than view it as solely a means of reconnecting with your 8th grade classmates, it is critical to view Facebook as a key tool in your career development process. Here are the keys to using Facebook effectively as a career resource:

1) Personal Brand Development- construct a brand on Facebook which is one of a professional in your field. Clean up posts, Wall comments and pictures that will not put you in the best light possible.

2) Professional Connections- join career-related groups on Facebook and utilize apps (e.g. Business Card or Jobvite) which are useful to your professional development. Further, becoming a Fan of companies in your area of focus (e.g. Ernst & Young for accounting professionals) or publications of import to your field of interest will enable you to gain a competitive advantage. By following a company as a Fan, you may be the first to hear about events or job opportunities via their Facebook page. Also, as a Fan you may be able to post thoughtful comments on their Wall, which enables you to develop your brand as a well informed and enthusiastic professional.

3) Key Career Updates- your updates should emphasize your career image and some of your future work goals. These small steps can pay immediate dividends as you attempt to navigate the increasingly treacherous job search terrain.

You're Hired: Improving the Job Search Application Process, Pt. 2

2011-03-17T08:42:00.000-07:00

In my last blog post, I discussed how job candidates could simplify the job application process. This post now examines the role of employers in improving hiring practices.

Employers

1) Write clear, concise job descriptions- to attract the right candidates, it is important to be explicit about the job duties and the ideal qualities your company is seeking. Vague or too broad job descriptions will cause a flood of unqualified or inappropriate candidates to apply. The clearer you are about the job description, the higher the probability that you will land the best fit candidate.

2) Post salary information- since it is an employer’s market, many companies no longer feel it is necessary to post salary information, which is a mistake. In order to recruit top flight talent, you should be transparent about the salary range, because although it may not be the only motivating force, it is a consideration for quality candidates. While many companies are reluctant to set a target salary, for fear of losing negotiating leverage, it is important to set a specific range to attract the best applicants.

3) Set realistic timelines for the interview process and keep candidates updated- another way organizations lose great potential employees is by mismanaging the interview process. If you intend to lengthen the application to hiring process, it is crucial that you are intentional about informing candidates. Stringing along interested candidates will not be conducive to maintaining good morale if they are finally hired. It is essential to be respectful to candidates in the process and to afford them the same level of consideration you would want for yourself.

4) Follow through with all interview candidates- many of my clients have lamented the fact that prospective employers fail to notify them of the status of their application, after their interview. Although it may be challenging, especially since many HR departments have been decimated during the recession, it is worthwhile to follow up with candidates who have interviewed. Even a simple form rejection letter is better than no response. By doing so, it engenders good will and enables you to keep quality candidates in your potential applicant pool.

By managing the application process better, both candidates and employers can improve future work conditions and increase the efficiency of hiring talent.

You're Hired: Improving the Job Search Application Process, Pt. 1

2011-03-03T10:39:00.000-08:00

As the economy begins to improve, the opportunities for job applicants should increase. It is however, still an employer’s market. While job candidates have complained about the lack of adequate job openings, many employers have lamented the dearth of qualified applicants for positions. The following are tips for job candidates to improve the job application process, and enable the right fit to occur for all parties involved.

Applicants

1) Only apply for positions for which you qualified- it is a waste of your time and that of recruiters if they have to review an application which does not meet the minimum qualifications. Since it is currently an employer’s market, they have the opportunity to be very selective. Therefore, if the position requires a bachelor’s degree and 3-5 years of experience, make sure you fit those qualifications. Further, it may not be useful for you to apply to positions for which you are overqualified. Job search desperation can lead a lawyer to apply for a clerical position. Or a marketing manager to apply for a retail sales job. However, many employers will examine such an applicant cautiously, and may be reluctant to even grant you an interview. The reason that employers are loathe to hire overqualified candidates is their fear that once a position which better suits your skills and experience emerges, you will leave their company. Therefore, if you are applying to a position for which you seem overqualified, you must make the argument about why it is a potential good fit (e.g. you are a career changer) for both you and the prospective employer.

2) Have your resume reviewed by a professional before sending it- a poorly formatted resume or one filled with typographical errors is inexcusable and can severely damage your candidacy . It is imperative that you have a professional or a trusted confidant meticulously review the resume. If you are sending it via email, make sure that it is formatted as a .pdf document, so that the formatting remains intact.

3) Follow instructions- some candidates believe that more is better. Generally, the opposite is the case. A recruiter is not interested in reading more materials than necessary. Therefore, don’t send essays or transcripts unless asked. Also, make sure to send the application in the method requested (e.g. via email).

4) Meet deadlines- if the recruiter notes that the deadline is March 15th, do not send it in on March 17th with a note apologizing for its lateness. First impressions are critical, and since employers have plenty of applicants to review, you want to stand out for the right reasons, and missing deadlines is not one of them.

5) Be cognizant of salary requirements- some prospective employers will ask for salary requirements. You should be aware of the salary range of the position. Utilize your networking contacts to get a sense of the appropriate range. You can also use sites such as salary.com to explore the standard market range for a position. Your range should fit the employer’s range, with room for negotiation. Submitting salary requirements that are $15-20,000 above the range may automatically eliminate you from a candidate pool.

Next Blog Post: Tips for Employers

Career Conflict: Overcoming the Fear of Decision-making

2011-02-17T20:25:00.000-08:00

Many individuals who are considering a change of career or job end up being paralyzed by the fear of making such a big decision. Some of my clients state their belief that they will make the wrong decision, and ultimately suffer irreparable consequences. The reality is that it is critical to make well informed and thoughtful career decisions, but generally, there may not be a right or wrong decision. Rather it is about better or worse decisions. That is, no matter what decision you make, there will be ramifications, but usually you can recover from more negative outcomes. The following are some tips to assist you in overcoming your fear of making an important career decision:

1) Determine if you are undecided or indecisive- being undecided means that you have not fully explored your options and need more information or time to make a decision. Being indecisive means that although you have the necessary information, you are either ambivalent about making a career or job shift, or lack confidence in your decision-making. Whether you are undecided or indecisive, meeting with a career coach may improve your decision-making confidence and enable you to transition to a more satisfactory job or career.

2) Identify the information gap- if you are undecided, you may require more data about best-fit career alternatives. Use resources such as the Occupational Outlook Handbook to explore job duties, training and education needed, salary, and future outlook of potential options. You can also utilize salary.com and Glassdoor.com to further assess possible earnings for these opportunities. Further, by meeting with a career expert, you can complete some career assessment tools, which will identify your interests, values, skills, and work-environment preferences to develop a list of the best jobs or careers for you.

3) Consider the disadvantages and advantages of any career or job change- while it may seem appealing to leave a job in which you are unhappy, you must explore the alternatives. Some people impulsively leave an adverse situation, and unfortunately, can end up in an even worse one. Or others remain too long in a dead end job due to a lack of confidence in finding a better opportunity. It is crucial to fully examine both the pros and cons of any potential move, which should enable you to make the best informed decision possible.

4) Understand your risk tolerance- any career move entails a level of risk. Therefore, it is important to consider how risk averse you are and how it may impact your decisions. If you are relatively risk averse, you may need stronger assurances that your career or job change will result in positive results.

5) Network and seek consultation- find people who may have experienced the same transition you are considering. By networking and discussing your options with individuals who have successfully made a career or job change, you can bolster your confidence in your career planning. Such consultation will provide you with the knowledge and the skills needed to obtain your ideal job or career, and allow you to overcome the fear of decision-making.

If you are unsatisfied in your current position, the time is now to seek an opportunity that can bring you career satisfaction and stability!

