Sharon B. Cohen

Guidelines for Guest Post - Open to Blog writers

2022-10-23T20:36:00.008-07:00

Guidelines for Guest Posts

For the past 10 years, all content has been 100% written and curated by me - Sharon B. Cohen.

Due to requests, I'm now accepting guest posts on a limited basis. Thanks for your interest in writing a guest post for "My Career Manager" blog. I only review completed posts -- not headlines or concepts. I am selective in accepting guest posts. Please follow these guidelines:

You must be a subject matter expert or a current/recent job seeker who is going through/recently went through the topic about which you are writing. We do not accept guest submissions from people just looking to get a link back to their site.
Present new ideas, fresh perspectives, and unique approaches which we haven’t seen elsewhere online. What can you offer that will make the reader think? What haven’t they thought of or tried yet? Read my blog to learn what I've covered in the past.
All work must be original, provided exclusively to this site.
Everything must be properly cited – links, images, etc. Basically, we should be able to hit publish as soon as it arrives in our inbox.
Include a headline and a bio.
Our readers come from a broad range of industries, so we prefer broadly-based posts, not geared to 1 particular industry.

Exclusivity

What does it mean to be exclusive? In short, you wrote this post for this site only. You didn’t submit it elsewhere with the intent of seeing who will pick it up first. You are welcome to write on similar topics elsewhere; however, the post that we run should appear only on our blog.

Topics

Our readers are business professionals, job seekers, employers (hiring managers, HR pros, and recruiters). Topics we’re interested in include:

Social Media optimization & resources
Career Change for Business Professionals
Job search success stories
Career management advice from experts
Attracting, hiring, and retaining advice (for hiring managers, HR pros, or recruiters)

Formatting and Submission

Write your post in a Word document and save it. Please submit to us below. Make sure all links are active. Some things to keep in mind when formatting:

Bold your headline
Post length – 1,000-1,200 words
Keywords – write with a single keyword in mind. The keyword should be included in your headline, first paragraph, and final paragraph at a minimum.
Break up your post by using a bulleted or numbered list or sub-headlines.
Include a post image with a tagged hashtag, back to this site and the topic.
Links – The body of your post itself cannot contain promotional links. If it does, we may reject your post altogether. Again, links must be 100% relevant.

Editing

We reserve the right to edit all posts. For minor edits, we’ll make them without informing you first. On occasion, we’ll send a post back if we think it’s a good topic but could use more work and needs a re-write.

Bio

Please include a bio in 2-3 sentences. You may link to your blog, your website, your professional social media profiles, etc. However, we do ask that you only include a maximum of two links. Please write your bio in the third person.

• LinkedIn http://www.linkedin.com/in/sharonbcohen
• Twitter http://twitter.com/MyCareerManager
• iGoogle http://www.google.com/profiles/sharonbcohenma
• My Career Manager Blog (daily view) http://mycareermanager.blogspot.com/

Networking 101: Get out of Bed!

2022-06-09T22:17:00.010-07:00

Networking 101: Get out of Bed!

When you arrive at a networking event, ask yourself two questions.

1) Who do I need to meet?

2) If I don’t know who, why am I here wasting my time?

Easy, right?

Consider what industry associations, will yield the best contacts. Many businesses associations host pay as you go events, or a la carte events. IE: $15 coffee mixer event, speed networking, panel of experts. Check out the vibe and see if the fit is right for you, before signing up for a costly, annual membership.

Before you attend an event, you must have a plan. Is there a specific person you’re trying to meet?

*Are multiple people from your top companies or industry vertical, in attendance?

*Is it an industry event with several of your top companies attending?

*Next, have a goal or intention for the event. Setting a goal will force you to manage your time

*Remember the quality of contacts are more important than the quantity.

*Follow up (most people don't!) Meet for coffee, see that at the next event, stay in touch...

Building business contacts, is a long-term investment!

Informational Interview - Create a Pitch & get Noticed!

2022-04-27T18:55:00.010-07:00

An informational interview is an opportunity to connect with someone in an industry, company or role of interest. It is less formal than a job interview and focused on career exploration and research. You will be gathering information about the company, culture, role or industry. Learn more than what's posted in the company website. Ask questions and do your due diligence to determine your 'fit' in the potential, company. Below is a template for outreach to request informational interviews. Many people also get good results from a referral from someone in their network to a person of interest. Choose whatever method you prefer to make the initial contact.

This is the simple email template that I recommend requesting informational interviews.

*****

Hello (First Name),

I was researching alumni on LinkedIn and saw that we both attended the same University. I saw that you graduated a few years ahead of me.

I’m a (industry or title) specialist with a (major) degree and am exploring career paths post-graduation. I would love to hear about your career path and any advice you may have for me.

Would you be available for a short call (15 min max) or can I buy you lunch/coffee if you have more time?

What day/time works for you?

Thank you in advance!

Your Name

Moments that Matter: 3 True Stories of the Great Resignation

2022-04-27T18:34:00.012-07:00

As a career coach in private practice, I'm on the front lines of this sea-change. So, I'd like to share 3 client stories with you. My 3 clients are from different generations, at different stages of their careers and in different industries. But all 3 of them experienced 'moments that matter.
Moments that matter are a human resource concept which refers to pivotal times in an employees' career and life. How they are treated in these moments, impacts their engagement on the job and their decision to continue working for their employer.

Gen Z client (this cohort is currently15-25 yrs. old). My client works in retail food services. He is relatively new to the world of work, but is great with customers, has good attention to detail. Most importantly, he had a perfect attendance for 9 months, which is rare in food services. My client got really sick with a cold and had to miss 2 restaurant shifts. He called in and spoke to his boss, expecting kindness. Instead his boss was angry and frustrated and retorted 'my older employees are much more reliable.'

Millennial client (this cohort is currently 26-40 yrs old). My client has 11 years of professional experience including 6 years working at her current bank. She has held a variety of roles, including branch manager. Currently she's in a client-facing, personal banking role. This pays more than branch manager role and there has been some friction about this. My client and her 2 children all become very sick in November. Worried that they had Covid-19, they all got tested at a local pharmacy. She told her boss, that she needed to stay home since she was feeling sick, had to care for her kids and it would be 48 hours before she got her test results. The branch manager said that 'covid leave is only for people with a proven diagnosis of covid,' and if she wanted to keep her job she had to come into work. My client was very upset, but she worked on Friday and Saturday in her client-facing role. On Sunday, she received notification that she had Covid and so did her 2 children. Her husband tested negative.

Gen X client (this cohort is currently 40-56 years old). My client worked in the non-profit sector & is a religious minority. Last year, his coworker was promoted and is now his new boss. For an upcoming, religious holiday, my client asked for leave 4pm on a Wednesday and 2 days additional days. The company approved it, as they do every year. In the week's leading up to it, the new boss made several comments about 'how much work still needs to be done' and the 'burden on the rest of the team.' A week before the leave, my client turned in a big project. No response or feedback until the day before his leave. The boss had many changes and wanted content revisions right away. My client sent in multiple drafts, but it was sent back for more revisions each time. Then, the Wednesday of the leave the manager began criticizing the graphics, layout, font color & size. My client reminded the manager of the leave but was told they "Can't leave until it's done." So, they were stuck in the office until 8pm and missed the preparations for a religious ceremony. How would you feel?

Moments that Matter. Opportunities to support and connect with an employee in a time of need were wasted. All 3 of these employees felt unimportant, disrespected and angry at their employers and decided to quit. They hired me for career coaching and that's when I heard their stories for the 1st time. I helped them with their resumes, labor-market research, job-search and interview preparation. All 3 have new jobs now, but it didn't have to be this way. My clients are now part of the Great Resignation of 2022.

Have you ever experienced a moment that mattered? How were you treated? Did it impact your feelings about your boss and employer?

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• LinkedIn http://www.linkedin.com/in/sharonbcohen
• Twitter http://twitter.com/MyCareerManager
• My Career Manager Blog (daily view) http://mycareermanager.blogspot.com/

How the Hidden Job Market Found me: Again!

2019-05-25T15:34:00.003-07:00

Hello job seekers,

Sometimes, you will need to give samples away for free to get noticed. I consider my career articles 'free samples.' But it's worth it. Below is an email I received for Blog writing work. I didn't know the sender and she found me!

Hello Sharon,
My name is Cassie Nelson, Marketing Coordinator for MetroJobs.com (and many other local employment and diversity websites). I came across your article, "What is Your Stage of Identity Development? The Increasing Globalization of the Workplace" and I was very impressed by your insights on the challenges job seekers face.

One of the things job seekers really appreciate about us is our commitment to providing high quality content from local authors and experts. Content that helps them with their career search. After reading your articles, I believe that you could be an invaluable contributor.

I accepted their offer and have written articles for their career websites which are published and syndicated throughout the USA. I didn't have to interview or chase the leads. I used to use pull marketing, to 'attract' the leads to me. You can do it too!

