The Jobs Guy

2026-04-30T17:49:00.000-07:00

Why Are You Here?

It really is a simple question, and an important one which we should take a moment to ask ourselves now and then. A few moments of quiet, honest reflection on this question can help to evaluate different facets of life. It is important to remember to stop and consider major areas such as relationships, careers, residences, financial position, religion, hobbies, and habits.

If you think about it, this question can be asked with four very different connotations:

WHY are you here?

Why ARE you here?

Why are YOU here?

Why are you HERE?

Please feel free, in a moment of quiet reflection, to ask yourself those question out loud, with that emphasis, and you may see my point. *Asking these questions aloud is not recommended if the reader is in certain situations, such as a hospital emergency department, in line at a TSA checkpoint, or on a first date. Following is more detail on the 4 facets of the one simple question.

WHY asks about your purpose, motivation and reasons.

Are considers the cost vs. benefit equation, or more bluntly, "What's in it for me?". It relates to both the WHY and the YOU.

YOU is about the skills, talents, abilities, and attributes which you bring to the situation under discussion. It is very personal, and includes not only your personal history, but your future goals as well.

HERE is specific to the current situation. This part is related the ARE question.

As I reflect on this question, I have come to realize that actually ALL of the parts relate to one another. This really is a very simple question, and considered from a certain perspective, can offer surprising depth and insight.

Good luck and best wishes.

Things you never thought that you would say

2026-04-09T17:43:00.000-07:00

So I was recently on the phone with my adult son, who I am very proud of, and we were discussing the challenging position of being a Middle Manager. The person in the middle gets pressure from all directions, up, down, left right, top, bottom, left and right.

Now during this call, as I was processing my sage advice, I hear "Don't drink the cat water!"

He has a Toddler/Crawler, so I knew what was happening at his house.

It struck me that I was hearing "Don't drink the cat water!" From the same person I once yelled at "Don't paint your sister!"

Life is a circle....

2026-02-27T18:27:00.000-08:00

Thoughts on Recovery

A friend of my recently turned my attention back toward thinking about “Recovery”. Over my 36 years in the Social Services, I have come to realize several things. First of all, it does not much matter WHAT we are recovering from. The term is common in Substance Use Disorder (SUD) treatment, and also used in Mental Health settings. These areas are so entwined that the field is adopting the overarching term of Behavioral Health.

Over the past several years, I have begun to realize that “Recovery” also applies to other situations which we experience. Physical Health for example, also requires a time of “Recovery”. Just as in SUD experiences, a knee replacement requires many, if not all of the same steps, along a similar path,with the same end goal-a return of function.

If I need a knee replacement, that process starts with some sort of pain, issue, or injury which I ignore, tolerate and avoid for years or decades. My knee eventually collapses, and I writhe on the floor in pain. EMS is called, and the Doc at the Emergency Department feels the Rice Krispies, and refers me to an Orthopedic Specialist. Lower power interventions are attempted, The Ortho Doc prescribes Ibuprofen and Tylenol for the pain. Physical Therapy ensues for weeks or months, an Occupational Therapist gives me a brace. Eventually, these interventions often do not succeed, and I then wind up alerting TSA Agents at metal detectors.

The parallel process often happens with SUD/MH/Trauma situations. Things happen gradually, over time, build up and a crisis ensues. That same process above repeats,except we change physical therapy to mental health therapy, and the Occupational Therapist becomes a Psychologist or Case Manager.

The analogy between physical health and mental health breaks down a bit when we reach the point where we cut out the defective body part and replace it. That works well for knees, I admit. Not so much for brains :)

The cycle is Pain/Problem->Years->Tolerate/Adapt->Therapy/Treatment>Resolution, (hopefully). The central point is that first of all, people follow a recovery process, regardless of the cause.

Underlying that is that there is no “Butterfly” moment, where we’re treated over a weekend, a cocoon bursts open, and we are magically fixed. Recovery is a long, step by step process.

As a society, we seem to be more accepting of that process when it relates to a physical cause, such as a hip replacement. We’re good with understanding that if someone takes a saw, cuts out old bone, and replaces that with a titanium part, there will be some needed follow through. Though we have made progress, the expectation for recovery is still different for behavioral health issues.

I believe that the difference may lie in the way that the conditions are seen. A hip replacement is more acute than Addiction, Bipolar Disorder or Schizophrenia. These are more chronic conditions,and they will require longer term or lifetime care.