The Golden Tickets: Leveraging Employee Referrals and Emerging Job Opportunities

2011-02-03T20:22:00.000-08:00

The winter doldrums may have slowed down your job search or your decision to switch careers. However, whether you are searching for a job, intend to change careers or want to advance in your current job, now is the time to recharge your career! The issue which typically prevents people from acting on a career change is the uncertainty of where to start the process. There are two key factors to consider when beginning the career change or job search process. First, it is important to understand where the emerging opportunities are. A recent article in the NY Times indicated that contrary to popular belief, transportation, automotive, construction and manufacturing job openings increased exponentially from the year earlier period. As to be expected, there was also growth in the finance, technology, and healthcare fields. Further, hospitality and real estate opportunities also increased, while job openings in media decreased. Thus, by recognizing the growth areas for employment, you can match your interests, skills, and job search strategies accordingly. The other factor to understand is that employee referrals remain as one of the most preferred methods for recruiters to find ideal job candidates. A feature in Workforce Management indicated that 88% of employers identified employee referrals as their number one source of above average candidates. This data suggests that it is crucial to cultivate your immediate contacts and to expand your network. It is crucial to know that since many organizations provide incentives to employees for recommending job candidates, such referrals are a win-win for you and your contact. Thus, reach out to your friends, family, former colleagues, and past supervisors to find out about possible referral programs and how to break into the best fit opportunity for you. Leverage the power of networking and your knowledge of job opportunities, and you will be able to make 2011 the year of dynamic career change.

The Future is Now: Emerging Job Opportunities

2011-01-26T19:14:00.000-08:00

During his State of the Union address, President Obama discussed a new vision for the future, challenging U.S. citizens to maintain our global competitiveness. The push to overcome the recession and begin sustained job growth will depend on our ability to innovate and to develop new job opportunities for the millions still unemployed and underemployed. If you are considering a career change or are seeking a job, it is critical to understand where the emerging options for employment are. For instance, President Obama talked a great deal about green or renewable energy projects. While the opportunities in green or renewable energy may not immediately be evident, several projects around the country have demonstrated how jobs are created in these fields. For instance, in New York City, the mayor recently announced a partnership with several universities and building owners to promote the development and commercialization of green building technologies. The initiative will encourage building owners to participate in projects to make their buildings more energy efficient. Such initiatives will result in a variety of jobs, including in the areas of construction, marketing, accounting, information technology and finance. Also, a recent hot jobs list indicates that healthcare, management, education, and information technology are some of the areas with the highest projected growth in the next five years. While you may feel that you have no skill or interest related to these fields, it is critical to understand that there are a myriad of roles that you can pursue within them. For example, while you may not be interested in becoming a teacher, there are plenty of job openings for accounting, management, and finance in education-related organizations such as schools and colleges. While studying medicine may not be attractive, there are many positions for computer specialists and administrative aides in healthcare organizations such as hospitals and clinics. The job market is slowly rebounding, and it is crucial that you identify the areas of projected growth, while pursuing the best fit options for yourself.

Achieving Your Career Dreams in the New Year: 5 Simple Steps!

2011-01-11T06:01:00.000-08:00

A new year brings new-found hopes and possibilities. Let’s make 2011 the year that you supercharge your career! Whether you want to seek a promotion, pursue a career switch, or start your own business, the following tips will enable you to reach your career dreams.

1) Assess your career situation- think about how satisfied you are in your job and career. Do you feel that you deserve a raise? Is it time to make a job or career change? Have you considered starting your own business? Examine your current career situation and what you might wish to change in 2011.

2) Develop SMART goals- I am often told by some of my clients that they don’t set goals, because they never reach them. I generally tell them that the reason they do not reach their goals, is because they may not have been SMART, as in Specific, Measurable, Attainable, Realistic, and Timely goals. For instance, rather than say, “I want to make more money this year,” develop a SMART goal which says “I would like to ask for a 10% raise in 6 months.” The raise request is Specific, 10% is Measurable, Attainable and Realistic (if there is a history of such raises in your company), and 6 months makes it Timely. Research indicates that people who set and share their goals are more successful than those who do not. I encourage you to develop 3-4 SMART career goals this year to guide and motivate you.

3) Consider the barriers to your goals- think about what may prevent you from reaching your goals. Is it lack of motivation or commitment? Poor financial planning? Not enough support from friends and family? Once you identify the potential roadblocks to your career advancement, you can create a strategy to overcome them. Be honest about your willingness to change your life and confidence to do so. If you need assistance, seek support from a career coach or trusted mentors.

4) Take action- once you have developed your SMART goals, and created a strategy to defeat potential pitfalls, it is time to act. A career switch may entail going back to school. A promotion may require you to apply internally for positions or to construct an argument with your supervisor outlining the reasons for such a move. Whatever your goals, you must implement a plan to gauge your success.

5) Evaluate the goals- once you take action, the final step is to evaluate your success or lack thereof. By understanding the steps you took, it may mean modifying your SMART goals or creating new ones.

A new year is filled with endless opportunities. Now is the time to begin the journey to advance your career life and to achieve your dreams by utilizing these five simple steps.

Taking Inventory of Your Career

2009-12-28T19:19:00.000-08:00

As 2010 appears on the horizon, and you start to consider your New Year’s resolutions, now is the perfect time to take stock of your career progress, by reviewing the past year and planning for the next 6-12 months. A new year typically brings renewed optimism, a sense of hope and boundless possibilities. Thus, it is a great opportunity to reflect on your career. Your career is a living, breathing entity and should be treated as dynamic. Completing an inventory of your career will benefit you as you think about the goals accomplished and the ones you wish to pursue in the upcoming year. The following are some tips to consider as you complete your career inventory.

1) Accomplishments- it is critical to catalogue your accomplishments over the past year. Did you lead a successful project? Did you publish in your field’s premier journal? Were you recognized for a great idea which boosted your company’s bottom line? Identifying your accomplishments during the past year will enable you to think about your strengths and allow you to plan your goals for the upcoming year.
2) Goal Setting and Review- what career goals did you set for yourself during the past year? Did you accomplish them? If so, how did you do it? If not, what prevented you from accomplishing them (e.g. lack of confidence, fear)? Did you set any goals? If you did not, you might wish to consider why you did not do so. Some say they do not set goals, because they never achieve them. The issue oftentimes is that the goals set are not realistic (e.g. get a corner office by the end of the year). Goals are important as a guide to progress and should be SMART (specific, measurable, attainable, realistic, and timely). This may be the year to seek a promotion or a job change. You may be aiming for a raise or more responsibilities in your current position. Think about setting 2-3 short term (2-3 months) goals and 1-2 long term (6-12 months) goals for the coming year and make sure to evaluate your success in reaching these goals by the targeted date.
3) Career Dreams- what career dreams do you have? Want to own your own restaurant or day spa? Build your nonprofit institution? Launch a career in a green industry? Transition into a job as a counselor or a college instructor? Begin to think big about your career path. Aim high and out of the proverbial box and contemplate what it will truly take for you to get there (e.g. capital, more education or training, a detailed business plan). It may seem unfeasible or unattainable, but with a focused plan, you may be able to make your career dreams come true.

Solidifying Your Brand: Mastering Your Personal Pitch And Beyond

2009-12-20T13:49:00.000-08:00

Marketing professionals often discuss the power of branding in almost religious terms. The more a company is able to imprint a product or service into the consciousness of consumers, or brand it, the more likely people will buy the product or service. This notion drives most marketing and advertising efforts. From Google ad banners for legal services to posters on the side of buses for television programs, branding is ubiquitous in our daily lives. From restaurants to sports teams to entertainment companies to financial services organizations, branding is one of the most important elements of a company's marketing campaign.

The principles of branding have now extended into the world of career development and organizational advancement. Individuals have been encouraged to brand themselves in order to distinguish their skills and experience from that of their competitors. The economic downturn further emphasized the value of branding, as job candidates struggled to separate their resumes from the deluge of applications which flooded the inboxes of human resources professionals.

The difficulty many job candidates and entry level employees face, however, is that while they understand the importance of branding, they do not comprehend how to practically apply it in their resumes, during their interviews, and in their current work environment. The following are some strategies to utilize when attempting to brand yourself.