Examples of Pull Marketing

Social Media Networking
Word of Mouth
Media Coverage
Sales or Promotions
Advertising
Email Marketing

How does this apply to job search? Bring the Hidden Job market to you! Consider the following questions:

What are your talents?
How can you promote your talents?
What is the best way to display or exhibit your talents?
Are you a subject matter expert who can present at a conference or volunteer?
Can you join a trade association and build your reputation outside of your current job?
Can you send out a newsletter, showcasing your unique skills?

The traditional job-search has changed, have you kept up with the changes?

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Author: © 2022 - All Rights Reserved - Sharon B. Cohen, MA, Dip. Educ, Career Counselor & Career Transition Specialist. Atlanta, GA. "Helping business professionals, reach their career potential!"

Contact me to get started! Drop me a line at sharoncohen200@bgmail.com

Invest in yourself! Check out my new Career Coaching services.

2019-01-08T20:29:00.003-08:00

It's been a busy year for my talent development practice and the demand for career coaching is very strong. I've had some amazing clients this year and look forward to many more. I'm excited to work with such talent!

Business professionals, is your resume attracting attention or does it need an update? You never know when a hot opportunity will come your way. Are you prepared?

I'm here to help. I can offer a unique co-creative experience of resume editing. We will go through line by line, getting to the heart of what you do and what makes you unique. Your resume will make a strong impression!

Check out my career coaching packages for 2022.

Resume Editing Packages

Professional Resume Package – resume requires a complete overhaul and/or client is seeking a major career transition. Client needs a complete re-brand, seeking a new industry, new sector or job target. Re-brand client and highlight new/current career goals. 10 hrs. total = 8 hrs. of coaching sessions with Sharon to co-create your professional resume (via Zoom) + 2 hours of time (Sharon's 15 min prep prior to each session). Cost = $1,800

(Other) Career Coaching Packages: 5 hours total. 4 hours of career coaching per package. Coaching sessions are one on one, not group coaching. 1 to 1 format may include: phone or Skype. Each of the career packages below costs $180/hr. x 5 hours, 1 hour (Sharon's 15 min prep prior to each session). USD. = $900.

Topics of Career Packages:

Career Exploration & testing (either GallupClifton Strengths test or Business Career Leader).
Executive Careers: Personal Branding for Career Advancement
LinkedIn Profile Optimization: for business professionals
College to Career: Plan your Career
New Directions: Career Testing & Exploration
Career Transition: launch your Job-Search
Advanced Interviews & Salary Negotiation

Contact me to get started! Drop me a line at sharoncohen200@gmail.com

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Highlands Ability Battery: Identify your Talents!

2018-03-06T17:00:00.003-08:00

What are you naturally gifted at? What do you love to do? How can you get paid for this?

Last year, I became certified in the HAB Highlands Ability Battery. In 2017, I've provided this test to large, classes of business professionals and graduate students at the University of Georgia. There is such a broad diversity of natural abilities and talents. I've enjoyed helping people navigate new, career options that they never considered before.

For 2018, I've decided to offer it to clients in my private practice too! I can provide this custom career testing and coaching, to a limited number of individual clients. Treat yourself!

The HAB consists of a series of timed exercises. They are designed to measure your natural ability pattern. So, this isn't a test! You don't study for this it. There aren't right or wrong answers. The HAB measures abilities such as: visual/spatial skills, mathematical, creativity, writing, musical, memory etc.

Check out my HAB career package below. Drop me a line if you'd like to sign up for testing and coaching. Spaces are limited. You can reach me at sharonbcohen@bellsouth.net

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CAREER EXPLORATION package is for people who'd like to explore new career options and ensure they are in the 'right' field or job. Take the HAB Highlands Ability Battery. Identify career choices which are in line with your natural talents. Take charge of your career!

45 min. for career coach - to purchase the licensed test & set up the online account, logins and password for the client.
2.5 hrs. (average time), for the client to complete the Highlands Assessment Battery Test online (on their own time).
45 min. for career coach - to compile the test results into 1 comprehensive, summary report. Coach to analyze the test results and career patterns prior to the 1 to 1 session.
1.5 hr. phone session – client and coach. Real time coaching session to debrief the results. In-depth analysis and expert test interpretation and support
(Bonus) Client will receive 30 pg. digital, Highlands Ability Report & Career report.
1 hr. phone session – client and coach. Follow up coaching session. Guided support and demonstration on conducting labor market research - like a pro! Use the top, Career Databases for business professionals. Learn how your unique skills fit in the current, labor market. Review job-options and viability using for salary ranges, skills/abilities, technology and current job postings.

Cost: $600 - for the general public. $100 discount for active military, veterans or current, University students. So, the total cost for veterans or students is = $500. =====================================================

Author: © 2018 - All Rights Reserved - Sharon B. Cohen, MA, Dip.Educ, Career Counselor & Career Transition Specialist. Atlanta, GA. "Helping business professionals, reach their career potential!" sharonbcohen @bellsouth.net

Tru Colors Personality Type - What do your Online Comments Reveal about you?

2017-10-12T08:57:00.004-07:00

As a counseling psychologist, I use career & personality tests to help my clients. One test I've used is the "Tru Colors assessment." It's a great tool for team building and leadership development in a business settings. I used it in my work at my old, Business & Technology College in Vancouver, British Columbia. These days, everyone is constantly posting their comments and opinions online whether it's a Yelp restaurant review or a Twitter post.

As I was browsing company reviews on GlassDoor, I came across a series of reviews of a historic, candy store. I had an 'Aha' moment! All x7 employee reviews (below) rated their employer as 5/5 stars! However, the reasons for their satisfaction varied based on their personality types.

Can you guess the “True colors” personality type of each employee?

#1. Key Holder/Sales Associate Candy Store

Pros: chill atmosphere

Cons: lack of product knowledge

During Christmas there were two See's Candies kiosks at different sides of the mall. The location I was at during Christmas was in the hallway but right in front of a giant Christmas Tree. It was cozy and there wasn't an overload of traffic. However during the Valentine's season, the only kiosk that was open was on the other side, which is just in the middle of a busy hallway. It just wasn't as comfortable.

My manager was nice, I never really had a problem with coworkers, and the job isn't that stressful because most of the clientele are happy you are even there. Plus with a limited selection of items (at Seasonal Gift Centers like mine) and their prices right next to them, there really isn't any, "That's not what the sign said" type situations.

My least favorite part of the job was sampling, but that's just me. Maybe someone else would enjoy that. Another thing I didn't like was not having enough knowledge about products. The insides of the assortments don't say what each item is like other places. I didn't like not knowing what was in each box. I personally liked the stocking/keeping things looking nice part of the job the most, but helping people figure out what they want was likable too.

==============================================================

#2. Sales Associate/Cashier - Candy Store

Pros: great staff, free candy at work only, easy-going

Cons: not enough hours, small checks

This job is by far my favorite. I love everything about the store, products and staff. Very comfortable and satisfying work place. I gained more customer service skills and can speak to the general public in a professional yet friendly manner. My co-workers great people and working as a team is our priority. Never leave anyone behind kind of environment. The most difficult part was being short staffed during rush hour but once we got a system going it was perfect. If I could stay on full-time I would but unfortunately, I was only hired as a seasonal employee.

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Great company and free chocolate

#3. Sales Associate (Former Employee) - Candy Store

Pros: free chocolate while on duty, good hours, happy customers

Cons: hard to make it make it to full time

Days run very smoothly with a scheduled day as well as structured workflow. Most customers are very happy. Not many workplace problems. Good pay.

================================================================

Fun Place to Work

#4. Assistant Team Lead - Candy Store

Pros: selling chocolate, samples, discount

Cons: uniform, outdated equipment, no permanent store in the area

See's is a great place to work, especially when you already love the candy and the company's history. We had a great team that exceeded our sales goal. The company is generous with employee sampling and there is a discount on a few varieties of candy. The hardest part of the job is two-fold: wearing the antiquated uniform while stocking shelves and working with the antiquated equipment we were provided. While I love the candy and the respect for the heritage and history, it is possible for them to retain respect for history, and still upgrade for the 21st century.

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#5. Seasonal Clerk (Former Employee) Corona del Mar, CA

Pros: when you are on your game everyone knows you are par with customers and your duties. Customer service oriented

Cons: angry customers, random problems, safety

When I have been on the job performing certain tasks I take customers on first priority, take care of other job duties, and cleanliness of the area. When dealing with food you have to tend to proper temperature and proper time stored. Proper cleaning of equipment and top notch customer service. Enhances your people skills and teaches you responsibility. ================================================================

#6. Customer Service Representative

Pros: my co-workers and the family based environment.

Cons: salary.