For what it’s worth, my dream is that we, as a society see and treat Behavioral Health issues the same way that we now treat Diabetes. Not to be too personal, but my Grandmother and my father were both diabetic. They were both fine in the long run, and lived long, full lives. That said,they DID have to take medication daily, check their glucose levels, eat healthy and such.

Nobody ever shamed them because of their “defective” pancreas. People continue to be shamed (and wrongfully shame themselves) because of their “character defects” if the issue is addiction or mental illness.

That is why the recovery process seems to still be different from physical health to behavioral health.

Good Luck and Best Wishes.

The Greatest Disability

2016-04-14T18:43:00.000-07:00

What, do you suppose is the disability which causes the greatest barrier to success? Cerebral Palsy? Traumatic Brain Injury? Deafness? Heart problems? Total Paralysis?

These can all be very serious conditions, but I believe that the MOST disabling condition is a lack of vision. I don't mean physical blindness, but rather difficulties in seeing yourself, your skills/abilities, and the reality of the world and your personal situation.

All too often, people live in the past, then remember and re-create that past into their present reality. There is a now old, and great movie called Groundhog Day starring Bill Murray (http://www.imdb.com/title/tt0107048/). The synopsis is that a man lives the same day over and over again. That is a terrible way to live-people are meant to move forward in their lives.

Even more, an inability to have a bold, but realistic, vision of the future is self-limiting. Yet again, I quote the great Career Counselor and Philosopher, Yogi Berra "If you don't know where you are going, you might wind up someplace else".

Now, when we talk about grand words and concepts like "Vision" to automatically assume that a long term, ultimate life or career goal is involved. While that may very well be the case, it is equally valid to take things in smaller bites, and think about your vision for next month.

Good Luck and Best Wishes,

Chris

2016-03-22T20:29:00.001-07:00

A Zig-Zag Life (Or When you come to a fork in the road, take it).

Over the years, I have come to a realization: We ask people to plan a career and a life based upon straight lines. What is your life goal? “You are clearly here, and you want to be someplace else, someplace better. So please define the straight line path from A to B.”

That is incorrect, most of the time.

I realized this from an experience in my personal life. I recently remodeled my house, and at the start of this massive undertaking, the goal was to make the house nice, and then either sell it or rent part of it. I needed to get the task done, and then see where I was at, and what my options would be.

So, here I sit, surrounded by wonderful, recovered hardwood floors. My house is nice. I can now either choose to rent the apartment downstairs, or I can sell outright. I started out with a straight line goal of “make the house better”. I invested time, energy, and money into the project.

Now I face a “Y” shaped decision point...Should I sell and cash a rather large sweat equity check? Should I sell the (now nice) house, and purchase another, smaller and less nice house with the profits? My straight line decision just became “Y” shaped.

Now, if I choose to sell and take the profit, I can live in a paid up (yet less nice home)....Then I face ANOTHER “Y” point...Do I simply live there, or do I seek another place I can remodel and flip for a profit?

You see my dilemma. I started with a straight line life goal of “Live in a nice place”. I wound up zig-zagging along through life. Suddenly, I am confronting Landlord responsibilities versus stable cash flow, or target markets for a potential house flip down the road.

This made me think that as Parents, Coaches, Counselors, and supports to others, we often advise ourselves and others to set a goal, and then doggedly press forward, no matter what.

However, I have come to realize that my life, at least, does not move in a straight line. Barriers and walls intervene. Life happens.

Walls and barriers appear. Now, I have often suggested that when a wall appears, there are three options:

Go Through the wall, knock it down.
Go Over the wall, transcend the barrier.
Go around.

That is the point of this article. We too often think of the “easy” and pat way of going through. That works sometimes, admittedly. Yet, I have learned that there is another way, and it does not involve blindly going straight ahead.

Please consider that life is flexible and flowing, and as such, straight lines are accepted, but they are not always the best choice. Zig-Zag just a bit, and when you come to a fork in the road, take it.

Just for clean-up, I have a renter moving into my house next week. She is a fine young lady, and I took the fork in the road when I came to it. Such is life.

Good Luck and best wishes,

Chris

(With a nod and a tip of my cap to a wise man, Yogi Berra)

Pass/Fail

2016-02-04T18:33:00.001-08:00

My apologies fopr the delay in posting, I have been taking care of other assignments. Tonight, I have carved out time because something interesting happened today.

Today, I was assisting a job seeker, and the topic of Pass/Fail classes came up. Now, I often discuss the Pass/Fail situation, both with younger recent college graduates, and with older returning workers. The discussion is much different for each population. Colleges, Universities, and other institutions stress the GRADE POINT AVERAGE in many cases. This is because colleges often teach that past performance is, in theory (they are incorrect, BTW) a predictor of future outcomes.

