This year, the theme for Job Action day is "environmental jobs" and my friends at the Career Collective and I are painting the web green with information on trends in " sustainable jobs." We've been challenged to present strategies providing workers and job seekers with information, ideas and concrete steps to secure their futures in a changed economy.

I spent eight years working inside the Ivory Tower. My friends kid me that sometimes I have the tendency to "go academic in my blog." Today, I'm showcasing my inner geek and enjoyment of raw data. Where's the best place to find a secure future?

Make sure you know where to go: Study the trends and demand for workers at both the senior and entry-level!

Here's a chart I put together comparing the "war for talent" in the c-suite (where executive recruiters receive their business) and starting salaries.

Think this is a new trend that came in with the Obama administration? Not a chance...Take a look at the numbers for the last four years here.

My recommendation for Job Action Day? Before you start a job search, talk to at least three people who work in your intended field or job search function of interest. Find out:

• The skills you need
• The projected hiring outlook
• How can you strengthen your skills to meet the needs of your intended field and job function?

Then, position yourself for the market to show that you can meet these needs!

That's my tip for Job Action Day, I'm off to read the others from my friends at the Career Collective. Check it out:

Meg Montford:  Job Action Day: Finding Your “MOJO” After Layoff http://coachmeg.typepad.com/career_chaos/2009/10/job-action-day-finding-your-mojo-after-layoff.html

Debra Wheatman: Plan B from outer space; or what do you have in case your first plan doesn’t work out? http://resumesdonewrite.blogspot.com/2009/10/plan-b-from-outer-space-or-what-do-you.html

Heather Mundell: Green Jobs – What They Are and How to Find Them, http://dbcs.typepad.com/lifeatwork/2009/10/green-jobs-what-they-are-and-how-to-find-them.html

Erin Kennedy: Cutting Edge Job Search Blueprint http://exclusive-executive-resumes.com/resumes/job-search-blueprint/

Grace Kutney: Securing Your Career While Navigating the Winds of Change http://sweetcareers.blogspot.com/2009/10/securing-your-career-while-navigating.html

Hannah Morgan: Career Sherpa– Why Our Job Search Advice is the Same but Different http://hannahmorgan.typepad.com/hannah_morgan/2009/10/why-our-job-search-advice-is-the-same-but-different.html

Gayle Howard: The Enlightened Jobseeker http://www.theexecutivebrand.com/?p=500

Laurie Berenson: Making lemonade out of lemons: Turn unemployment into entrepreneurship http://blog.sterlingcareerconcepts.com/2009/10/30/making-lemonade-out-of-lemons-turn-unemployment-into-entrepreneurship.aspx

Jacqui Barrett-Poindexter: You Can Thrive In, Not Just Survive, an Economic Slogging http://careertrend.wordpress.com/2009/10/30/you-can-thrive-not-just-survive-an-economic-slogging/

Rosalind Joffe: Preparedness: It’s Not Just for Boyscouts http://workingwithchronicillness.com/2009/10/preparedness-its-not-just-for-boy-scouts/

Rosa E. Vargas: Are You Evolving Into The In-Demand Professional of Tomorrow? http://resume-writing.typepad.com/resume_writing_and_job_se/2009/10/furture-careers.html

Dawn Bugni: Your network IS your net worth http://thewritesolution.wordpress.com/2009/10/30/your-network-is-your-net-worth/

Miriam Salpeter: Optimize your job hunt for today’s economy http://www.keppiecareers.com/2009/10/30/optimize-your-job-hunt-for-todays-ecomony/

GL Hoffman: The Life of An Entrepreneur: Is It for You? http://blogs.jobdig.com/wwds/2009/10/30/the-life-of-an-entrepreneur-is-it-for-you/

Katharine Hansen: Job Action Day 09: His Resume Savvy Helped New Career Rise from Layoff Ashes http://www.resumesandcoverletters.com/tips_blog/job_action_day_09_his_resume_s.html

Martin Buckland: Job Search–The Key to Securing Your Future Career. http://aneliteresume.com/job-search/the-key-to-securing-your-future-career/

Barbara Safani: Where the Jobs Are: 2009 and Beyond. http://www.careersolvers.com/blog/

Heather R. Huhman, Take Action: 10 Steps for Landing an Entry-Level Job, http://www.heatherhuhman.com/2009/10/take-action/

The seagull in the video, "Sam" from Aberdeen, Scotland, was caught on videotape stealing numerous bags of cheese Doritos. The formal term for Sam's behavior--is "Kleptoparasitism" or the act of stealing food or other inanimate objects. Much like web surfers who usurp community discussions by changing the conversation to focus on themselves, Kleptoparasites "score" by stealing items they couldn't obtain otherwise--or by minimizing the time and effort required. They aren't nice.

For three tips on how to avoid being viewed as a seagull, see the extended coverage of this topic on Best Fit Forward.

To your success,

Chandlee

I'll be talking more about the green jobs market in November (stay tuned for Job Action Day from Quint Careers). In the interim, here are three suggested strategies for pursuing a professional career that can make a positive difference in contributing to the health of our environmental climate.   