Interacting with hundreds of customers over the phone and being able to meet their expectations with a product that sells itself. My co-workers were awesome and so very helpful in complicating situations. The hardest part was the system that we went through and how old it was. =====================================================================

#7. Associate (Current Employee)

Pros: all you can eat See's candies

Cons: management, old school cash registers, rude picky customers, retail

I worked at See's since it opened in October 2012, there were periods when I don't work for weeks but I do enjoy it. My co-workers were great, kind and helpful. My managers were real and understanding, there was no misunderstanding, no drama. The district manager was difficult to please and I am constantly misunderstood (He probably thinks I am a dumb worker). '

Nevertheless, I worked hard and focused on my studies. I'm never out to cause problems for anyone. Slowly my wonderful co-workers slowly left See's. But again I do not hate it, no work place is perfect anyways. However a new manager is hired. the first few weeks working along side with the new manager was great, everything was problem-free. But underneath the smile was hatred. I am constantly undermined, my employment was on very thin ice. I'm constantly in fear of getting fired and I don't know why.

Which employee is Green, Gold, Blue or Orange type?

#1. Key Holder - Green Logical Type.

#2. Sales Associate/Cashier - Blue Feeling Type

#3 Sales Associate - Gold Rules-driven Type

#4. Assistant Team Lead - Orange Bold Type

#5. Seasonal Clerk - Gold - Rules-driven Type

#6. Customer Service Representative

#7. Associate - Blue Feeling Type

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Author: © 2022 - All Rights Reserved: Sharon B. Cohen, MA, Dip. Educ, Career Counselor & Career Transition Specialist. Atlanta, GA. "Helping business professionals, reach their career potential!" sharoncohen200 @gmail.com

Help, My LinkedIn was Hacked! True Story.

2017-08-21T20:33:00.000-07:00

Well, readers my carefully curated LinkedIn Account was hacked. Months later, I'm still untangling the criminal hackers' tentacles and dealing with the fallout! The hacker (s), removed my email access from my account so I was totally locked out. The hacker with the fake email "Bruce Lee"disguised themselves as me. They reconfigured my own email to spam my 2,000+ contacts! Even my husband received the spam request, which appeared to be from my own email.

All I could do was watch this with horror. The account I'd nurtured and grown for 10+ years was being dismantled, along with my reputation. As a career coach and lecturer in Higher Education, I had thousands of student/alumni contacts built over 10 years. The spammer targeted all of my lovely students and alumni! The LinkedIn help page only has tips for people who were hacked but still have access to their account and email? What?!?

Here are some unvarnished facts I've learned from this experience. I hope they help you.

You may think your social media accounts are yours, but they are not! You are allowed access, but do not have any rights to the years of content, contacts, recommendations etc This is the sad truth.

For LinkedIn the only tech support is via email, no phone support line exists. You'll have to wait 4-5 days for each reply. Each reply will be from a different tech person and you have to explain your whole situation again.

If you are hacked, immediately request that LinkedIn freeze your account. It took 8-10 emails and several weeks for LinkedIn to respond and comply. But, they didn't tell me it was frozen. So, when I Googled my own account, now there was nothing online! This temporarily stopped the spammer, hacker or bot. Now, I was worried my entire profile was destroyed. Meanwhile, be prepared to loose all access to your own account. LinkedIn will say they are 'investigating' not sure if they did or not. Never received any updates on this, though I asked many times.

Meanwhile, I was trying to respond to dozens of emails from my contacts. They were confused and upset. They were receiving incessant, marketing emails (in very poor English) from my account. The irony is that I proofread resumes for a living! You'd think someone would say - this poor English doesn't sound like Sharon.

*I'm a career coach, not a sales person asking people to do survey! Yet, some of my contacts fell victim to the scammer who promised money for Mystery Dinners restaurant reviews. 3 of my contacts actually sent the hacker their personal information and filled in surveys! Then, they were paid with fake checks. The survey takers were told they'd receive 80% or close to $2,000. Of course, the the banks wouldn't cash these fraudulent checks. Then my 3 contacts called me to complain?!?

LinkedIn will ask you to prove you are the person who set up the account, before opening it back up to you. LinkedIn requested a copy of my drivers license and passport, which I was NOT willing to provide. It's a shame that this level of security is not available at the front end, to protect your account in the 1st place.

This sounded so outrageous, I wasn't sure it wasn't the hacker tricking me. Noting their lack of coordination with multiple, technical support people, I had no idea who this sensitive information would go to. An alternative was to get my personal ID verified and notarized by a notary public. Cost, time, energy and more embarrassment explaining this hack to a stranger. I did this and sent it in 5 times, before LinkedIn acknowledged receipt. No action...

After a month of polite and patient emails, nothing was progressing. So, as a last resort I went to my Twitter Account and my large group of followers. I tweeted about the hack and used #fixit #LinkedIn @LinkedIn support. This got their attention, and they responded the same day. But, Twitter LinkedIn staff said that a hack was too big an issue for them to resolve. They couldn't help me. I had to return to the slow/non-existent email support.

Two weeks later, still no progress. I was scheduled to teach LinkedIn at the University of Georgia to a group of MBA students. I told LinkedIn that I still didn't have access to my own account. I also told them that I would share this story of the hack and callous indifference by LinkedIn support. At 1:00 am the day before my lecture, my account was re-opened. How miraculous! But, they re-opened it while still allowing the Hacker to be the primary email and contact. So, the hacker began spamming again. 1 month later, dozens more emails, from me to LinkedIn I finally got control of my own account.

But - now I'm exhausted. I'm trying to rebuild my social media brand and am not as innocent as I was. I truly hope this never happens to you!

your career manager - Sharon C.
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Read more about a LinkedIn Hacker that was caught this past Fall, in Europe. He'd stolen 117 million passwords and logins from users and was trafficking this data.

Author: © 2017 - All Rights Reserved - Sharon B. Cohen, MA, Dip.Educ, Career Counselor and Career Transition Specialist. Atlanta, GA. "Helping business professionals, reach their career potential!" sharonbcohen @bellsouth.net

Virtual Career Coaching: Get Help Today!

2017-01-22T19:48:00.005-08:00

Career Coaching is a key component for success for many business professionals. Reach your career potential! Drop me a line to schedule a session sharoncohen200 @gmail.com

1. What’s the difference between virtual coaching and face to face coaching?
• You'll find the best counselor regardless of geography
• You can avoid driving and parking hassles.
• You won't accidentally run into your boss or friends/family. It's anonymous and confidential.
• You don't need time off of work. I offer evening and weekend coaching sessions.

2. What do I need? I am not technologically savvy...
90% of my clients choose a phone, coaching session. You may need a computer to take a career assessment or to work on a resume (with me) in real time.

3. How can I get started?
Contact me directly. via email sharoncohen200@gmail.com As an ethical provider, if your needs are outside of my scope of my expertise, I will provide a referral.

4. How long will it take?
My services are short-term, and solution focused (4-6 sessions are the average). However, this depends on the complexity of your career concerns. Each advising package is customized to address clients' unique needs. (About and Services)

5. How effective is Virtual Coaching and Why?
Research has found that Virtual Counseling is more effective, than face to face counseling for many clients. Clients are more relaxed and are more open and honest in an anonymous, virtual setting.

6. What happens when my monthly package is complete?
I have an open-door policy. Many clients like to book an annual, career tune-up which includes 2 sessions, to ensure their career is progressing well and help with any bumps in the road. Some common reasons for additional coaching: a new promotion/assignment, a new job, a performance review, an interview, lay-off or for an annual, performance review.

7. How can I choose a “Virtual Coach or Counselor”? What should I ask?
Do your due diligence. A virtual career counselor should have all the same credentials, education and experience as a regular career, counselor. Check out their online profile on the LinkedIn business site.

• Is your counselor experienced? Who are their typical clients (age, gender, diversity, education, industry). Do you fit that profile or not?

•Is your counselor working with both job seekers and recruiters? If you career counselor is only working with job seekers, they may lose touch with employers' current needs, job search and labor market trends.

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Author: © 2022-present. All Rights Reserved - Sharon B. Cohen. Drop me a line to schedule a session sharoncohen200@gmail.com

MBA Interview: Get analyzed by a Career Expert!

2016-06-14T07:36:00.003-07:00

Mock Interview Feedback

Business Interview

Are you landing 1st interviews, but not 2nd interviews?
Are you struggling to 'close' in your interviews?
Would you like to get honest and thorough feedback from an interview expert?

Executive interview coaching is in demand both in my private practice and in my MBA Career Advising role at the University of Georgia. Since you put so much effort into landing an interview, it's essential that you ace it!

I can help demystify this process by conducting a mock interview with you. Since I work with business recruiters I can help you understand what they are looking for and provde expert feedback.

Below is a sample summary of an interview evaluation with a client. He uploaded a video interview and I provided the critique below and several follow up coaching sessions. I'm happy to report that the interview coaching worked. He has 2 offers and is choosing his favorite as we speak!

Waiting for an Interview

Interviewer: Sharon B. Cohen (*career manager)
Interviewee: JS. Business Professional

Decision: Passed - Good!

Hello,

Thank you for uploading your mock interview and submitting your interview answers. After reviewing your video responses, I would like to provide some feedback.