1) Brand your resume- your resume is one of your main branding tools. Therefore, it should be a clear narrative about who you wish to be, not only who you were or what you have done. If you are a student or a career changer, you should highlight the skills and experience which are most relevant to the job or career you are exploring. The common mistake job seekers make is to solely catalogue their past experiences, with no strategy in terms of how they discuss particular skills (e.g. communication, problem solving, etc.). The recruiter wants to be able to make the easy link between your resume and the position to which you are applying. You do not have to pay a so called "expert" $400 for an ideal resume. Rather, you should work with a reasonably priced career counselor ($70-$250 an hour) or even the career services office of your alma mater to seek assistance with branding your resume appropriately.

2) Master your personal pitch- the personal pitch is a 30 second to 2 minute infomercial about yourself. It is an opportunity during a networking event, a job fair, or an interview to enable the recruiter or networking contact to remember you and your career goals. The pitch should include your skills, experience, career goals, and an interesting point about yourself. While the goal is to be memorable, the personal pitch should be suitable for enhancing your professional identity. While it may seem interesting to you that your hobby is playing fantasy football, if you are not able to articulate its relevance to your skills and the job's duties, you will be memorable for the wrong reasons. The message behind your pitch should be consistent. For instance, if you are applying for a management position, you should accentuate your leadership and problem solving skills by discussing past experiences and your philosophy of leadership, while giving a distinct example.

3) Utilize social networking and blogs to build and maintain your brand- as Facebook, LinkedIn, Twitter, and blogging have become part of our professional lexicon, it is critical that you keep your brand active and consistent across all platforms. Your profile and your messages should demonstrate the brand you want to be in the public domain. In the Google age, it is essential that you are aware of what identity you have established on the internet and to control your message.

4) Develop your brand through your documented workplace accomplishments- if you are seeking to advance your career, you must be able to demonstrate your brand and how it will bring value to your company. Volunteer for high profile projects, generate cost saving ideas, or join essential committees or workgroups. If you do not receive annual performance reviews, ask for an informal one to understand how your brand is being communicated in your workplace.

5) Constantly evaluate your brand- your brand is dynamic and should not remain stagnant. It is vital that you work to further develop it by networking and modifying your brand based on honest feedback from peers and trusted advisors.

Branding, while seemingly a simple idea, should be well thought out and be executed skillfully. It may be the difference between securing a job or a promotion and being left behind in the career advancement marathon.

Improving Your Job Candidacy By Strengthening Your Leadership Skills

2009-12-06T15:24:00.000-08:00

Although the recent U.S. unemployment numbers indicate a slight decline in the amount of jobs being shed, there is still intense competition for jobs. While networking continues to be an important tool in securing job leads, another critical component of improving your candidacy is to strengthen your leadership skills. As companies are faced with severe financial constraints which may prevent them from investing more in leadership programs and training, employers need candidates who demonstrate leadership skills and are able to immediately contribute to their bottom line. Leadership can be hard to quantify and conceptualize yet it is an element which many fail to address in developing their resume, unfortunately to their detriment. Therefore, if you are currently a student, a recent graduate, or even an early or mid-career professional, the following are tips which will enable you to bolster your leadership skills and to fortify your job prospects.

1) Understand your feelings about leadership- sometimes individuals believe that leaders are born and not made, and feel that they are not meant to be a leader. The reality is that while some may take to a leadership role more naturally, anyone can be a good leader if he or she is able to be fully aware of their leadership strengths and challenges. However, when given opportunities as managers and supervisors, some never consider their feelings about leadership and have difficulty in these roles. There are a plethora of leadership models to consider, yet the most crucial areas to initially assess are your interpersonal, communication, and analytical (problem solving) skills. All good leaders have superior competencies in these areas and if you struggle with any of them, it is important to remediate it. Most essential, you must first recognize whether or not you wish to be a leader at all. Some people say, "I don't want to be a leader, because if things go wrong, it falls all on you, and I don't want that responsibility." While it is indeed true that leadership is a risky endeavor, the reality is that career growth typically involves progressively advanced leadership roles and duties, and if you are unwilling to take up such duties, your employment prospects may be limited.

2) Practice your leadership skills through formal and informal roles- if you are a student, join a student club or organization and seek to contribute as an officer or as an active member. By serving as the president, vice president, treasurer, or even secretary you can gain valuable experience managing others, delegating authority, handling conflict, and addressing many other leadership tasks. If you are a recent graduate, join professional associations in your field of interest, and take advantage of mentorship programs in order to learn from more experienced colleagues. If you are currently employed, as an early or mid-career professional, in addition to actively participating in professional organizations, look to take up leadership roles in your place of employment. On a formal basis, agree to mentor entry level employees, explore training and leadership programs, and participate in organizational committees or workgroups. Informally, you can also mentor less experienced workers, be a sounding board for colleagues, and seek additional duties which may go beyond your job description.

3) Use self-assessment, training, and coaching to identify your leadership style and preference- we all have different leadership styles and preferences, and it is crucial to recognize your strengths and challenges. Taking leadership assessment tools such as the Myers-Briggs Type Indicator (MBTI) and the Fundamental Interpersonal Relations Orientation (FIRO-B), administered and interpreted by a qualified professional, can allow you to understand your preferences in decision-making, control, inclusion, and communication, among many critical leadership factors. Hiring a career or an executive coach can also enable you to modify your leadership approach and have an objective resource for feedback and consultation. All leaders invest in their growth and development, and securing such a coach will certainly enable you to heighten your leadership profile. In addition, organizations such as the Center for Creative Leadership provide comprehensive leadership training for individuals which can often be paid by your companyl.

4) Seek feedback about your leadership- if you are currently a supervisor, director, manager, or are in another leadership role, it may be beneficial to get feedback from both your direct reports and your own immediate supervisor about your leadership style. Such feedback is called a 360-degree (multi-rater) assessment, since you are receiving data from multiple sources and you are figuratively in the middle of the circle. Although it may be difficult to hear such feedback, it can truly be valuable in your career advancement and in recognizing how to launch your candidacy or your own promotional prospects to the next level. Good leaders welcome such feedback and leverage it to their competitive advantage.

5) Create a leadership plan of action- take stock of your current position in your company or in the labor market as a whole, and develop a plan in terms of where you wish to be in 2-5 years by creating short and long term goals, and how you will reach these goals. It is crucial to not remain stagnant in your leadership development but rather to be dynamic in your leadership planning.

Take advantage of all opportunities to sharpen your leadership skills to become a more attractive candidate. It will prove to be the best decision you make for your career advancement.

The Future of Employment

2009-11-24T17:37:00.000-08:00

How do we measure change? Unemployment continues to rise yet economists have stated that the economic stimulus package has worked. The consensus is that the success of the stimulus was based more on saving jobs rather than creating new ones. However, does that consensus help the laid off teacher’s aides in New York City, or the states across the country that have reported that their jobless rates have increased in October? As easily as we throw around statistics, I think we can also lose sight of the painful cost of the recession; the family forced to seek food from a soup kitchen because both parents are underemployed, the students unable to attend college due to lack of funds. The time has come for policy makers, elected officials, and career experts to create opportunities that will truly ease the pain of so many suffering from lack of employment. The time is now for big ideas.

Genuine job creation is the next step in restoring consumer confidence and rebuilding our economy. While saving the jobs of teachers and other civil servants is admirable, the economic health of our country will not improve unless more Americans are employed. So how do we make this happen? Quite simply, jobs are created by either the private sector investing in workers or by the government developing new opportunities for its citizens to work. Since small businesses and major corporations have still been reluctant to hire en masse, the onus for job creation dutifully falls to our government. While a New Deal type jobs program focused on infrastructure development, renewable energy, and biotechnology may seem beyond the reach of federal, state, and local administrations, it is most certainly one of the best strategies to boost our economy.