Educate Yourself

OneWorld Guide to Climate Change (from the UK)

Cuncil on Foreign Relations' Crisis Guide to Climate Change (Council on Foreign Relations)

Climate Change: A Guide for the Perplexed (The New Scientist)

Explore Opportunities

Green Energy Jobs: Careers in Climate Change
Look beyond the introduction page to find information on jobs and opportunities.

Green Biz Jobs
Job listings from renewable energy to sustainability

Making the Difference
A Guide to Opportunities in Public Service from the largest employer in the U.S.--the federal government!

Consider a Trip Back To School

Many U.S. colleges and universities offer state-of-the art programs in Environmental Studies. Here are two innovative programs.

GreenCorps: The Field School for Environmental Organizing

Columbia University
Master's Degree in Climate and Society

To Your Success,

Chandlee

All too frequently, the job search process is like Forrest Gump's box of chocolates: You never know what you are going to get! Just as chocolate obscures the marashino cherries I try to avoid, you can land in a job that isn't a fit even if it seems perfect for you

I don't know about you, but I don't like surprises. And neither do employers. If you've ever worked in a job that's the wrong fit for you, you know how painful it can be. In order to avoid this, I advocate research: An look for clues on organizational dynamics throughout the application process--from talking to others who've worked there before, to asking questions about work environment and culture--and observing interactions between colleagues during interviews.

This week, I wanted to let you know about a new service designed to help job seekers and employers know "what they're getting into." Come Recommended features job opportunities for internships and entry-level positions that requires all participants--both employers and potential employees--to have three recommendations before you can join. I asked the Founder of Come Recommended, Heather Huhman to explain how the site works, and how to get great recommendations. Here is our Q & A:

1. Tell us about Come Recommended: Why is the site an efficient way to find your next opportunity?

Come Recommended is an exclusive online community connecting the best internship and entry-level job candidates with the best employers. Unlike other exclusive recruiting networks, Come Recommended requires both candidates and employers provide at least three recommendations before accessing the community and its features.

As someone who has been in nearly every employment-related situation possible, I founded the site--in part--as a result of my passion for helping students and recent college graduates pursue their dream careers. I wanted to create a community that made this possible in an easy and affordable way--particularly in this tough job market. Additionally, as an experienced hiring manager, I know the difficulties employers face when looking for that perfect candidate. A community like Come Recommended can help close this gap and make the hiring process easier for everyone.

The idea behind Come Recommended--creating an opportunity for highly recommended employers and candidates to meet and network in an online setting--just makes sense. Internship and entry-level job candidates and employers can “pre-screen” each other via comprehensive online profiles, real-time instant messaging, webcam interviews, and of course, detailed recommendations, all on the same Come Recommended platform.

I have two “golden rules” when it comes to references:

Rule #1: Ask your intended references if they would be willing to serve as your references.

Rule #2: Ask your intended references what they would say about you if called by a hiring manager. You don’t want any surprises!

Don’t think you have individuals in your life who could serve as job references? For internship and entry-level job candidates, references can include current or previous employers, industry professionals (who you know well and who know you well), professors/teachers and other non-family members who can speak about you either professionally or personally (i.e., your character).

No one fits the bill? Make it your number-one priority to develop references. Typically you are asked to provide three (at most, one personal reference). While you will likely update your reference list throughout your career as you meet and work with new people, your initial group will help you secure positions throughout and immediately after college. It is essential you make these connections.

Not following the two rules above, or faking references completely.

Instead of the reference check coming at the end of the hiring process, Come Recommended moves it right to the beginning. This is huge, particularly on the employer’s end. Knowing you haven’t wasted your time conducting several interviews with a candidate just to be disappointed during the reference check is game changing, in my opinion.

Of course, most recent graduates leave their first jobs out of college within two years, and the experience typically leaves a very bad taste in their mouths—possibly encouraging them to rethink their career paths altogether. So, if the candidate is more informed before even getting to the application process by reading a profile of the organization not found anywhere else, this situation can possibly be avoided. Again, game changing.

Well, it all started when I set out to fill my very first job as a hiring manager—an entry-level position for a small public relations firm. We received nearly 100 applications after posting the position to both Craigslist and WashingtonPost.com. I scoured the stack looking for ways to “weed out” candidates and identify ones with potential.

Finally, I narrowed the list down to five and started making calls. My “phone screens” have always been fairly in-depth because of the position I held with this company. If I brought someone in, he or she would meet with the principal of the firm, and I certainly didn’t want to waste any of her valuable time. I vividly remember loving one candidate for this position in particular on paper and during the phone interview—at least until I asked if she had any questions. Her question? “So, what do you alls do over there?” No, that isn’t a typo.

I remember feeling so frustrated that I had just spent 45 minutes of time on this candidate—not to mention the time sifting through all the applications—that I could have been billing to clients. There had to be a better way.