Camera Placement – The camera has a good view of your profile.The background is neutral and the color of your tie is complimentary to your eyes and complexion.

Verbal Communication – Energy and variety in tonal inflection is key to maintain the interviewers' interest. Employers are seeking 'engagement' as a criteria. This often determines if they call candidates in for the 2nd round of interviews.

Non-verbal - body language appears to be direct and sincere. Eye contact is good.

Interview Questions

1. Take me through your resume and tell me how you made a difference at each experience. – Good

This question is all about confidence. Highlight your career accomplishments and express what you gained from each experience.

2. How have these experiences prepared you to be a successful employee with my firm? –Good

When you specifically stated the skills and software you are proficient in, you highlighted attributes that set you apart from other applicants. You described both your education, work experience and your transferable skills. Tying in the transferable skills to the needs of the employer is key!

3. Describe a challenging team project you worked on in which the group had difficulty accomplishing its objectives. – Needs Improvement, partial answer. In your response you stated the situation and task but forgot to mention the action and results. Use the STAR system of interview answers to cover the situation, task, action and result. This will provide a comprehensive and cohesive answer.

I’d recommend using the STAR technique to explain your great accomplishments. You did give some examples, but you kept forgetting to tie them into any potential new job or employer needs. IE: when explaining technical skills go beyond the list and emphasize what a bonus this would be when doing x,y,z tasks. STAR stories describe the situation, task, individual actions/contributions, and the results.

4. Tell me about a busy time in your career and how you managed your time effectively. –

Very good answer. You demonstrated work/life balance and showed how you perform under pressure. Good examples.

5. How do you stay current in your field? What resources do you use? – Excellent

This is one of my favorite questions. It helps me determine if the candidate is truly motivated and passionate about their field. Give specific examples of e-sites, LinkedIn groups, professional journals that you subscribe to and read. They may test you and ask you about a recent article you read and what it implies for the industry. Be fully prepared.

6. Tell me about your technical skills. – Good

Knowledge and proficiency from your educational background is good, but what other skills do you possess outside of the classroom? Good job using business language and mentioning what specifically you can do in Excel.

7. What is your greatest weakness? – Ok, could be better

This is a trick question. It's less about the actual 'weakness' than about your insight about your self. Remember, that recruiters have heard it all. So, saying you're a perfectionist is not the way to go. Highlight a skill you are currently working on, to show insight into future growth and development. Also, tie this to the job description and reference the “responsibilities” and how you can meet them effectively.

8. What are your short & long-term career goals? – Good. In your answer, you gave specific goals that you strive to accomplish. Ensure that your answer is aligned with the job and company goals. IE: this is not the time to mention you'd like to start your own business!

9. What will you say to “close” the interview? – Needs Improvement

Don't say “I believe I am a qualified candidate for this position, but there are probably a lot of others too.” In a live interview you need a 5 step closing, Show your confidence, re-state your pitch. offer a handshake and your business card. Ask for their card, so you have a name/address to send the "thank you card." Also, inquire about their hiring timeline.

To book your interview assessment today, email sharonbcohen@bellsouth.net We can set up a time for an initial phone chat.

your career manager,

Sharon B. Cohen

================================================================
Author: © 2016 -present All Rights Reserved - Sharon B. Cohen, MA, Counseling Psychology, CPRP. Career Counselor and Career Transition Specialist.

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/

• My Career Manager on Twitter http://twitter.com/MyCareerManager

• Archive of articles on My Career Manager http://www.mycareermanager.com/

MBA Job Search: Leverage your Network for Career Success!

2016-03-10T12:53:00.000-08:00

Are you job-searching, but feeling stuck?
What is the hardest part: resume writing, introducing yourself at events, finding job-leads, interviews etc?

Job-search is hard work! Each of you will have aspects of job-search where you excel and others where you struggle. A skilled, career-coach can provide some clarity and help you get unstuck! In this week's post, we'll look at business networking and how to improve your referral rate.

Networking is of major importance in conducting an effective job search. In particular, the higher up you are on the career and salary ladder, the more important networking and generating leads becomes. these top level jobs aren't posted on job boards, they are hidden and it is your job to dig them up. So, networking isn't something that only occurs when you are job searching. You should be building, growing and nurturing relationships throughout your career. The best way to network is to begin with your primary, secondary and tertiary circle of friends, family, and colleagues.

I've been working with one MBA client who has great business contacts in his extended circle of family and friends. He reports that he's asked family and friends to introduce him to their colleagues or people they know at top companies. However, after 6 months of such requests he's feeling very frustrated. He still hasn't received a single follow up email or call from any of the contacts he was targeting.

Where he's currently struggling is generating warm leads and referrals from his personal contacts. I wasn't there to hear how he asked for these leads. But this is what I plan to review with him in our next career coaching session:

Are you giving your networking contacts the best or right information to effectively refer you to an employer for consideration. Do they have a current copy of your resume? Have you spent time explaining it? Do they understand it?

How clear are your career goals? Train your team of supporters. You need to have a very focused career goal; industry, companies and job function. Then, you must convey this succinctly to your team. Your team then needs to convey it to their contacts. Is something being lost in translation?

Are they taking you seriously? Do they believe that what you are asking aligns with your skills? Do they question whether you are committed to a job search? Keep accurate records of who you spoke to, what you requested and when you requested it. Then, you can follow up with your contacts at the appropriate time.

Ensure you actively market yourself to your network (within appropriate boundaries of etiquette)
No-one will do the leg-work for you. Getting your network of contacts to share the right information about you is essential. Readers let me know if you'd like career coaching sessions to help get you "unstuck" in your job search.

Keep me posted. I'd love to hear about your job search.

==========================================

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/

• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Archive of articles on My Career Manager http://www.mycareermanager.com/

The Big 4 Social Media Sites (Part II): Digital Athens Conference

2016-03-09T12:37:00.000-08:00

Sharon B. Cohen presenting Career Workshop

Here is Part II of this series. Check out my tips for Google+ and LinkedIn optimization for job seekers!

I've developed Social Media Audit Checklists for the Big 4 sites. I use these custom checklists in conversations with my career coaching clients. During individual sessions, I assist clients with building their personal brand and increasing traffic on their websites.

As a result of my work, I was invited as a guest speaker at the "Digital Athens Technology Conference" in Athens GA. One of my audience members - Stephanie Schmidt summarized my workshop content very succinctly on her own blog.

Google+

Create a Google+ profile page with an image or head-shot
Purchase your own domain name
Monitor and sweep your “Digital Dirt”
Regularly check referring pages for wrong or embarrasing information
Make your profile free from spelling, punctuation and grammatical errors

LinkedIn

Have a Vanity URL and customized headline statement
Have an appropriate, non-studio head-shot  Include an OCR-optimized summer that contains keywords related to your career goals
Your education sections hold include information about your schools’ ranking
Your accomplishment statements should demonstrate the use of key skills
Have appropriate privacy settings–do not make your activity broadcasts public
Interact with your target people, brands and companies
Have 50+ quality connections and 3+ recommendations
Your profile should be free from spelling, punctuation and grammatical errors

Contact me to get started on a new career! sharonbcohen@bellsouth.net

==========================================

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/

• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Archive of articles on My Career Manager http://www.mycareermanager.com/

The Big 4 Social Media Sites (Part I): Digital Athens Conference

2016-03-09T12:23:00.002-08:00

Check out my tips for Facebook and Twitter optimization for job seekers!
I love working with business clients to build their online brand and customize their social media sites. I've developed 4 *Social Media Audit Checklists to expedite the process and was asked to present this at the "Digital Athens Technology Conference" in Athens GA.

My workshop was on my Audit Checklists for the Big 4 Social Media Sites. One of my audience members - Stephanie Schmidt summarized my workshop content very succinctly on her own blog.

Stephanie Schmidt -

Digital Athens, the annual summit concerning all things digital and social was hosted at the University of Georgia on March 21st. I gave up my Friday morning and afternoon to attend workshops of panelists and speakers who gave insight and advice into the industry. This years summit was surrounded by the idea of compiling a virtual “tool kit” that would leave attendees ready to take on the digital world.

One of the most memorable speakers of the day was Sharon B. Cohen, career consultant for MBA students at the University of Georgia. She shared horror stories of recruiters hiring employees based off number of Twitter Followers, LinkedIn Recommendations or their attitude used in a Yelp Reviews. If those stories don’t make students everywhere reconsider their social strategies, her audit checklists certainly did. Mrs. Cohen went platform by platform, depicting the must-haves for fully optimizing each network. Below, are Mrs. Cohen’s audits for the big four networks, Facebook, Twitter, Google+ and LinkedIn:

Facebook

Include an optimized photo and unique page image
Your page profile and about me section should reflect your personal brand –use keywords and be consistent
Include education and work sections that reflect your current, career goals –include projects and conferences you attend.
Update and monitor your news feed highlights and posts
Make your privacy settings appropriate
Have 50+ quality connections
Interact regularly with your target people, brands and companies–follow companies and brands you are interested in and would like to work for

Twitter

Your Twitter Handle or @username should reflect
your personal brand. Claim your name early!
Optimize your profile header images and create a professional bio
Select a branded theme to tie in with your usage goals
Post creative content and attract new followers
Have an appropriate follower to following ratio. Follow users back.
Check your @mentions and respond frequently
Make your privacy and interaction settings appropriate
Make your profile free from spelling, punctuation and grammatical errors
Interact regularly with your target people, brands and companies

Contact me directly if you'd like to find out more about my services. I can help you optimize your online brand!