Please don't misunderstand me here. If you are a 22 year old person with a fresh and sparkling Bachelor's degree, a good GPA is a valid item to list on your resume and in your Core Message to employers. That is because you have no relevant, real world achievements in your chosen filed in all likelihood. This high GPA shows that you can complete assignments on time, read, write, and speak English, and are competent in basic mathematics and such. These are all attractive qualities to a potential employer. Absolutely talk about your achievement with a prospective employer.

However, what if you are a 40 (or more) year old career changer? This person has completed college, has a Bachelor's in say, Nursing, and an R.N. designation. Does a potential employer REALLY care what your grade was in "Introduction to Anthropology 101" in 1997? Probably not. They care if you are qualified (Pass/Fail=Yes/No). More importantly, the career changer focuses upon other achievements, life accomplishments, and selling points. At some point qualification and ability surpasses GPA.

I believe that for most people, that change over happens in the late 20's to mid 30's.

Regardless, I think this idea raises a larger philosophical question...Is Life an exercise in GPA (getting the highest possible score), or a Pass/Fail (get the qualification/achievement and move along)? I won't pretend to know the answer to the question. I think it cis a moving target, changing as we move through life, and our needs and values change. I am open to discussion on this topic,

Good luck and best wishes,

Chris

Busy Jobs

2015-11-18T20:51:00.001-08:00

Busy Jobs

As a consumer, it occurs to me that there are some careers where one definitely wants to be left waiting, and others where this is unacceptable. For example, when it comes to Surgeons, I absolutely do NOT want to go to their office, ER, or Surgical Center and find them anxiously waiting on me. Setting down their FaceBook or Candy Crush, they proclaim “I am SO glad you made it today, I WAS SO BORED today.”. I would find this “concerning”, if not downright “distressing”.

Likewise, when I am filing my taxes with the IRS, I prefer the services of an accountant who has a messy desk. Though I do demand a certain level of order, organization, politeness, and customer service, I would rather not have an Attorney (Thank you again, Angela) who is sitting next to the phone awaiting my call.

Sometimes, when folks are busy, it is because they are good at what they do. I want THOSE competent performers in my life.

Now, there are OTHER jobs where waiting for service is a problem. Paramedics, Law Enforcement, and Firefighters leap to mind. Similarly, I would not want to sit next to a busy Interstate for hours waiting for a Tow Truck driver.

A Server in a busy restaurant poses a challenging problem on this topic. On one hand, the restaurant is good (or trendy, at least), and busy. That indicates that you are in a good place to eat. The slow service might be attributable to the fact that your Server is out back, smoking (possibly tobacco), while your order sits and fades away under a red heat lamp, with Mel ringing a bell and screaming “ALICE! Pickup!”.

But then again, maybe the slow service is the fault of an excellent and overworked kitchen. Who knows? Why exactly do we pay Servers below minimum wage, and hold them responsible for things they may or may no control?

I would absolutely wait for my food, happily and patiently if Gordon Ramsey were the chef. Wait 4 hours for a cable guy to drill a hole and install 2.5 feet of wire in my wall? Not as much patience.

I think that tells us that the skill and talent matter. If you are in a job where you are feeling overwhelmed and flooded, then maybe it says that you are talented and good at what you do. Looked at a certain way, this is a GOOD problem.

How to deal with the issue is for another article, which is forthcoming.

Good luck and best wishes,

Chris

GET ME A JOB!

2015-11-05T17:37:00.001-08:00

GET ME A JOB!

There are many job seekers who have professional supports and assistance in their job search. Some have Recruiters (Headhunters), some are enrolled at their local workforce development or Veteran Services agency, and others have disability-specialized supports. There are others, such as College Placement Offices, or Worker's Compensation, and the same concepts to follow apply as well. This article is not about the quality of the services, it is about the job seeker understanding the basics of the environment in which they swim.

Regardless of the source of support, it is important to understand the rules and umbrellas under which your 'Headhunter” is operating. Starting with the Recruiter, there are two types-Contingency and Retained. Contingency Recruiters typically are only paid when they make a placement, and that fee can be up to 25% of the annual salary and bonus (excluding benefits). They get paid when buttocks begin to warm a once-vacant desk chair. In all fairness, it is not quite that mercenary, because they want to establish relationships with the employer (so that they can get another paycheck next time), but at the end of the day, they get paid when you get hired.