Let’s use New York as an example of the innovative programs that can be created to stimulate the economy. For instance, New York Governor David Paterson announced that stimulus funds would be utilized to expand the biotechnology industry in the state. Such plans would allow New York to attract and retain lucrative bioscience companies, contributing to both the state’s tax base and employing hundreds of workers. Mayor Bloomberg also discussed the importance of diversifying the economy of New York City, to no longer rely so heavily on the volatile financial services industry. Part of this strategy will be to increase manufacturing and distribution jobs, while also focusing resources on health-care jobs, which seem to be recession-proof.

It is evident that a paradigm shift must occur, wherein policy makers and elected officials truly make a sustained commitment to renewable energy, the so called green economy, while fully investing in education and training for all members of the population. For example, the hardest hit by the recession are those individuals who are lower income, and who have less than a college degree. A truly innovative plan about how to include these individuals in the economic recovery has been by proposed by the Dubois Bunche Center for Public Policy at Medgar Evers College (City University of New York). The so called Thurgood Marshall Plan would create Recovery Neighborhoods which would enable urban centers to receive the necessary resources to benefit those most in need of assistance. It is a revolutionary plan, which challenges government to direct funds to areas which are not typically the recipients of such largesse. Similar to the Empowerment Zones of the 1990s, these Recovery Neighborhoods would be zones of development, spurring trade union-employer partnerships, reinvigorating the apprenticeship system, an important gateway to stable, well paying union jobs, and allowing students with a Regents diploma to transition into possible unionized green jobs. It is a bold idea and one that warrants more attention.

The future of employment will no longer be solely dictated by tax cuts for businesses to seemingly stimulate job growth. Such strategies have failed to lift those most in need out of unemployment or underemployment. Therefore, the future of employment will include innovative jobs creation proposals, enabling all segments of our society to be gainfully employed and to be able to contribute to the financial health of their country.

Career experts such as myself can contribute to the economic recovery and proposals such as the Thurgood Marshall Plan, by assisting policy makers and government officials in implementing such programs, developing appropriate training opportunities, utilizing career assessment tools to identify best fit job options and providing guidance about job readiness skills (e.g. interviewing, resume writing, career transitions, etc.). We can no longer afford to wait for the private sector to act, the time is now for all concerned to engage our governmental officials in a dialogue about taking bold steps to get more Americans working. It is both a moral and fiscal imperative.

Career Counseling/Coaching: Misconceptions and Ultimate Truths

2009-11-17T18:36:00.000-08:00

A recent article in the New York Times seemed to oversimplify or even invalidate the process of career counseling. When discussing the services of one of the counselors with whom she met, the writer noted “mostly he offers conversation, in packages ranging from four sessions to 26 sessions.” Such a suggestion basically devalues the true potential of career counseling. Genuine career counseling or career coaching, as some refer to this process, is more than a “conversation” with a career professional. It is a focused process of assisting an individual identify career challenges and to develop a plan to overcome those challenges. For some it may mean changing careers, for others it may involve how to advance in their current job. It should include an initial assessment of the client’s needs, followed by an analysis of the best approaches to help the client (e.g. vocational testing), and then finally developing a plan of action for the client.

Unfortunately, while the writer’s ignorance is all too commonplace, it is also a reflection of career counseling’s identity crisis. Unlike other professions, which require practitioners to possess a license to ensure some level of quality assurance for the consumer (e.g. psychology, law, medicine), career counseling is not a protected title. This means that anyone can hang up a shingle and call himself or herself a “career counselor” or “career coach.” Unfortunately, this results in very uneven outcomes for clients. During this economic downturn, consumers are even more susceptible to individuals willing to take advantage of desperate people by promising unrealistic career counseling results and charging exorbitant fees while doing so. It is vital to recognize that a good career counselor or coach will enable you to get to the next level of your career development. Many people feel that career development is an accidental process, where one just ends up in a particular career or job. The reality is that working with a career counselor will enable you to increase your probability of career and workplace success and satisfaction. From finding the best fit career to understanding how to network for promotional opportunities, quality career counseling has been proven to be effective in helping people advance their careers and improve their lives. But one must be extremely careful when selecting a career counselor. The following are some tips about factors to consider to ensure that you find the best career counselor or career coach possible.

1) Credentials- my bias is that a licensed psychologist with a specialization in career counseling would be the most qualified career counselor. Many great career coaches are not licensed psychologists but are rather industry veterans who can provide technical knowledge (e.g. resume writing and interviewing skills) and industry expertise which are extremely useful for basic career counseling concerns. However, sometimes an individual is stuck in his or her career due to more underlying psychological concerns (e.g. lack of confidence, anxiety, depression, etc.) rather than lack of knowledge about an industry or how to do a resume. A licensed psychologist would be able to make a valid assessment about the psychological barriers which may be impacting the career concerns of an individual. Since work is inextricably linked to an individual’s personal identity, it is important to consider a holistic analysis of the factors influencing a person’s career development. Again, I am not denigrating the talents and contributions of non-psychologist career counselors but rather enabling the consumer to think about his or her needs from a more expansive perspective. What is most important is to find a reputable career counselor or coach. Many good career counselors and coaches can be found at the National Career Development Association (www.ncda.org) directory.

2) Knowledge and use of standard vocational assessment tools- while a licensed psychologist would be able to diagnose subclinical or clinical issues which are adversely affecting an individual’s career development, he or she should also have expertise in career counseling work, including the ability to administer and interpret widely utilized vocational assessment tools such at the Myers-Briggs Type Indicator, the Fundamental Interpersonal Relations Orientation (FIRO-B) leadership profile, and the Strong Interest Inventory. Such tools add value to the career counseling process and can inform the career counseling experience for clients. If you are working with a career counselor or coach, he or she should be qualified to administer these protocols and should use the actual, psychometrically tested measures not invalid, unreliable approximations found on the internet or developed by the practitioner.

3) Right fit- the writer of the New York Times article was correct in being able to visit more than one career counselor when searching for the best fit for her needs. You should feel comfortable with the career counselor and you should have a conversation about the expected outcomes and the career counseling process before you commit to the career counseling relationship. If you do not feel it is a good fit, you should feel free to discuss your issues with the counselor and either work through the concerns with your counselor or mutually agree to find another counselor.

4) Patience and a realistic timeline- career counseling has been unfairly labeled as a “test’em and tell’em” approach, wherein the counselor and client meet for 1-3 sessions and the counselor solely interprets the results of the client’s vocational tests and then sends him or her off to the identified career path. Career counseling in the 21st century is more complex than this outdated approach. Therefore, although I noted that fit is important, one should be patient enough to work with the career counselor for at least 3-4 sessions before making a decision about changing counselors. Career counseling is a PROCESS, and as such, can take several sessions over a 2-6 month period. It is critical that you are always aware of the goals for career counseling and to check in that the career action plan still suits your needs. However, you should also make a wholehearted commitment to the process and work to reach your desired results.

During the economic downturn, both individuals and organizations are acknowledging the benefits of career coaches and career counselors in improving the career outcomes and work productivity of individuals. Such services can help companies increase their bottom line and grab more market share, while allowing individuals to improve their marketability and diversify their options. Hopefully, more companies and individuals will recognize these advantages and seek such assistance in the near future.

Career Advancement for Introverts

2009-11-12T18:47:00.000-08:00

Do you feel invisible during meetings? Do you feel drained after a presentation? Do you prefer emailing colleagues rather than stopping by their offices or cubicles to chat? Are you more likely to ask for some time to reflect on a question posed to you rather than answering right away?