I think I knew then I would found Come Recommended, although I didn’t have the name picked out or all the details firmly outlined. That moment came much later—after interviewing countless candidates and hundreds of young professionals and hiring managers in my role as the entry-level careers columnist for Examiner.com. Even though I recognize there will never be a “perfect” solution or a “one-stop shop” for candidates and employers, Come Recommended is certainly a step in the right direction.

Many experts now claim traditional online job boards are dead. They have become behemoths, bogged down by fake or misleading job ads and résumés of unqualified candidates. And although I encourage candidates not to leave combing the job boards out of their search plan, that action alone simply isn’t enough anymore.

The way hiring managers seek out and employ individuals is changing—rapidly. With the slumping economy, they are experiencing cuts in their staffs, resources and overall budgets. Now, networking, referrals and references reign supreme. And on the flip side, it is taking candidates longer and longer to find internships and entry-level jobs, again because of the economy. But, the problem is, even when the economy recovers—and it will, with time—the days of only posting your position on a traditional online job board or blasting out your résumé to potential employers is over. Both sides deserve more.

     Are you a ‘cookie-cutter’ job seeker? Do you find that you...

a) Are you witnessing job seekers who try to mimic everyone else in their job-search tactics (i.e., resumes that all say the same thing, job search action steps that mimic what everyone else is doing, etc.)?

b) Are seeing unfocused and/or fearful attitudes (I don’t want to limit my possibilities so I’m throwing out a very big net) derailing job seeker efforts?

    What advice would you give to help job seekers differentiate in this tough market?

In a marketplace filled with advice on how to differentiate yourself, I'm going to advocate for the importance of covering the basics. As my friends have shared with me in the past, "common sense isn't all that common."

Recently, I had dinner with my friend, "Julie," a very senior recruiter. Julie has survived three rounds of layoffs in her New York firm--she's the only executive recruiter left standing for her industry sector. I asked her how she looks at resumes, and she told me how much she loves a traditional format: she looks first for job titles, and then she looks for key performance indicators. Summaries, she said, can be helpful, but only if they highlight and present essential information.

As a resume writer and career coach, I focus on helping my clients differentiate themselves in the market. I like using summaries, alternate forms of organization, and taking a fresh approach to presenting information. But, I think it's also important to note that the essentials are equally important--after all, employers always have key questions in mind when they browse your materials. After all, this is what Julie and her peers look for:

How did you find out about a position?

How do your skills and experience fit the job?

Why are you interested in this job, and in this opportunity--at this organization?

When I worked as a recruiter, less than 30% of the cover letters I received answered all of these questions in a concise and comprehensive way. The ones that did received the strongest consideration. The candidate who applied for every position we listed was never seriously placed under consideration.

As a job seeker, it's important to answer the essential questions first and foremost. Once you've covered these basic ingredients, you can add the other elements that enhance interest: a demonstrated understanding of employer needs, information to show you've researched the organizational culture, a concise summary that showcases your writing ability and unique skills, a unique format that demonstrates your individual style....These are the "value adds" that can push you over the top--but don't ever forget the basics that get your resume read in the first place. Bottom line: You can include your own spin and creativity in the process, but make sure you've got all the basic ingredients as well! Show that you know how to follow the recipe first!

Want to see how other members of the Career Collective have answered this question? Check it out, and let me know your favorite "recipes" for a non-traditional approach!

Career By Choice's Expat Success Tips -Ongoing Career management is No Longer Optional for the Expat in Today's New World of Work 

Gayle Howard: Sabotaging Your Prospects: Cookie-cutter Style

CAREEREALISM: Cookie Cutters are for Baking...Not Job Searching!

Sterling Career Concepts: Job seekers: Break out of the mold!

Dawn Bugni, The Write Solution: Is your job search "cookie-cutter" or "hand-dropped"? http://thewritesolution.wordpress.com/2009/10/06/is-your-job-search-cookie-cutter-or-hand-dropped/

Rosa Vargas, Creating Prints Resume-Writing Blog: Being a Cookie-Cutter Job Seeker is a Misfortune

Heather Mundell, life@work: How Not to Be a Cookie Cutter Job Seeker

Sweet Careers: Passive Job Seeker=Cookie Cutter Job Seeker

Barbara Safani Career Solvers Blog: Cookie Cutter Resumes Can Leave a Bad Taste in the Hiring Manager's Mouth

Jacqui Barrett-Poindexter, Career Trend Blog: Eating Bananas Doesn't Make You an Ape

Miriam Salpeter, Keppie Careers: How Can a Job Seeker Stand Out?

Quintessential Resumes and Cover Letters Blog:Avoiding Being a Cookie-Cutter Job-seeker In Your Resume and Throughout Your Job Search

Heather R. Huhman, HeatherHuhman.com: Break the Mold: Don't Be a Cookie Cutter

Rosalind Joffe, WorkingWithChronicIllness.com Forget the cookies! Start with vision

Career Sherpa, Hannah Morgan: Are You a Cookie Cutter Job Seeker?