You are a product which is for sale. Retained Recruiters offer their services to the company, for a flat fee, present them with a “slate” of 4-7 screened candidates. You are still a product for sale.

Being a product for sale is OK, as long as you realize that the real customer is the employer, and not you.

Moving along to Workforce Development (WIOA), Veteran's Services, and disability services, as in anything, your mileage may vary. In my opinion, the key thing to recognize here is that you are a number. Politicians and bureaucrats will take any opportunity to take credit. I recently had the opportunity to attend a state-wide meeting where the public agency took great pride and credit in their increased outcomes. They went on at great lengths about their initiatives, new policies, procedures and so forth. At no point did they mention that during the reporting period, the unemployment rate dropped by 50%. However, there were high-fives, hugs and sincere back pats because things improved by 25%. In this environment, you, and many others like you, are products for sale. Here, the real customers are the politicians, bureaucrats, and taxpayers.

All that said, here is the real point of the article. You are a product, and that is OK. Just understand that reality, and don't turn over responsibility for your job, your career, and your life to a Recruiter, a Bureaucrat or a Politician.

Certainly, access those services. They can be one tool of many in your toolbox. Don't relinquish responsibility for our job search to another party. Be in charge, accept responsibility, and use the supports and services available. Just remember, they answer to customers too, and that is likely not you.

Good luck,

Chris

What's the Difference?

2015-10-24T18:26:00.000-07:00

What's the Difference?

An updated, bullet-pointed, article to a previous post.

As a Career Counselor and Certified Disability Management Specialist, I am fortunate to have the opportunity to work with many different people. The people I serve are of all ages, from teens to retirees. They are of varying educational and skill levels. Sometimes they have no real accomplishments on the job, and other times, they are highly regarded professionals. I have been fortunate to have helped people with every job title from A (Architect) to Z (Zoo keeper).

It is fascinating that the teen worker seeking their first fast food job at McDonald's experiences the same process as the CEO of that same billion dollar company. That process is:

Know yourself, skills talents, market value, wants, needs, and desires.
Decide and commit.
- Gather resources and tools.
  - Networking contacts.
Identify potential employers.
Research and apply.
- Develop a “Core Message”
  - http://thejobsguy.blogspot.com/2013/06/core-messages.html
  - http://thejobsguy.blogspot.com/2013/06/core-messages-part-2.html
  - http://thejobsguy.blogspot.com/2012/02/cover-letterscover-emails.html
  - http://thejobsguy.blogspot.com/2012/02/simple-resume.html
Follow Up.
Negotiate.
- http://thejobsguy.blogspot.com/2013/06/negotiate-offers-carefully.html
Begin again.

The point is, no matter if you are a beginner, or a CEO, there is a processto the job search. Take consistent, achievable steps, and work toward your goal.

Good luck,

Chris

Time For A Change

2015-08-27T14:40:00.003-07:00

Hello-

After a nearly two year hiatus, the writing bug has returned, and I am updating again. My current interest and focus is along the career counseling line, and I have chosen an easy topic to know come of the rust from my keyboard.

Time For A Change.

My grandfather worked for the Armco Steel Company for 44 years. My father was with Montgomery Ward for more than 35 years. Those days are gone, and job changes are a simple fact of our economy. Grandpa and Dad both built solid Blue Collar to Management careers. They moved up the ladder a rung at a time. Now, in many cases, you have to change ladders to get to the next rung. The question is “How do I know when it is time to change?”

First, you have lost your passion. Your productivity has faded over time, and things that once seemed to matter, well...not so much anymore. Sunday nights (or whenever you return after a day or two off) are terrible these days. Anticipation has turned to dread.

Another sign that it is time to leave is if the organization is in trouble. This trouble may be expressed through re-organizations, sudden management shifts, or the departure of co-workers. In the Armco and Montgomery Ward era, companies sometimes were much more loyal to their workers, and this was a two way street. In today's reality, for right or wrong, companies are willing to take whatever actions they feel are needed. This includes right-sizing, terminations, and other actions which employees might see ass adverse.

Life is change. This applies to companies as well. Has the organization taken a different ethical direction which does not fit your personal or professional beliefs? Has the workplace culture changed? Do you get far less feedback from your supervisor? Do you have a new supervisor? This last point is an important one, as very often, people work for managers less than the company.

Have your job duties and responsibilities changed? Have you become under-utilized and bored? Perhaps things have gone the other direction, and you are stressed. If you feel like you are doing the work of two people, or that your duties are irrelevant, it is time to change things.