Well, you if you answered “Yes” to more than one of these questions, you may be an Introvert, according to the Myers-Briggs Type Indicator ® (MBTI®). As conceptualized by the MBTI®, a widely respected assessment tool, used for a variety of functions in organizations from team building to conflict management to leadership development, an Introvert is an individual who is more focused on his or her inner world of ideas and impressions and gets energy from solitary activities (e.g. problem solving in their own office). Extroverts, on the other hand, are energized by the outer world of people and things. They tend to think out loud, are very active during meetings, and are adept at promoting their work. As one may expect, in American society, Extroverts tend to outnumber Introverts. As such, Introverts can be misunderstood, and may be erroneously viewed as disengaged, lacking assertiveness, having poor leadership skills, and not being a high potential candidate. Therefore, many Introverts struggle to have their work recognized and appropriately valued, due to their lack of self-promotion. They tend to feel that their work should speak for itself, and fail to do the necessary networking for their career advancement. Unfortunately, this can lead to Introverts being stuck in their career progress, and missing out on promotion opportunities.

The reality is that networking does not end once you begin your job. In order to advance in your chosen field, it will be important for you to continue to build connections with colleagues, supervisors, and other stakeholders (e.g. customers, clients). The Myers-Briggs® does not place judgment on type, and asserts that all types are needed for a productive workplace. However, if you are an Introvert working in a predominantly Extroverted environment, it will be important to stretch yourself, and to utilize your non-dominant type (i.e. Extrovert) to benefit your career. The expectation is not that you will become an Extrovert, but rather you will push yourself to be a bit more Extroverted. The following are some tips for Introverts to ensure that they will increase their visibility and value, while protecting their Introverted needs.

1) Be more vocal during meetings or when working in groups- it is important to be heard so that people know who you are and you are able to develop your brand. Introverts benefit from preparing ahead of the meeting or workgroup. Therefore, think about some key points you may wish to make and write them down beforehand. This will allow you to feel ready to contribute. If new critical issues emerge during the meeting, it may be useful to return to your office, gather your thoughts, and then send out a follow up email to your colleagues.

2) Engage in small talk- you may never be the first person at the water cooler on Monday morning to debrief your weekend, but you should be more open to engaging your colleagues in conversations about weekend activities, family, etc. Take a genuine interest in their lives and be willing to share appropriately with them. Although we would like to believe in the idea of the meritocracy, the harsh truth is that the most competent persons are not always the ones who are promoted. Rather it may be the most likable and personable one who advances.

3) Be more accessible- simply keeping your door open, or going to a colleague’s office or cubicle rather than sending off emails will positively impact your visibility and presence. Consider going to lunch more often with your co-workers as well. You may not transform into a social butterfly, but you will definitely bolster your profile.

4) Document your accomplishments and think about your areas for growth- if you are regularly evaluated, take the time to engage in a discussion with your supervisor about your strengths and explore your professional needs. If you are not evaluated, ask for an opportunity to discuss these issues formally with your supervisor to clarify your work role expectations and the steps to take to move up in the organization.

5) Find your alone time- as an Introvert, it will be essential that you also take the opportunity to recharge your batteries and set aside some time for your Introverted needs. It may be checking your emails at the beginning of the day, or winding down and reflecting on the day’s events at the end of your work schedule. Make sure that you have your “thinking” period or “alone” moment to benefit your personal and professional health.

Going Global in Your Job Search

2009-10-27T08:45:00.000-07:00

As the U.S. economy continues to slowly recover from a debilitating recession, many Americans are still experiencing the pain of unemployment with no solution in sight. While economists insist that the recession is over, businesses are still hesitant to hire, leaving hundreds of thousands off the payrolls. After numerous career fairs, workforce center seminars, and endless networking meetings, it is understandable that unemployed workers are feeling frustrated and a bit hopeless. Therefore, it is evident that securing employment may require more creative approaches. One of the options to consider is expanding your search into the global job market. Many are loathe to change their routine, feeling bogged down by falling home values, concerns about interrupting a child's educational progress, and the fear of having to start over. However, the reality is that there may be more opportunities abroad for you than are currently available in the U.S. While many global economies also were adversely impacted by the recession, some have rebounded and are actively hiring. if you are willing and have flexibility to explore a global job search, here are some things to consider:

1) Identification of current skills- it is critical that you assess the skills which will benefit a global organization. Obviously, skills such as problem solving, communication, interpersonal, and leadership skills are most valuable, and technical skills (e.g. accounting, financial analysis, management, etc.) must also be assessed to best frame your candidacy.

2) Assessment of skills/knowledge needed- being able to speak more than one language, while not a prerequisite for global employment, will definitely strengthen your candidacy. Also, understanding the business cultural norms of both the company and the country to which you wish to move will be another area to address. Finally, how the use of your technical skills may need to change based on the country of choice should be clarified. For instance, accounting practices may be slightly different in another country compared to those of the U.S.

3) Companies of interest- one way to work globally is to secure employment with a U.S.-based company which has branches around the world. Another option is to work for an international company which recognizes the benefits of U.S. workers. For instance, emerging countries such as India, China, and Brazil are eager to expand their global reach and many companies in those countries have begun to hire American workers. Utilizing a global search firm may be useful in such a process, but be careful of scams and exorbitant fees related to organizations or individuals trying to exploit those desperate for employment.

4) Legal and other cultural issues- working abroad may require obtaining a work visa and other related legal concerns. It is essential that you are well briefed on such issues before making a decision to accept employment. Unfortunately, there are instances where an individual moves overseas, initially obtains employment on a provisional basis, and has to return to the U.S. after his or her work visa was not approved. To prevent such an outcome, you should ask all the key questions about length of employment, visa requirements, and company support in this process. As mentioned before, it will be crucial to understand and respect the cultural mores of the country to which you move. Failure to do so can result in problems, not only in the workplace, but in acculturating to the new country as a whole. Many individuals have left or been asked to leave promising jobs due to homesickness or cultural clashes. Research through networking and your own online search, the important cultural tips you need to know before moving to your identified country of interest.

5) Timeline and Plan B- be clear about how long you may be willing to work abroad. Sometimes a commitment of at least 3 years may be required. Be honest about your willingness to work globally and what kind of impact it may have on your life and that of your loved ones. While such upheaval is manageable, it may necessitate difficult dialogues with friends and family. Finally, be prepared if the global job opportunity does not work out. You want to be ready if your move abroad goes awry. Therefore, make sure to consider the financial implications, as well as the emotional ones, if such a step does not succeed. Also, make sure to have a Plan B in mind.

If you have been unemployed for over a year, or if your industry is no longer thriving in the U.S. (e.g. manufacturing), it may be time for a global job search. Consult with a career professional if you are considering such a strategy. It is definitely worth exploring but be sure not to cut corners in this critical endeavor.

Equal Work, Equal Pay: Permanently Ending the Gender and Racial Pay Gaps

2009-10-18T15:24:00.000-07:00

Two recent news pieces illuminated the need for the U.S. labor market to reach parity in terms of pay, permanently eliminating gaps that continue to exist along gender and racial lines. First, a recent report indicated that women now make up about 50% of the workforce. This reality should be reflected not only in pay, but also in positions of power within different institutions, which is still a challenge. The other news item was an accusation by New York State Attorney Andrew Cuomo that a contractor paid his construction workers based on a racial pay scale. Although they all performed the same work, Cuomo charged that White workers were paid $25 an hour, African Americans $18 an hour and Latino workers $15 an hour.

Businesses who demonstrate more gender and racial equity tend to be more productive, since they are able to incorporate the thoughts and opinions of a variety of persons. In a globalized world, such a diversity of perspectives can benefit the business bottom line.

Unfortunately, many employers have still not overcome their sexist and/or racial biases. The reality is that women earn 77 cents to the dollar compared to men, and when comparing women of color to white men, the gap widens. According to the Shriver Report, a report edited by former newswoman and current First Lady of California Maria Shriver, much of the gap is not accounted for by the fact that men and women work in different jobs. It is evident that such differences are the result of entrenched beliefs that women and persons of color do not merit the same pay as their white male counterparts, despite performing the same work. Such intractable views are a detriment to the financial health of many companies, and to the overall success of U.S. labor market. In order to change this pay gap and bring equity to positions of power within organizations, business leaders should consider the following:

1) Good morale= better productivity- soon women will outnumber men in the workforce, and their production will be a vital part of business growth. Further, a racially diverse workforce is already a reality for the U.S. employment landscape. Gender and racial pay inequity contributes to poor morale, which can influence the level of productivity of your workforce. The assumed savings gained from pay disparity can be offset by higher productivity from workers who are compensated fairly.