==========================================

Contact me to get started on a new career! sharonbcohen@bellsouth.net

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Archive of articles on My Career Manager http://www.mycareermanager.com/

MBA Job Search: Thank You Letter to my Career Coach!

2016-03-04T11:23:00.001-08:00

Readers,

The best part of my career counseling work is seeing the success of my clients! So, I'd like to share a lovely letter from a business professional that I coached.

I helped her create a career action-plan which included: re-branding her resume, LinkedIn profile, identifying networking opportunities and targeted, interview coaching. Her effort and diligence paid off!

Subject: Thank You!

RE: MBA National Level Scholarship & Career Advancement

Good afternoon,
I am writing to thank each and every one of you for helping me at some point in my MBA at the University of Georgia. I just learned that I received the National Level NBMBAA Scholarship for $5,000 based off of my scholastic achievements, leadership and a wonderful recommendation by a professor.

Sharon, thank you for helping me prepare my resume and with our mock interviews! I was poised, confident, and in control for each round of interviews. I also wanted to thank you for preparing me for my most recent career advancement into Sales Management in the Los Angeles area. I am happy to say that my salary has more than doubled from when I first entered the program and for the first time in my career, I will hit six figures this year. Thank You!!

I hope that my testimony somehow reaches current and future MBA students because my story is proof that you can and will succeed and surpass your goals IF you are hard-working, diligent, forward-thinking, and a visionary.

I highly encourage other students to be involved in MBA networking activities both within and outside of Terry College of Business because the possibilities for advancement are endless. You will be happy to know that my new company has an awesome giving campaign in which employees are encouraged to participate; I chose the University of Georgia Alumni Association as one of my organizations to which I will be donating a portion of my pay each pay period for 2016. It's the least I can do.

So once again, thank you and Happy Holidays!!!

M. Williams

Alumni of Terry College,

UGA Class of 2015

==========================================

Contact me to get started on a new career! sharonbcohen@bellsouth.net

LinkedIn Job Search:True Story of a LinkedIn Letter that got Noticed!

2016-02-05T13:20:00.003-08:00

One of my most popular workshops and career coaching topics is "LinkedIn Email Outreach Letters." Many people want to do this, but aren't sure how to navigate the technical intricacies and the etiquette.

Recently, I helped a new, business client optimize his LinkedIn profile to attract employers. We optimized all the key sections based on his strengths and career goals. Then, we crafted a targeted LinkedIn Letter to a recruiter at one of his favorite companies. Below is the response to his letter (with the names changed for confidentiality).

The recruiter was so impressed, that not only did she write back, she suggested a job match and encouraged him submit a resume directly. Plus, as you can see she was selling him on the benefits of working for this company!

Hi John,
Thank you for reaching out to me. My name is Kim Shield and I am the Recruiter at Zoros responsible for identifying candidates for Project Manager, Engineering role. This position will be based in Burlington, Vermont and your profile seems to be a match. If you’re interested in the position, please follow this link and send me your updated resume to my email, K1234@zoros.com.

If you want to be part of a global health care company that is making a difference and changing lives, Zoros may be the place for you. With a workforce of more than 30,000 worldwide, we can make a difference. We encourage you to visit our website to learn more about our unconventional culture, our approach to doing business and how we plan to set new standards in health care.
Thank you,

Kim

Below is my clients' response. He was interested in the company, and this was his first contact with one of the company recruiters. His stayed focused on his goal, but inquired about 2 other jobs they had posted on LinkedIn. Keep in mind that at this point it is a 2 way dialogue with the actual hiring manager. How different is this than a random job application.

Kim,

Thank you very much for reaching out to me about the Project Manager position at Zoros. I am very interested in working for the company and appreciate you taking the time to identify me as a potential candidate. Although I do believe that I would be a great candidate for the position, I was looking at 2 other open positions that may be a better fit at your company if they are still available: Director of Global Learning and the Senior Manager of Operations and Compliance.

Please let me know if you are also responsible for identifying candidates for these positions. Once again, I appreciate the interest in my LinkedIn profile and hope that we can work together in the future. Please feel free to call me or email me with any questions or concerns. I look forward to hearing from you.

John Lakon

111-311-1218

johnl111@yahoo.com

Next, the recruiter called my client directly and offered a phone screening interview. My client passed and was promoted to 2 more rounds of interviews. In the end, he received an offer. Mission accomplished.

Happy job hunting! Keep me posted on your career progression. I'd love to hear your success stories...

==========================================

Author: © 2016 -present All Rights Reserved - Sharon B. Cohen, MA, Counseling Psychology, CPRP. Career Counselor and Career Transition Specialist. "Virtual Career Counseling: helping business professionals, reach their career potential!"

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Archive of articles on My Career Manager http://www.mycareermanager.com/

ROMBA Career Summit: Reaching Out for LGBTQQI Business Recruiting!

2015-10-08T13:40:00.001-07:00

Are you going to the annual ROMBA Career Summit in

The Reaching Out LGBT MBA & Business Graduate Conference is the annual conference of lesbian, gay, bisexual, and transgender (LGBT) graduate business school students - the largest gathering of LGBT business students in the world."

In my talent development and coaching for business executives, I understand that a feeling of belonging in your job is essential. Being able to be yourself, truly empowers!

I help bridge the communication gap between candidates and company recruiters. Lately, I've had more and more requests from private practice clients who want coaching on National Business Career Expo's, how to network, how to secure interviews and how to get offers! So, that is the inspiration for this blog post.

The Reaching Out Career Summit and Expo is an annual MBA conference and career expo. It is hosted in a different city and state each year. Some of my clients attended to maximize their professional exposure and business contacts.

ROMBA "The conference presents a dynamic line-up of industry speakers, workshops and panelists representing all sectors of the business community, from finance and entrepreneurship to non-profits and entertainment & media."

ROMBA Gold Sponsors

From a recruiters perspective, they want to promote their company brand and to meet eligible business candidates. From a candidates' perspective – they just want a job! I've had graduate MBA students attend this event and they reported that it's a good use of their time and efforts. Also, they said it was inclusive and they felt very comfortable participating at this unique event.

ROMBA Student Admissions.

A Career Expo, isn’t a first date, it is a first hello. You cannot expect a job from a career fair! There are many interim steps to reach this lofty goal. At the expo make a great first impression and stand out from the crowd. If you're lucky, you'll score a ticket or invitation to the employer 'after-parties,' and evening social 'mixers'. Go if you're invited. At these events, practice your networking and communication skills. Exchange business cards and meet decision makers. Recruiters will assess a candidates' demeanor, handshake, inter-personal skills, attire and confidence at these socials. If you make a great impression, you may be offered an interview.

With these reset expectations, you are on track. So let’s begin.

Top 10 Career Fair Strategies

1) Without a Career Expo Action-Plan you are wasting your time and the employers time. Quality of contacts, is much more important than quantity. Prior to the event, review the Career Expo website. Research the employers and review the list of registered companies. Create a first tier list, second tier list and third tier list of employer that you would like to speak to.

2) Review the exhibitor floor plan – know where you are going. Work the convention floor in an organized manner. Arrive early, begin at the back of the room, where the recruiters are still fresh. You may want to begin with your third tier companies 'just for practice.'

3) Wear comfortable shoes. Bring a roomy, briefcase or portfolio. Ideally you can sling your bag over your left-side. Keep your right hand free, for shaking hands. You do not want to fumble the first impression. Store the brochures you receive in your portfolio, not jumbled up in the free bag. you receive at the event.

4) Treat the recruiters’ as human beings, not just machines to dispense information and hire people. Don't monopolize their time when there are many others candidates who are waiting. Be polite. Don't just drop off your resume, this is very 2000's. Make a lasting impression and interact with representatives. Be friendly and confident not sullen and anxious.

5) If you only interact with recruiters, you have missed out on 50% of the networking. Interact with the Career Fair organizers, people at the registration desk, career coaches, attend workshops, speak to the presenters. Network with other attendees even while you are standing in line. You never know who you can help or who can help you.

6) Create a “verbal business card,” your 45-second elevator pitch. Tell employers what you're seeking and the value you can add to the organization. It should not be a memorized speech.

7) Get regular, Business Cards printed. A new trend is creating a mini-resume on your business card. and or creating a digital business card. These look like 3 inch CD's with the ends squared off. Each disk can store your entire website, resume, bio, samples of your projects etc. These are especially hot for professionals in Technology, Social Media and Marketing. There are specialty companies which can burn these mini CD's for you.