The theme of this article is that change is important in the decision to stay with a company, or to leave. It has to be a manageable level of change, and shoud offer opportunity for personal and professional growth. Workers should have reasonable opportunity, without being forced to drink a firehose of constant change.

Regardless, if a job change is due, then, remember to not burn bridges, and if possible, to line up your next job beforeyou go.

Good luck and best wishes,

Chris

Persistence

2013-08-11T10:17:00.000-07:00

In a job search, it is easy to become overly-focused upon job search techniques, crafting the 'perfect' resume, or polishing interview skills. While these are all important activities and skills, there is an underlying foundation that requires attention.

That foundation is persistence. I believe that this is one of the most difficult times to job search in the last 50 years. Beyond the economy, today's job seeker receives very little feedback. Previously, a job seeker would commonly go to a business, request a paper application, and turn it back in to a human being. They could get commentary and opinion about their job prospects by asking, or by looking at subtle cues like body language and tone of voice. Today, applications are submitted online, and the only responses are automatic emails. The job seeker is often stranded in an electronic desert.

This situation only enhances the need to be persistent in a job search. To do that, begin with the end in mind. Set a goal, and write it down. Take your larger goal, and break it into manageable parts. Commit to making steady, consistent progress, and don't forget to take (small) breaks along the way. Reward yourself when you complete a step.

Another important part of maintaining a persistent attitude is getting support from others. Let the appropriate people in your life know what your goals and plans are. Not only can they offer encouragement, they also provide accountability.

Now, everything will not always be smooth. Be prepared to be flexible, and remember that flexibility and stubbornness are two different things. Learn to adapt, and when you get knocked down, pick yourself up and start again. Analyze the problem, and adapt accordingly.

In conclusion, I suppose that my message is to set goals, work toward them consistently, and keep going. Winston Churchill was a rather determined an persistent person:

“We shall go on to the end. We shall fight in France, we shall fight on the seas and oceans, we shall fight with growing confidence and growing strength in the air, we shall defend our island, whatever the cost may be. We shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills; we shall never surrender...”

Four intangible factors in a job search

2013-07-19T19:48:00.001-07:00

Motivation, supports, previous success, and perseverance.

Sometimes when people are in a job search, they get caught up in the mechanics of the task. Tangible items and activities, such as resumes, cover letters, and networking calls are easy to see. Further, it is deceptively easy to get caught up in doing only these activities. Before beginning a job search, and at times along the way, I often advise clients to step back a moment and think a bit deeper.

Human motivation is a very broad topic, and far exceeds the scope of this article. Here, I would like to ask the Reader to consider their their own motivations, and how deeply those motivations go. For example, I have worked with many job seekers who were motivated by external forces, such as losing their house or car. While desperation is bad in a job search, folks in this situation work hard to find a job because they have to.

In contrast, there are other job seekers who are looking for work because of internal factors. Perhaps they are financially comfortable, but would like to get out of the house, learn a new skill, or contribute their talents. These folks are motivated internally, and seek to gain a different kind of benefit from work.

The above examples are not an attempt to imply that motivation is an either/or situation. The motivations of most people are a mix of external and internal drivers. The key point is that the Job Seeker needs to understand what is driving them.

The second intangible factor is that of supports. Supports come in a wide variety of types, and for this discussion, I am going to talk a bit about the support of people. Networking contacts are one obvious source of supports, and make up about 60% of new hires.

However, there are other people who factor into this job search. A supportive spouse is an obvious support. What if the job seeker is a young man who just graduated high school, and has his first 'real' interview. The person who teaches him how to tie a tie is a support. Perhaps the key support is a friend or neighbor who drops by for a cup of coffee, and lifts your spirits when things feel rough. That's a support. Look for, and enlist the help of your supports.

Next, a history of success is helpful in a job search. If you have succeeded before, then you have proven your capability to do it again. Yes, things have changed. Technology is a major player in modern job searches, and this may be a shocking change for some. Many job seekers are used to a different approach-paper applications and handshakes. Believe it or not, you learned a specific set of skills back then, and you can learn a new set of skills now. At the end of the day, you did this before, and you can do it again. For the younger or inexperienced worker, I would like to add that precious success is helpful, but not required. Everyone started with no experience, and worked through a 'first time' (I meant job search, and I know what you are thinking, Reader).