2) Risk of brain drain and poor retention- the loss of talented women and persons of color due to pay and promotion inequality can be a significant setback for a company, particularly one who is seeking to either grow or maintain market share.
Constant turnover is another costly factor, since new employees would need to be trained and transitioned into the culture of the company. Therefore, implementing pay and career advancement equity would ultimately lead to long term cost savings.

3) Need for flexible work schedules- although the care workload has becoming a bit more evenly distributed among men and women, women still are expected to handle the bulk of child care duties, which results in the need for more flexible work schedules. Such creative work schedules can benefit not only women but all workers, but it is important that managers utilize innovative strategies to meet the needs of both the company and its employees. If an employee can complete his or her work from home or within a workweek that is 35 hours but not necessarily 9-5, such opportunities should be explored.

It will take a collective effort to change this gender and racial inequity but it is a vital goal which will lead to the U.S. enabling its workers to reach their full potential and to reap the true fruits of their labor.

Business Etiquette: Repairing the Employer-Employee Relationship

2009-10-11T15:37:00.000-07:00

The current economic climate has created a so called employer market. There are now 6 candidates for every job opening, allowing employers to be extremely selective in their hiring process. However, this situation has also further damaged the relationship between employers and their eventual employees. It has long been understood that employers typically have the power advantage when choosing potential job candidates. Rejected candidates would generally not expect to be told of their status, and even successful hires would have to overcome a variety of human resources hurdles (e.g. long waits before notice) before joining the organization. Unfortunately, in this market, the situation seems to have worsened. According to a recent New York Times article, Some candidates have waited six months and completed 8-10 interviews, and are still awaiting word of their status. Employers are asking for more background information (e.g. 5-6 recommendations instead of the standard 3-4) and offering temporary assignments rather than full time offers. Job seekers are growing increasingly frustrated, angry, and desperate in their quest to land a position...and rightly so. On the other hand, employers are annoyed by and complain about applicants who clearly do not have the qualifications for the given job description. Such applicants waste the time of human resources departments, who are already overwhelmed by the flood of inquiries. Therefore, the relationship between employers and employees is becoming even more strained in this environment. Most of the issues involve better business etiquette. Thus, I would recommend the following to improve this very important relationship for the benefit of the U.S. labor market.

A) Employers
1) Create clear and thorough job descriptions- it is important to communicate the desired qualifications (e.g. skills, experience, educational background) in order to minimize the likelihood of unqualified candidates applying. A common mistake many human resources departments make is to develop too broad of a job description, which attracts far too many unsuitable applicants.

2) Clarify the job application and hiring process- while a myriad of factors may make it difficult to give an estimate about how long the process will take (e.g. 3-4 interviews over 5-6 weeks), candidates deserve a reasonable timeline as they engage in the search process. If you say you are going to let an applicant know in 2 weeks, try to maintain the integrity of that time frame. If you go one or two days over, it is surely understandable. However, if you say two weeks, but it is two months, candidates will have either moved on or become resentful. Many excellent candidates are lost due to this uneven process, which can eventually be a detriment to a company's bottom line. Even hired employees may be demoralized if the process was too demanding and seemingly unreasonable, dampening their enthusiasm for the company, and possibly even their productivity. Don't take your applicants for granted, and in the long run, it will benefit all involved.

3) Develop a process to notify all rejected candidates- many applicants remain in limbo as they wait for notice that will never come. I generally suggest to employers that notifying rejected candidates will breed good will. Most applicants are more upset with lack of notification than with clear rejection, which allows them to move forward in their job search. While many employers state that it would be too onerous to do so, I suggest a simple form letter sent via email would suffice. To clarify, such a letter should be sent only to those who have been interviewed, not all applicants.

4) Standardize and evaluate your hiring process- while the question of fit can be somewhat subjective, it is critical to develop an objective process when hiring candidates such as standard questions and interview protocols. Once the process is complete, it is also important to assess how successful the process was, as demonstrated by performance indicators for the hired employees. Many companies fail to do so, and find that they then have to deal with high turnover rates or poor outcomes for new employees.

B) Job Candidates
1) Apply only for positions for which you are qualified- many human resources professionals indicate their major pet peeve is having to sift through resumes of applicants who do not match the posted positions. Unless you can make a clear argument for your transferable skills or have a networking contact, it will not benefit you to apply to any and all positions.

2) Appropriately research the company and the position for which you are applying- recruiters also note that many applicants fail to adequately do the legwork to understand the position and organization, and are unprepared in the interview situation. Therefore, it is crucial to take the time to research the company and the desired position, which will demonstrate your interest and resourcefulness.

3) Network, network, network- one of the most valuable components in the interview process is to have insider knowledge of what recruiters are seeking. The best way to acquire such information is by networking with individuals who are working within the company already. It will provide you with an advantage over other candidates, because most applicants fail to properly network.

Following these recommendations can vastly ameliorate the relationship between employers and employees, which will enhance the overall state of the U.S. job market.

How to Strengthen Job Security: Do the Math (Literally)

2009-09-28T13:55:00.000-07:00

According to a recent U.S. Labor Department report, there are now 6 unemployed persons for every available position in the U.S., the highest number since this data first began to be tabulated in 2000. The industries of the past which used to sustain middle class growth, manufacturing and farming, for example, are meeting quick and untimely deaths, or are facing transformations which do not bode well for job growth in this country. The economic terrain continues to look increasingly bleak.

So what is the solution? Well, if you are interested in pursuing secure, high growth industries, one of the most critical skills to gain is mathematical acumen. A recent report by the National Association of Colleges and Employers (NACE) indicated that 12 of the top 15 paying majors were engineering degrees. The other three, computer science, actuarial science, and construction management, also require mathematics skills. Thus, it is evident that mathematics is the key to obtaining a lucrative and in demand position. Petroleum engineering, with an average starting pay of $83,121, was the highest paying major. Spurred by the increasing demand for new energy sources, petroleum engineers work to find new oil and gas reservoirs. The issue is clearly about supply and demand. The U.S. education system has not done a good job of training students in math and sciences. Therefore, according to the NACE report, only 4% of college graduates are computer science and engineering majors. While many top students are lured by the prestige, glamor and fast pace of finance, law, or medicine, there has been a brain drain in the realm of engineering and math-based careers in general. It is a serious concern, especially since the identified major area of growth, so called green jobs, will require such mathematical knowledge. Thus, as more jobs open in this area, there will most likely not be enough qualified candidates to fill them.

Education reform has consistently failed to inculcate our youth with a love of mathematics and science, gateway subjects, so named because if one is able to succeed in these two areas, they will open up many opportunities. By contrast, an inability to master them will cause individuals to foreclose on a large variety of career options. The focus in education on constant testing to the detriment of critical learning of mathematics and science has led to a huge void in the supply of job candidates with at least minimal mathematics competency. Therefore, a national shift in strengthening mathematics education on all academic levels from grade school through college will be essential in improving the candidate pool for future employment positions. A Math Corps should be developed which would revitalize this crucial subject, and excite our students and citizens to gain this essential skill.

Even if you are not apt to return to school to study engineering, training in basic mathematics will increase your chances in the job search, or in advancing your career through promotion or transition. Therefore, consider taking an elementary mathematics course (e.g. Math for Business) at your local college or even explore such training opportunities through your current employer. If you feel that you have a math anxiety, a common occurrence for many Americans, investigate strategies to overcome it. The time is now to increase your job leads and security. It's simple, just do the math!