8) Proxemics and Body language: A strong, firm handshake, projects confidence. Other essentials are fresh breath, good eye-contact and a smile. Maintain personal space and don’t invade the space of the recruiters. Dress professionally.

9) If there's a career expo as part of the conference you can apply for jobs several weeks BEFORE the event. The more recruiters see you and get to know you, the more they will remember you. See my blog post on Resume Fashions What's Hot, What's Not!

10) After the expo, follow up! Send a thank you card or letter to employers who spent time with you. By this I mean a traditional, snail mail letter with a stamp and envelope. It is much harder to discard or ignore this, than a quick email which may be discarded. Follow up with select employers and remind them of your conversations and anything that was memorable about you. Delineate how you can contribute and reference any specific jobs you discussed at the fair. See post on Cover Letter Fashions What's Hot, What's Not!

Happy job hunting! Keep me posted on your career progression. I'd love to hear your success stories...

==========================================
Author: © 2022 -present All Rights Reserved - Sharon B. Cohen, MA, Counseling Psychology, CPRP. Career Counselor and Career Transition Specialist. "Virtual Career Counseling: helping business professionals, reach their career potential!"

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Prospanica Career Fair: Work this event like an MBA professional!

2015-10-08T12:47:00.001-07:00

How can you stand out at such a large event?
Who are you hoping to meet?
What can you offer a prospective employer?
What are you hoping to learn?

From a recruiters perspective, the main purpose of a Career Fair is to promote the company brand and to meet eligible candidates. From a candidates perspective – they just want a job!

The competition for the best jobs can be very intense. In my private practice, clients hire me to help them in all aspects of their career planning, job search and interview strategy. The past few years, I'm also being sought out by private clients to help them plan the strategy and tactics to compete at the National Business Career Fairs. There is a lot of competition. This event is the is the 2nd largest of all the MBA career fairs in North America. I help clients identify what makes them unique and how to differentiate their skill-set from the competition.

This year, the NSHMBA Fair is coming to Chicago, Illinois from Oct 9-11th. The top Fortune Companies will be in attendance and so should MBA's. It is a welcoming event and business professionals from diverse backgrounds, career interests and cultures attend each year. Let me share some of my best tips to help you prepare for career fairs.

A Career Fair, isn’t a first date, it is a first hello. You cannot expect a job from a career fair! There are many interim steps to reach this lofty goal. At the fair, make a great first impression and stand out from the crowd. If you're lucky, you'll score a ticket or invitation to the employer 'after-parties,' and evening social 'mixers'. Go if you're invited! At these events, practice your networking and communication skills. Exchange business cards and meet decision makers. Recruiters will assess a candidates' demeanor, inter-personal skills, attire and confidence at these socials. If you make a great impression, you may be offered an interview slot during the career fair week.

With these, reset expectations, you are on track – so let’s begin.

Top 10 Career Fair Strategies

1) Without a Career Fair Action-Plan and Strategy, you are wasting your time and the employers time. Quality of contacts, is much more important than quantity. Prior to the event, review the Career Fair Website. Research the employers and review the list of registered companies. Create a first tier list, second tier list and third tier list of employer that you would like to speak to.

2) Review the exhibitor floor plan – know where you are going. Work the convention floor in an organized manner. Arrive early, begin at the back of the room, where the recruiters are still fresh. You may want to begin with your third tier companies 'just for practice.'

3) Wear comfortable shoes. Ladies, this applies to you! Bring a roomy, briefcase with a shoulder strap. Sling your bag over your left side. Keep your right hand free, for shaking hands. You do not want to fumble the first impression. Store the brochures you receive in your briefcase or portfolio – not in the free, career fair bag. you receive at the event.

4) Treat the recruiters’ as human beings, not just machines to dispense information and hire people. Don't monopolize their time, when there are many others candidates who are waiting. Be polite. Don't just drop off your resume, this is very 1990's. Make a lasting impression and interact with representatives.

5) If you only interact with recruiters, you have missed out on 50% of the networking. Interact with the Career Fair organizers, people at the registration desk, career coaches, attend workshops, speak to the presenters. Network with other attendees even while you are standing in line. You never know who you can help or who can help you.

6) Create a “verbal business card,” your 45-second elevator pitch. Tell employers what you're seeking and the value you can add to the organization. It should not be a memorized speech.

7) Get regular, Business Cards printed. Note: a new trend is creating a mini-resume on your business card. and or creating a digital business card. These look like 3 inch CD's with the ends squared off. Each disk can store your entire website, resume, bio, samples of your projects etc. These are especially hot for professionals in Technology, Social Media and Marketing. There are specialty companies which can burn these mini CD's for you.

8) Proxemics and Body language: strong, firm handshake, project confidence, fresh breath, maintain good eye-contact and smile. Maintain personal space and don’t invade the space of the recruiters. Dress professionally.

9) Some employers may not accept hard copies of resumes, but will ask you to complete an application on their website. Apply for the Career Fair jobs several weeks BEFORE the Career Fair. This is especially essential for National Career Fairs. Many employers create e-resume books from this content and pre-select potential interviewees. Employers can also use this data to get a jump on the competition, and reach out to the best applicants to pre-schedule interviews before the Career Fair. If you've had a pre-interview, then follow-up with the recruiters at the Fair. The more they see you and get to know you, the more they will remember you. See my blog post on Resume Fashions What's Hot, What's Not!

10) After the fair, follow up! Send a thank you card or letter to employers who spent time with you. By this I mean a traditional, snail mail letter with a stamp and envelope. It is much harder to discard or ignore this, than a quick email which may be discarded. Follow up with select employers and remind them of your conversations and anything that was memorable about you. Delineate how you can contribute and reference any specific jobs you discussed at the fair. See post on Cover Letter Fashions What's Hot, What's Not!

Happy job hunting at the fair! Check out the UGA University of Georgia Terry MBA College Booth! Keep me posted on your career progression. I'd love to hear your success stories...

==========================================
Author: © 2015 -present All Rights Reserved - Sharon B. Cohen, MA, Counseling Psychology, CPRP. Career Counselor and Career Transition Specialist. "Virtual Career Counseling: helping business professionals, reach their career potential!"

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Free Labor Market Data: Check out the Occupational Outlook!

2015-08-21T12:59:00.003-07:00

Have you ever wondered if you should jump ship?
How does your current industry and job compare to your desired career?
Don't take this risk until you do your research. Check out the job projections and industry growth in your desired field.

Read on to access the FREE labor-market data for the USA. It will help your career! If you like my article, upload a comment and I'll post it.
As a professional, career counselor, I'm often asked about labor market data and which skills are in demand. I help clients interpret the labor market trends and make informed decisions.

One of the tools that I use is the American Occupational Outlook database. The Bureau of Labor Statistics publishes an e-book each year called Occupational Outlook Handbook

Here is a screenshot of the homepage. This site is very easy to navigate.

Under Occupation Groups - I clicked on "Business." It provided an alphabetical list of careers in this industry with descriptions, data and most importantly salary! This data is available for almost every category of job.

It has a robust search section. I'd encourage you to search by Pay, Education Level, Number of Jobs Projected, Growth Rate and Opportunities for On the Job Training. How fantastic to get all of this data at your fingertips!

Find your job description and mine for nouns to add to your list.

Contact me directly if you'd like career coaching sharonbcohen@bellsouth.net

Best wishes with your career research and job search!

===========================================================================
© 2015 - All Rights Reserved - Sharon Cohen, MA,CPRP. Business Career Coach & Social Media Strategist. Virtual Career Coaching: helping business professionals, reach their career potential!

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Why Interviews are Just Like Texas Hold 'Em Poker: Strategic Moves!

2015-06-30T07:11:00.004-07:00

I've been teaching interview skills for a long time,
but I only recently learned how to play poker.
I was amazed at all the strategic similarities!

Texas Hold 'Em Poker and Interviews by Sharon B. Cohen

Check out my first blog post on this topic
Interviews are just like Texas Hold 'Em

Here's the much anticipated Blog Post Part II:
Strategic Moves!

Learn how to work with the cards you've been dealt.
Consider 'future cards' and future opportunities
Placing bets: what are your odds?
Survive multiple rounds and multiple interviews to get to the finish line and the job offer!

Let's begin from the "flop."

From the flop on, betting begins with the player to the dealer’s left, who can check or bet. When the employer has narrowed down the interview pool to the best applicants, he/she can “check” the candidates references, credit history etc… or just “bet” on who he/she thinks will be the “winner” for the job. Make sure that your references can describe you in glowing terms. This could make or break your ability to get the job. If the employer checks, & the reference are bad, then game over.