Returning from the gutter to intangible job search factors, let's discuss perseverance for a moment. A jo search is actually a sales activity, at least at the front end. A quick version of the old Salesperson Story is in order. One day, a very successful, master Salesperson has a rookie shadowing him. They do a sales call, and the master Salesperson gets shot down. As they leave, the Rookie notices a certain spring in the step, and a smile from the master Salesperson. He asks why he is so happy, since he got shot down. The Master Salesperson replies “It takes about 100 'No' responses to make a sale. Now that that is out of the way, I am one closer to yes”.

So, let's fast forward a few decades to today. Many hiring processes are automated. Feedback is non-existent. Twenty years ago, even five years ago, if you interviewed and did not get the job, someone actually picked up a phone and told you so. You had an opportunity to ask them what they liked about you, and why you weren't hired. Those days are essentially gone.

What is the connection to perseverance? Many job seekers will place 100, 200, or more, online applications before they hear anything. You must be prepared to doggedly persevere. Develop the right sales pitch, and keep going.

In memory of a great Therapist and friend, Susan Miller, RIP.

Chris

Burned Out in the Social Services, part 2

2013-07-09T20:26:00.001-07:00

I did an earlier article on burnout in the social services. I liked the topic, it is relevant, and I think I could do a better job at having a conversation about burnout. So, I thought I would try again.

Burnout is that job phenomenon that everyone faces, regardless of profession, sooner or later. It is different from a stress-induced problem, though we often try to apply stress management techniques. In the human services, I feel that Burnout is often caused by overwhelming demands combined with a perceived lack of resources and supports.

Why do I feel that way? Frankly, I've personally burned out, left the field for a few years, and returned stronger because of the experience. My burnout was because I let myself be put into a situation where I felt that I was on an island, without supports, but I maintained my internal desire to do more. To borrow a football term, “I out-kicked my coverage”. In football, the defenders get strung out, isolated and ineffective. For me, that meant that I wanted to do more, didn't have the needed supports, and became frustrated. If anger is an explosive emotion, frustration is a corrosive one.

Here are my signs of approaching burnout:

You have bad Sundays, dreading the return to work on Monday.
Your energy level is drained past the point where you know it is unhealthy.
You have two kinds of tasks-boring and unimportant OR overwhelming.
You become reactive (as opposed to proactive).
What you do doesn't seem to make a difference anymore.
You feel that don't have a professional support system (Boss, Co-worker, etc.)

This is the point in the article where the reader might expect some tips about handling stress at work. I am not including stress tips in this article. Stress and this 'burnout' phenomenon are distinctly different. Stress is generally about too much. Too many clients, too many regulations. Too much paperwork. Too many Bosses. All problems, and a different article.

Burnout is about emptiness. Not enough of something. I'm empty. I have no more to give. I have no help/support/direction. It used to never be about me, but now it is about just surviving to earn a paycheck. I used to be so caring/giving/motivated. Now I am empty, I have nothing left to give. I used to care, and worked harder/smarter/better. Now I am worthless to my clients.

What do you do about it? Be your own Client .

Recognize the problem.
Assess the situation.
Develop a plan of action.
Get help as needed.
Implement same.
Review progress.
Revise and adapt as you go.

Sound familiar, Social Services Worker? Yes, it is a Service Plan. Do one for yourself. In writing. Hold yourself accountable. Forgive yourself if you stumble along the way. Get help. Keep going.

You've helped hundred or thousands of people. Why not help yourself? You can do this. We need YOU, and we need you to be healthy enough to keep helping others. You can do this. It can be better.

Good Luck and Best Wishes,

Chris

Negotiate Offers Carefully

2013-06-20T18:38:00.000-07:00

Disclaimer:

Negotiation is both an art and a science. Some important factors which are crucial to this process are timing, research, and judgement. A simple blog post cannot address these variables. I am not an Attorney, nor am I a Financial Planner or a Certified Human Resources Professional. I am just The Jobs Guy. While I do have many years of experience helping thousands of people in their careers, my opinion and advice is meant to substitute for the advice from an Attorney, Financial Planner, Human Resource or any other type of relevant professional.

Navigate the First Negotiation/Job Offer

At this point, you've assessed yourself, your interests, strengths and abilities. You used Imagine, Research and Ask to develop an effective Core Message. You presented a coherent, targeted self-marketing strategy to a specific group of companies and have succeeded in getting a job offer. Congratulations. Way to Go! Be excited, be happy, be proud, thump your chest and release a primal scream! ...Ummmm....slow down a second, they're still on the telephone or staring at you from across a conference table. To quote the first fictional robot to have an anxiety disorder, “Danger, Will Robinson! Danger!”