Skills Gap Analysis: Enhancing Your Market Position and Your Workforce

2009-09-22T19:07:00.000-07:00

As an employee, have you ever wondered how you could improve your position in your company and in the overall labor market? As an employer, have you ever considered how to ensure that your staff have the adequate skills and knowledge to meet current market needs? If so, a skills gap analysis may be a useful way for you to answer these questions. While there are many structured and sophisticated ways to perform such an analysis, the simplest method is to first examine your current technical and transferable skills, and knowledge base. Then, you should identify the skills which are necessary for whatever position or market level you wish to obtain. For instance, if you desire to land a supervisory role, you should consider how to strengthen your leadership and communication skills. As an employee, if you do not feel that you can adequately assess your skills, ask for structured feedback from your supervisor. If you are an employer, think about the skills your staff would need, either as a group, or individually, and how to facilitate such improvement. For example, in today's technology-driven landscape, all employees should be adept at industry standard programs. Upgrading skills may require training (e.g. cultural sensitivity), either in-house or through outside consultation. Such investment, either as an employee or employer, will be well worth it when reflecting on the current job situation. Individuals and employers fail to move to that next level due to a lack of successful skills gap analyses and an inability to implement a change plan. While it may be time consuming and ego-bruising, it will certainly enable you to achieve positive, tangible results. For employees, a skills gap analysis can enable you to obtain promotions faster, secure your position in your organization, and increase your marketability overall. For employers, it may mean greater productivity by and retention of staff members, more market share, and ultimately, better profit margins and a healthier balance sheet. Often overlooked, but crucially important, a skills gap analysis may be the solution to your work concerns.

Innovation not Stagnation: The Greening of Employment

2009-09-14T17:44:00.000-07:00

The resignation of the administration's so called "Green" czar Van Jones and President Obama's speech to Wall Street executives today are two events which highlight the troubling direction of our country's employment situation. The truth is that the U.S. lags behind other industrialized countries in technological innovation, particularly in the area of infrastructure. Despite all the talk about green jobs and new technology, from bullet trains to solar power, we have not advanced at the rate expected of such an economic superpower. President Obama scolded Wall Street titans, encouraging them to minimize risk in order to avoid further financial ruin. Unfortunately, his speech will probably fall on deaf ears, as the reckless and greedy behavior which fuels Wall Street will most likely continue. The culture of the Street rewards high stakes gambling of other people's money for the promise of an exorbitant payout. It is a major indictment of our society that the best and most consistent innovation is evidenced in the creation of exotic and risky financial products which only enriches the lives of a few arrogant insiders, while jeopardizing the health and wealth of most Americans. Financial experts already predict that as a result of this selfish behavior, we may be headed for another, more devastating economic collapse. Therefore, it is clear that the administration must begin to rely on more than the financial services industry as a primary driver of our economy. Thus, the green jobs conundrum. While the media focused on the radical history of Van Jones, the real examination should have been on the progress of the green initiatives promised by the administration. The reality is that most of the jobs being shed are manufacturing, skills-based jobs which are being outsourced and the in-demand jobs are professional, knowledge based jobs. Manufacturing jobs are going overseas, not to stop poverty in third world countries, but rather to benefit profit margins of companies. The employees left in their wake will find it difficult to find a new position because they do not exist in the numbers they once did. Retraining programs for displaced factory workers are only band-aid solutions. A major paradigm shift needs to occur to get people working again in large numbers. The fact is that the top ten in-demand jobs such as engineering and nursing require a college degree. Even advanced manufacturing positions, a major component of green job growth, seek individuals with good science and math backgrounds, and are one of the hardest to fill. Thus, there is an obvious disconnect between the areas of job growth and the employees seeking work. Government intervention in the form of a WPA-type green initiative may be necessary. At any rate, the promise of green jobs, the perceived cure-all to all employment ills, must be articulated fully. Where are the opportunities? What is the timeline to get major green employment moving? How will people be brought up to speed to acquire the skills needed for such jobs? What is the outlook for the next 6 months? The health care debate, while critically important, has grossly overshadowed the jobs situation, which needs to be addressed. If it is not, we are at risk of losing our place as a world leader in innovation and technological advancement.

Changing the Way We Work: The Future of Employment

2009-09-09T15:01:00.000-07:00

As the unemployment rollercoaster continues with the recent jobs report, it is apparent that many economists and other policy experts may not fully grasp the dire trajectory of this recession. What is evident, however, is that the way most Americans are used to working will need to change in order to increase productivity and life satisfaction. In addition to the unemployment numbers, countless others are underemployed or wrongly employed (e.g. in a job which is not a good fit). It is now time for a revolution in the way we work. For many years, American employees averaged among the highest hours worked per week in the world, hovering between 40 and 46 hours. However, the recent Bureau of Labor Statistics indicated that for production and nonsupervisory workers on nonfarm private payrolls, the average workweek was 33.1 hours, while manufacturing employees averaged 39.8 hours. The reality of today's American employment landscape is that the typical 9-5 workday and 40 hour workweek is untenable. That model was based on a labor market dominated by manufacturing, which for the most part, is no longer a viable business model in the U.S. As companies continue to outsource manufacturing overseas and shed such jobs in the States, the fixed 9-5 model should be defunct for a good portion of the U.S. workforce. The U.S. is now a service job-oriented and tech driven society, and as such, work life should reflect this change. Employers should be creative in organizing their employees' work lives and expand their thinking about how to provide the best opportunity for worker productivity. Flexitime, telecommuting, and job sharing are some strategies that have been found to be beneficial in increasing worker job functioning. Unfortunately, many employers are reluctant to try new, possibly more efficient models for fear of change. In order to continue to compete at the highest levels, the American work model needs a major overhaul. The following are recommendations for both employers and employees to redefine how they work:

Employer

1) Identify the periods during which your employees are most productive- a brief analysis of peak performance times will allow you to develop efficient, and possibly tailored, work schedules and enable you to get the most from your employees.
2) Focus on productivity not hours- face time is not always useful and can cause resentment among your staff, especially if their job does not necessitate their constant physical presence. Presenteeism, or the act of coming to work despite being sick or unproductive, can be more detrimental to an organization than actual absence. Therefore, if your company's mission does not require employees to be on-site at all times, consider developing project-focused, variable work hours rather than fixed ones. If you are hesitant to make such a major change, consider developing a pilot program which you can evaluate after a specific period of time (e.g. quarterly, etc.).
3) Think about how to further incentivize work- numerous studies have indicated that money is not a sufficient enough motivator for employees. Therefore, you should think about what other factors will increase worker motivation (e.g. comp time, achievement awards, etc.) and incorporate such factors into your work plan.
4) Avoid overworking your employees- while many industries, such as financial services, far exceed the 40 hour workweek, it is imperative that despite the recession, employers refrain from trying to overwork the employees who remain from a round of layoffs. While it is tempting to believe that such workers will be willing to work many more hours to protect their jobs, in the long run, it will not benefit the performance of the company or worker to do so. Employees should have work-life balance in order to fulfill their personal mission and that of their organization.

Employee

1) Recognize when you are most productive (e.g. in the morning or late afternoon) and consider how to structure your days to take advantage of such periods.
2) Think about the task not the clock- rather than figuring out how to make the day go by faster, organize your workday in such a way to improve work flow and to create tangible goals for each day.
3) Explore creative work schedules with your supervisor and colleagues to maximize positive outcomes.
4) Monitor lapses of efficiency- many employees admit to being guilty of surfing the web, making personal phone calls, and engaging in other unproductive activities that fall under the category of lapses of efficiency. You should determine if these lapses are occurring more frequently, and if so, you should think about what needs to change in your work plan.

While such changes may seem difficult to implement, it will most likely result in more satisfied work lives and higher levels of production. As the employment situation continues to evolve, consistent exploration of the future of work will be a critical element in improving the labor market in the U.S.