Future cards, are like trick questions which could be asked in the interview. There are always forks in the road. A fourth card is dealt face up onto the board. This is called fourth street or the turn card. Expect the unexpected

Another round of betting. The candidates place bets, & hope their luck holds. Be prepared to: answer interview questions Be prepared: To ask questions Be prepared: To research the company Be prepared: To look the part Be prepared: To turn up on time

The final card is dealt face up. This card is also called fifth street or the river. Sink or swim, your last chance. You give your final sales pitch of the interview. Look the employer in the eye, shake their hand, exchange business cards & say “I could love to work in your company, would be a great fit with your team & could begin right away.”

A final round of betting occurs. The remaining players show their cards and the person who can make the best five card hand by combining their pocket cards with the cards on the board wins. The final round of interviews occurs, the hiring committee each bets on or backs their favorite candidate. The Hiring Committee asks the players/candidates, “Do you have any questions? Do you have anything else you would like to tell us, about your candidacy?” Players/interviewees, stay calm, paste on a version of your poker face, but with a grin attached. Stay positive.

Additional Tips:

Make sure you learn the best, starting-hands in Texas Hold-Em Poker & the worst starting-hands. Learn Job Search skills from a Career Expert, don’t enter the game, as an unprepared novice. Skills are as important as luck.
Once you've got the basics of how to play, make sure to understand your position at the table. Do a SWOT analysis. A SWOT analysis involves taking a personal survey about your strengths, weakness’, opportunities and the potential threats from other candidates
It's always a good idea to follow good poker Etiquette. Be prepared, research the employer, dress professionally, arrive on time.
Practice 'reading the board' and learn the top hands in Texas Hold ‘Em. Realize that on any given day, another player, may rise up and win. Know what the stakes are and what the employer really want in a candidate. Show in detail why you are the best match for the job. Know your “winning hand.”

And now you know how to interview and all the basic Texas Hold ‘Em rules!

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© 2015 - present. All Rights Reserved - Sharon Cohen, MA,CPRP. Business Career Coach & Social Media Strategist. Virtual Career Coaching: helping business professionals, reach their career potential!

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Conflict at Work? Learn about 4 Goals of Inter-personal, Misbehavior.

2015-04-17T13:40:00.001-07:00

Conflict at Work!

Unhappy at work?
Confused about why your coworkers/boss do what they do?
Would you like to improve your relationships?

Understand what motivates you and your colleagues. Cut the drama and increase cooperation and teamwork...

I used to work as a Conflict Resolution Manager at a College of Business, Technology and Healthcare in beautiful, Vancouver, British Columbia (Canada). I helped mediate conflict between faculty, staff, students and administration. There was never a shortage of conflict!

As an Adlerian Trained counselor, I had an 'a-ha' moment one day. I found a practical application for some research on childhood behavior. I recalled learning about the 4 goals of misbehavior. This was a theory postulated by Alfred Adler's a psychologist and contemporary of Sigmund Freud. I realized that the dynamics which occur in a family unit, also occur in the workplace. They may just take a more subtle form.

You will know which goal of misbehavior your coworkers is using by how it makes you feel.

4 Goals of Misbehavior

1. Goal of Attention
Person: "I count only when I am being noticed or served. "The person feels he or she only belongs as long as the leader is prepared to pay attention to them. Attention seekers dread being ignored.

Example: Noisy during meetings, taps a pencil, shuffles papers, sighs loudly. Always jumps into others' conversations, hangs out at the water-cooler looking for attention. Wears flamboyant clothes. Speaks in a loud or overly dramatic manner, even when it isn't called for.

You will feel: Annoyed; you'll want to remind or coax others.

Person: They will temporarily stop the behavior, when given attention. Soon, they will resume the behavior or begin a new attention-seeking behavior.
Solution/response: Give them attention for positive behavior, when they aren't expecting it. Never give attention on demand. Ignore attention-seeking behaviors.

2.Goal of Power

Person: "I count only when I am dominating. I can do whatever I want. Only feels worthwhile if she or he is being boss and controlling everybody. Proves their importance by refusing to do anything you want.

Example: Aggressive - will say no to projects, before they have even heard all the details. Passive Aggressive, drags their feet, smiles but doesn't perform their share of team work. Delays sharing information with others or hoards contacts and information. Suspicious or overly jealous.

You will feel: Provoked, angry. I won't let them get away with this! l'll make him/her do it! You can't get away with it.

Person: Intensifies power-seeking behavior when reprimanded. Wants to win even more, becomes defiant.
Solution/Response: Do not engage in the conflict. Withdraw from conflict; act, rather than talk. Walk away.
Be friendly instead. Establish equality; redirect employees’ efforts into constructive channels.

3. Goal of Revenge

Person "I can't be liked. I don't have power. l will count if I can hurt others as I feel hurt by life. Person may revert to revenge after a failed, power play (IE: passed over for a key project or promotion).

Example: Sabotages others' efforts overly or covertly. Rejects all compliments or encouragement and views this with suspicion. Provokes hostility in their voice, tone, facial expression, body language etc...

You will feel: Hurt. How can he/she do this to me?

Person: Wants to get even. Makes self disliked. Seeks further revenge.
Solution/Response: Avoid retaliation or punishment. Take time and effort to help them. Rebuild trust and the relationship.

4. Goal - Display of Inadequacy
Person: I can't do anything right so I won't try to do anything at all. May be a perfectionist, fear of failure. See themselves as incompetent. They are deeply discouraged, and no longer hope for any success or recognition at work or in life. Their sole purpose is to avoid further hurt, humiliation or frustration.

Example: View themselves as incompetent and inadequate. Put others in their service, by overemphasizing their lack of skills and abilities. Gets others to do their work. Hides behind a lack of ability, so that their real or imagined flaws will not be discovered.

You will feel: Despair, hopeless, discouraged. I give up.

Person: No reprimand, therefore no reaction. Feels there is no use in even trying. Passive, no improvement.
Solution/Response: Encourage any positive effort or behavior. Have faith in their ability, don't do it for them. Don't give up, pity or criticize. Be patient. Engage them in activities to build their confidence, success experiences.

Analyze your response to others’ misbehavior. Reflect on your own behavior and how it has contributed to the situation. Your coworker or boss's bad behavior, may not even be aimed at you as an individual. They may be angry at the company or the system or the world. Misbehavior, is simply a failed attempt to belong and find self-worth. Try something new!

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© 2015 - All Rights Reserved - Sharon Cohen, MA,CPRP. Business Career Coach & Social Media Strategist. Virtual Career Coaching: helping business professionals, reach their career potential!

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Job-Search Analysis: Learn How to Job-Search like a Professional!

2015-04-09T14:46:00.003-07:00

This week, I presented a webinar for business professionals on "How to Access the Hidden Job market." Within a few minutes of the presentation, I realized that there was a high level of frustration and discouragement with job search. So, I decided to take this webinar back to it's roots. I offered to do a live demonstration of a Job-Search Analysis and open the job search process to the group.

Two of the webinar attendees volunteered to get their free analysis during the webinar. They also received a follow up summary of the analysis and a debriefing session from me. I set out to uncover, why they weren't having success with their current job-search. They were feeling frustrated, discouraged and unsure of how to proceed.

Job Search Analysis.

I've developed a process to help job-seekers who feel stuck become unstuck and move forward. Over the past 10 years of career coaching, I've used my system with thousands of job seekers and have had great results. I analyze any skills gaps and any emotional blocks/baggage from their current or last job. Additionally, I check their level of family and social support during the search. I provide training for the skills gap and use my counseling skills to deal with the emotional blocks.

Below are some of the questions I asked.
Note: before you open up questions, ensure you're prepared to deal with any unexpected disclosures. My colleagues tell me that I am able to "ask tough questions without offending people." It's one of my strengths and is probably due to my training as a professional counselor. Although, a session
may be about job-search, clients frequently share other life and personal issues in groups discussion. Luckily, my training and experience as a counselor has helped me navigate this.

How long do you spend job-searching every week?
Do you job search every week? If not, how many weeks between job search tasks?
What methods do you use? How do you know these are the best methods?
Tell me about your employer research? Why do you use these channels?
Tell me your career goal: by industry, sector, function and job title.
How do you feel about your job search overall, about specific parts of it?
How does your family, friends, spouse feel? Do they offer feedback?
What other pressures are in your life?
What other factors do I need to know about?

Here's what I uncovered:
Average of 1-1.5 hours a week on their job search.
Primary job search activity is looking for jobs on job boards.

(Skills gap)
§ They were unable to specify or explain their career goal. They were unclear about
what constitutes an industry, sector, function and a job. Goals: “finance” and “operations.” They had changed their minds about what their goals were at least 2 or 3 times in the past 4 months of their job search.
§ They had heard about ‘transferable skills’ but weren't sure how this related to their job search or job targets. They thought that transferable skills would open the door to any job! IE: the transferable skill of 'teamwork' could land them a job as a financial consultant!
§ Very basic skills for conducting industry and employer research online. Unable to identify 3 online or print sources or tools for conducting research

(Emotional fortitude)
§ They presented as "discouraged and lacking energy or enthusiasm." Interviews are all about confidence and energy and this was a missing element.
§ They were comparing themselves to successful friends who had founds jobs quickly.
§ They appeared burnt out, although they hadn't really launched a full-out, search.
§ The confusion about career direction had set back their job search by a minimum of 3-5 months. So, they were both starting from scratch.