To deal with this job offer situation the best thing you can do is to remain calm (or at least calm-sounding). At the same time, you must convey enthusiasm. Smile, even if it is a telephone offer-they'll hear it in your voice. At this moment, you have three primary goals: 1. Get all of the details of their offer that you can. 2. Buy some time to think. 3. Set up a follow up meeting/contact to close the deal.

I recommend starting off by listening first. Get to a pen, crayon or computer as quickly as possible. This will undoubtedly be the moment that the pen is dry, the crayon needs peeled and the computer won't start. Hopefully you have prepared in advance. At any rate, listen carefully, get the details and then buy some time.

No immediate answers, ever. Immediate responses are how people wind up in high pressure time-share condo deals and quickie marriages in Las Vegas (Apologies to Time-Share Salespeople and Britney Spears). If this company really has gone through a process and selected you, they'll give you a day to “Sleep on it”, “Discuss it with my family”, or “...review the match so that I can do the best job possible”. You need to show (or at least feign) interest so they don't simply check you off the list and proceed to Candidate B. Requesting 24 hours to consider a major decision which will impact your life, your family and your future is not unreasonable. If they are less than understanding about that point, maybe you are better off without them. You need a moment to think and they need to know that you are seriously considering them as well. Setting up a “hiring meeting” for the next day is one way to accomplish those goals.

Are there situations in which the company absolutely must have your answer right that minute? I suppose an oil well drilling company that needs you to put out their burning well might qualify. But, you'll know when you are in a special situation and the cost of your services should go up accordingly.

Regardless, let's assume that you have moved on to the hiring meeting to negotiate and finalize the details.Please note that some companies and positions do not negotiate. The position may be predefined because of union contracts, or it is an entry-level job and they do not need to negotiate with a potential employee. The following tips are only for clearly negotiable jobs.

The First One to Mention a Number Often Loses.

In a job involving negotiation, the work that you performed earlier (Imagine, Research, Ask) continues to pay off. Your research has probably given you a salary range, a reasonable guess at the benefits package, hours, duties and so forth.

In terms of the mechanics of this negotiation, the first one to mention a number loses. This is a critical point, because that establishes a baseline. If you have honestly reported your previous salary history (discussed elsewhere in this blog), they have a concept of your baseline. This is now problematical for you.

As an example, I once hired a highly competent professional who did not negotiate well. She was fabulous at her job and after going through the selection and hiring process, she was clearly the top candidate. Entering the negotiation, my concern was that I would not be able to afford her services. The total budget was only $40,000 in salary.

At the hiring meeting (third interview), we had a bit of thrust and parry. Initially, she wouldn't mention a number and as noted, I know better. So we stalled, until I asked “Candidly, what did you make at your last job?” She should have dodged or avoided (some people would lie, but that is not needed). But, she told me “$35,000.” In that instant, I 'won'.

My job was to conserve resources for the non-profit agency while attracting the best talent. When she mentioned $35,000, I knew I could succeed and make her happy at the same time. I told her the truth; “That's not the budgeted number for this position at this time.” She assumed our original budget was lower when it was really higher. So, I said “Let me talk to the CEO about this.” I walked out of the Board room and into the Boss' office. “I looked at him, and said “I am about to offer the best candidate $3,000 less than budgeted and make her happy. Are you in agreement?” Ten seconds later, I was back in the Board room and related “I talked to the CEO and I have his approval to offer you $37,000, based upon your previous salary history. Do you accept?” She saw the job as giving her a raise, did a great job for us for a long time and, up until now, never knew she could have made more money.

I know that some people are going to read the above vignette and think “Oh my. He is a Licensed Social Worker and he took advantage of that poor woman”. In my defense, this is a financial negotiation and can be a somewhat adversarial interaction. I was obligated to find the best solution possible, and I used that $3,000 toward helping people with disabilities to get jobs.

My employee failed herself because she did not do her research. This position was funded by a grant from another non-profit, as she was told. She could have emailed the organization that provided the funding and requested the budget forms as awarded. They would have emailed the actual budget to her. Heck, the project budget was listed on their website. Her failure to research was not my responsibility. My job was to get the best people available for the lowest price. I did that and used the savings to extend the mission of the grant. The HR Professional or Hiring Manager you will be negotiating with is in a similar position.

In my opinion, it is vaguely possible I have not quite beaten the salary negotiating point to death. First of all,be nice and be reasonable. I am not advocating playing hardball here. But this is a financial negotiation and it is important. Also, let the buyer beware. Companies might not always tell the absolute truth. YourResearch can help you judge this as well. At any rate, here are some phrases to help you avoid their attempts to nail you into a baseline.