Career Success and You: The Roads Best Travelled

2009-08-23T11:49:00.000-07:00

Career success can be a very elusive variable to both quantify and qualify. Objectively, the number of promotions, salary, amount of senior job titles, years of work experience, and number of honors & awards can all be utilized to measure career success. Subjectively, job satisfaction, perceived contributions to an organization, skills developed, quality of networking contacts, and feelings of job stability and security are factors which people may use to judge their level of career success. It is critical to assess your career success, especially since it is an important factor in work motivation. Unfortunately, most people may not have the opportunity to recognize their career accomplishments while in the midst of their work process. The following are key factors that you may wish to use in considering your career success:

1) Evaluations- typically, employers complete evaluations of their staff members on a yearly basis, allowing both the employee and the organization to review that employee's performance, and to discuss strengths and areas for further improvement. If you do not receive yearly evaluations, you should ask your supervisor for a formal review to allow you to understand whether or not you are meeting the organization's expectations. You should also develop a self-evaluation protocol for yourself, so that you are able to determine the skills you need to strengthen or the knowledge you wish to obtain.

2) Goal Setting- every year, consider creating a list of 5-10 SMART (Specific, Measurable, Attainable, Realistic, and Timely) goals for yourself that are focused on your career advancement in your current job and beyond. For some, it may be asking for a raise in 6 months. For others, it may be landing an important account or finding a job with a better fit. The most important part of goal setting is to evaluate whether or not you achieved the targeted goal, and if not, what would you need to do differently next time.

3) Level of Job Satisfaction- work dissatisfaction is stereotypically assumed to be a natural part of work life. However, recent reports suggest that 45% of workers are very satisfied with their jobs, with the overall satisfaction score hovering around 86% of workers. While some may suggest these numbers are reflective of current economic conditions, this percentage has remained relatively stable over the past two decades. Therefore, although there may not be such a thing as a perfect job, it is important to think about how ideal your current position is for you, and how satisfied you are. If you are not as happy as you would like to be, think about the reasons for your dissatisfaction (e.g. challenging co-workers, difficult supervisor, work that is not stimulating, job position which is not a good fit) and reflect on how you either can change your situation or find a new one.

4) Mentorship/Career Coaching- find a mentor or career coach to help you strategize your career plan and to help you figure out how to overcome possible barriers to achieve the career success you deserve. Sometimes, we all may need a push or encouragement to advance our careers. Oftentimes, career success is about sponsorship, or the opportunities which are afforded to an employee (e.g. training, coaching, etc.) in order to bolster his or her workplace success. Such sponsorship is generally given to those who have been recommended by mentors, usually respected, senior members of the organization.

The career roads best travelled are the ones which will provide you with your identified definitions of success. It can be a challenging but worthwhile endeavor on your career journey.

Interviewing: Closing the Deal and Landing the Job

2009-08-17T16:47:00.000-07:00

Lost amidst the ongoing and intense national healthcare debate is the fact that hiring seems to be picking up as the summer winds down. Job applicants are more hopeful about landing a position and are now preparing to interview for their next opportunity. While job seekers are typically very diligent in their development of professional resumes, unfortunately, many are not as meticulous in their preparation for interviewing. Good interviewing is both an art and a science. That is, one must know the basic rules of engagement (e.g. arrive on time, smile, bring extra resumes), while also understanding the unique needs of the given interview situation (e.g. what kind of small talk is most effective, what are the key elements of the position and the organization). Jobs are gained and lost by the interview. By the time one arrives for an interview, the would be employer believes that the candidate has the minimum credentials for the position. The interview, therefore, is oftentimes about finding the right fit, for both the candidate and the company. Fair or unfair, the interview is a popularity contest, based largely on the interviewee's ability to connect with the prospective employer, while clearly articulating the merits of his or her candidacy. I recently asked Roger Franco, a Human Resources executive, and an expert on hiring practices, to answer five questions which would give job candidates' keen and critical insight into good interviewing strategies.

1) As an HR professional, what recommendations would you make to a candidate on how to prepare for an interview?

Make sure you are well informed about the company and position for which you are interviewing. Be prepared to speak about your strengths that would benefit the company or organization. Ask questions! The company is not only interviewing you, you are also interviewing the company to see if it fits with your career goals.

2) What are the biggest mistakes candidates make during an interview?

a) Not being prepared for the interview. Again, know enough about the company and position so the appropriate questions can be asked. b) Lying about something on their resume. c) Thinking a smile and a firm handshake is all it takes to interview well. d) Dropping names of people they “know”.

3) What are the key characteristics you are looking for when deciding whether or not to hire a candidate?

People that are clearly driven. Candidates that are focused on an end goal, and are currently taking steps to get to where they need to be. An individual that is very much aware of not only their strengths, but also areas of potential improvement. People that are open to learning, and have a passion for what they do.

4) What are you looking for in a resume when deciding to interview a candidate?

A natural progression in their career. Someone that doesn’t jump from job to job. Some kind of stability. An ideal candidate is someone that came in at an entry-level position and has worked his or her way up the ladder. Making sure the person has the appropriate experience and/or education specific to the position for which they are applying.

5) What tips would you suggest to job candidates in improving their interview style and being able to “close the deal”?

Being confident in their skills and strengths. Being open and honest about their qualifications. Be personable during the interview…give thoughtful answers to the interviewers' questions, not what you think they want to hear. At the end of the day, the interviewer is looking for something in you that will set you apart from everyone else that has applied.

Listening to such expert advice will surely facilitate your ability to land a suitable job and to start you on the road to further career success.

Maintaining Motivation in Your Job Search

2009-08-09T18:27:00.000-07:00

While the recently released jobs report from the Department of Labor suggests that the recession is slowly but surely relenting, many are still searching for adequate employment. The unemployment rate is 9.4%, which does not even factor in the large segment of the population who is also underemployed, working fewer hours than they would prefer. Therefore, many are still preoccupied with the job search process. Unfortunately, since the average job search now lasts 24 weeks, even the most active job candidate can tend to become discouraged. The following are some tips to maintain motivation and optimism during a protracted job search.

1) Create a job search plan- developing a structured plan can alleviate initial feelings of confusion, anxiety or frustration which are common feelings for job search candidates, particularly for those who have not been in the job hunt for several years. The structured plan should include networking as one of the primary tasks. Many job search candidates spend more time utilizing online job sites such as Monster or Careerbuilder, which is a method that accounts for only 5% of job acquisition, rather than networking, which accounts for about 40-60% of job acquisition. Finding a job is a job, and as such, you should spend at least 4-5 hours a day in different job search activities. Lack of productive tasks is a primary reason for loss of motivation, and by engaging in a variety of strategies (e.g. networking, informational interviews, etc.), you will be more likely to continue to feel energized and optimistic.

2) Discuss your job search with others- as mentioned above, networking is a critical element in landing a job. Unfortunately, a good portion of unemployed workers feel stigmatized and are reluctant to talk about their search for new employment. Since the search process can be a very isolating experience, participating in job search groups or having a job coach, or someone who can assist you in formulating and modifying your job search plan, will be most crucial. Blind spots in the process can be illuminated by others who may have a different and useful perspective than your own.

3) Check in with yourself- if you find that you are not following your plan or feel less motivated as the weeks pass, it is important to consider the reasons for the malaise. First, it is perfectly normal to have moments of pessimism, yet if such feelings persist it is important to understand how to address them. You may still be mourning your old job and life, and be angry about having to begin anew. You may feel fearful about the possibility of not landing a suitable job, or anxious about accepting a position which may pay less than your previous position. Once you have identified the block in your job search, you can then develop an appropriate solution.

4) Revisit your job search plan- while patience is necessary during these challenging times, if many weeks have passed with no substantial leads, it is essential to consider your options. Your resume may need to be revised, your interviewing skills might have to be sharpened, or it may be time for a career transition. Being flexible enough to reformulate your plan will enable you to bolster your job search process to make it the most efficient and beneficial for you.

5) Engage in positive self-talk- you have skills and experience which are valuable and will eventually allow you to land a good fit job. You must continue to positively reinforce yourself and maintain an optimistic outlook as the recession continues to lift.