(Social Support & Other issues)
As an Adlerian Psychologist, I come from a holistic paradigm which seeks to understand the individual, before providing support or advice. The family, culture, setting are paramount to understanding a person's unique perspective.

In this case, both job-seekers felt intense pressure by family to 'hurry up' and find a job and contribute financially.

One of the job seekers had an international background with different cultural norms than the dominant North American culture. There was a gender norm of the 'male as the sole breadwinner.' Also, there was an expectation to keep feelings, worries and other concerns internal and not to express them. In his culture, decisions were made collectively by the family unit. So he couldn't just make a career decision based on what suited him personally. He needed to take into account his family. Also, due to the traditional nature of his cultural background, it was considered unacceptable for women to work. So, there was no chance that his extended family would permit his wife to work and earn.

The other job-seeker who was North American, felt daily pressure to 'take any job' even jobs which were below his normal skill or salary. This didn't seem to be due to any financial issues, but overall pressure in his social groups, among successful friends and in general family expectations.

Next week, I'll share my recommendations for these 2 job seekers. Learn how you can expedite your search by using the best practices in the field, best tools and proper coaching to build up the candidates to job-search and interview readiness!

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© 2015 - All Rights Reserved - Sharon Cohen, MA,CPRP. Business Career Coach & Social Media Strategist. Virtual Career Coaching: helping business professionals, reach their career potential!

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Job Search Analysis: What's Limiting your Success?

2015-04-09T14:46:00.001-07:00

This week, I presented a webinar for business professionals on "How to Access the Hidden Job market." Within a few minutes of the presentation, I realized that there was a high level of frustration and discouragement with job search. So, I decided to take this webinar back to it's roots. I offered to do a live demonstration of a Job-Search Analysis and open the job search process to the group.

Job Search Analysis.

How long do you spend job-searching every week?
Do you job search every week? If not, how many weeks between job search tasks?
What methods do you use? How do you know these are the best methods?
Tell me about your employer research? Why do you use these channels?
Tell me your career goal: by industry, sector, function and job title.
How do you feel about your job search overall, about specific parts of it?
How does your family, friends, spouse feel? Do they offer feedback?
What other pressures are in your life?
What other factors do I need to know about?

Virtual Career Coaching: helping business professionals, reach their career potential!

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Virtual Career Coaching @SharonBCohen

2015-04-06T11:01:00.005-07:00

Sharon B. Cohen
Career Counseling

I offer short term, solution-focused, career coaching for busy professionals. Get virtual career coaching from the comfort of your home and reach your career potential!

Due to the demand for virtual coaching, I'm offering this service for all of my clients not just those from out-of-state or my international clients. A phone line and internet-connected device are the tools you will need. As an experienced career coach, I will lead the way.

Email me at sharoncohen200@gmail.com to set up a complimentary 15 min initial call. I'd love to hear more about your career goals and discuss how to customize a package for you. My direct line is (404)791-0848.

Here's what my clients have to say:

(Interview Coaching) Sharon, I accepted the offer! It looks like a great company and I like the people I'd be working with. Thank you so much for your interview assistance. Your insight was the difference! B. Walker MBA, Business Management

(Resume & Job Search Coaching after a layoff) So far, I have two job offers, and three interviews coming up! My gf really feels like this is the best thing that could have happened as I now have a lot of options. Thank you for your help! I have an interview set up with UBS for a financial analyst position, I have two offers, one in insurance and another as a corporate headhunter, I have been connected with the head of the Leadership Development program for Home Depot and have a phone conversation set up for tomorrow, and I have a few other leads. Jack B (MBA)

(Job Search Coaching) I've received an offer for a job in IT audit and compliance from LexisNexis. I was called for the interview after leaving my resume with their representative at the fall Career Expo. I'm thrilled to have a position in my field nine months prior to graduation! Thank you for encouraging me and for all of your hard work. Amy L. MS Information Systems

(Global Career Coaching) Do all the stuff Sharon tells you to do! I just received 3 Global Internship offers and chose the best one. Develop your online presence, network, job search using multiple channels, talk to everyone and meet with promising contacts each week. Prioritize: I spent 2-3 hours a day for 3-4 months. Rebecca J (MIB) Masters of International Business

(Career Strategy & Interview Coaching) Sharon, I accepted an offer yesterday from Lowe's for the Human Resource Manager position! I wanted to thank you for the information you shared with me during my career counseling sessions. It was all very helpful. I appreciate the time you spent with me before my interview. I am very excited about my new position! Amy R. MS Human Resources

(Job Fair & Resume Writing Coaching) Sharon, I'd like to thank you for all the guidance that you have provided in making me standout at the Career Expo. Recruiters really liked the way my resume was tailored and especially liked my digital business cards! It was a great conversation starter. Thank you again for your guidance. Vaibhav C. MS CIS

Sharon's Career Coaching:

$180/hr. (1 single hour of coaching), Coaching in packages of 5 or 10 sessions. Individual sessions may be added to existing packages of coaching.

On a topic of your choice:

Career Packages 4 hours each:
*Executive Career Coaching
*Social Media Job-Search
*LinkedIn Optimization & Profiles
*Personal Branding for Professionals
*College to Career Launch
*Career Transition & Job Search
*Career Re-launch & Re-entry
*Business Career Testing & Goals
*Professional & Executive Resumes
*Advanced Interviews & Salary Negotiations

Hover over my name to view my online resume Sharon B. Cohen
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© 2022 - All Rights Reserved - Sharon Cohen, MA. Business Career Coach & Social Media Strategist. Virtual Career Coaching: helping business professionals, reach their career potential! sharoncohen200@gmail.com

• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/

Giving Notice: What to do When you Change Jobs.

2015-03-20T11:39:00.004-07:00

Do people still give notice to their employer?

Do employers have an obligation to give notice prior to layoffs?

If you give notice, is the employer required to pay you for the 2 weeks?

Can they show you the door that day?

As a career coach, I often hear stories from both employees and employers about what really happens in the workplace.

Giving notice is topic which figures into many of these conversations. There is a big difference between what people aspire to and what actually happens.

Although the typical North American will change jobs every 2.5- 3 year, these transitions can be a challenge. Giving notice is still a potential minefield. What works at one company, may be a disaster at another company.

In all American states (except Montana), employment is classified as an 'at will relationship' between employer and employee. They can let you go at any time, and you are free to leave at any time. There is a lot of debate about 'notice' the amount of notice and how it should be handled. I would base your decision on precedent and company culture. How have other employees been treated after they give notice? What is your company's typical way of handling layoffs, downsizing, rightsizing etc.? What is the length of time that other employees in your company have provided as notice?

If your employer has been good to you and you have been treated fairly, give 2 weeks' notice.

Some experts recommend asking - did they earn the two-week notice? Once you give notice, an employer may escort you to the door. Just because you provide notice, doesn't mean the employer is obligated to let you work during that time period, nor can you count on being paid the last 2 weeks. Save up! The day you resign may be your last day on the job!

The range of employer procedures for layoffs is quite varied. Some corporate employers act with great tact and sensitivity when an employee gives notice. On the other hand, I've also witnessed an organization that prides itself on 'family values' and which is a non-profit - act atrociously. The way a company treats you when you leave, should be as good as they treated you when you were hired (barring any criminal activity).

I’ve had employers complain about lack of staff notice when their employees quit and then turn around and lay off an employee the same day! No notice or severance of any kind. They may say that the former employee dealt with sensitive information or systems or clients. and that this was necessary. But I'm not so sure this is always the case. If it suits their business needs, they will justify this. However, it may damage to their reputation in the community. It's really how they show you the door that counts and it can be done humanely. If you genuinely need to lay off a long-term employee who's done a good job, try to do it with dignity. Many people would appreciate the chance to say bye to their coworkers.

I do wish that overall, more companies handled an employee's departure compassionately - whatever the reason. Over the years, many of my career advising sessions to have been with employees who left or were laid off or were fired. Helping someone debrief the situation is the first step in moving forward. I feel honored that people come to me at such an emotional and delicate juncture and trust me to help them.

Bottom line - only you can judge the “climate” of your workplace and only you know the history of how others have departed, when they gave notice and how they’ve treated the departed.

I'd love to hear your comments and experiences from the trenches.

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© 2022 - All Rights Reserved - Sharon Cohen, MA, CPRP. Business Career Coach & Social Media Strategist.

"Virtual Career Counseling: helping business professionals, reach their career potential!"
• Sharon B. Cohen on LinkedIn http://www.linkedin.com/in/sharonbcohen/
• My Career Manager on Twitter http://twitter.com/MyCareerManager
• Complete Archive of articles on My Career Manager http://www.mycareermanager.com/