When the employer asks something like “What do you expect to make?”:

-”What did the previous employee earn?” (The previous employee probably was there a while and got some raises. Starting at THEIR baseline might be good for you).

-”What is the typical salary range for the position?” (And if they give you a range, you are going to make a sour face and start working from the top).

-”Where do you expect most people to begin?” (Of course, you will be able to demonstrate that you are better than most people because of your Research and Core Message).

-”Given the lack of ______(tuition reimbursement, free childcare, carpooling, etc), what do you normally offer?” (Be careful not to sound too negative here).

-”When do you normally evaluate a new employee and adjust salary?” (Vaguely on topic and sets a table for an early employee evaluation and raise).

-”Is the commission structure cast in stone?” (For some sales positions, perhaps you can get an additional point or two).

-”Are there additional responsibilities I can start with, to demonstrate my value?” (Only vaguely on topic, but again setting the table for justifying a higher starting point for you).

And the list can go on longer than 'The Simpsons' on Fox. The point is to answer these questions with other questions. The first one to mention a number loses.

Now the baseline is set. Benefits can also become negotiating points. This applies to vacation time and other things you value. I once turned down a job for which I was desperate. I had spent 7 years getting the experience and education needed; they offered. I declined, citing the pay and my college tuition bill. They wanted me, honestly had no more cash and offered an enhanced package of benefits (start health insurance 1^st day, gave me same vacation as 10th year seniority). I took the lower salary and enhanced benefits. I loved the job, enjoyed 4 weeks vacation each year busted my butt for them and my clients. As noted, I loved the job, and the extra time off gave me the energy to excel. I exceeded established goals regardless of the extra time away. And we both felt that we “won”. Done properly, negotiations can have a win/win outcome.

Your Job Offer, Part II

Different industries and occupations have their own way of dealing with a job offer. It is unlikely that the Manager at a fast food restaurant is going to send a registered letter on vellum parchment (Yes, the Author is aware of paper making...he has chosen to annoy the Book Binders and Grammar Nazis on purpose) for the person who changes the fryer grease. You did get a job description and specific offer letter after accepting their offer and before starting? I didn't think so. You got all excited and forgot to take care of business properly. It is human nature to get excited at these times and to forget to focus on the details.

Typical job offer elements often include date of offer/start date, salary/bonuses/stock options/other financial incentives, job title, benefits package. For professional positions, this is often sent as a hard copy letter from the personnel office.

Good luck and Best Wishes,

Chris

Follow up to 'The one thing you should never disclose to potential employer'.

2013-06-10T20:14:00.002-07:00

Follow up to 'The one thing you should never disclose to potential employer'.

The previous post generated a lot of attention, and some questions. For those who did not read that article, the essence was “Don't disclose your current salary or salary history”. Here are the reasons.

The employer already knows the budget for the position and what they are willing to pay. Learning your minimum number gives them even greater leverage. Your salary is private information. Imagine meeting someone, having a coffee or two, and then they ask what you earn (and are offended if you ask them). Finally, it is irrelevant. If the job duties, hours, skills, experience, and such are worth an amount, then you should, in fairness, earn that amount.

This leaves the question “What do I do about this?”. First of all, you might choose to simply capitulate and go with the flow. The previous article laid out an example that demonstrates an impact greater than $200,000 for a mid-career 40 year old. However, not everyone is in a position to be 'different' in a job application process.

If you do decide that not disclosing your private information is best, talk openly and honestly with your next employer, and be ready to ask some questions of your own in response. “I feel that salary history is very personal, and it does not apply to this situation. If the position pays $10,000 or 10 million, and I am the right fit, and want to do the job for the salary offered, it doesn't matter...”

Here are some sample questions to indicate interest, and establish that everyone is somewhere in the appropriate salary range:

What is your normal range?

What did you pay the last person to do this job?

Based upon my experience, skills, and qualifications, what do you normally offer?

The idea here is to 'qualify' both the candidate and the company. “Oh the range is X to Y? That's fine with me, and I think my skill (or selling point) will show that I am a strong candidate”.

It is fair for an employer to know that you are a viable candidate for a position, and not just wasting their time. I am not suggesting that you should raise complete roadblocks, present as unreasonable, and disqualify yourself. Janitors typically make less than Engineers. A janitorial company should not have to bother with a candidate who insists on 'Engineer' pay. Likewise, a candidate should not have to tolerate a company that wants an Engineer's qualifications for the pay of a Janitor.

Likewise, a job seeker should not have to be manipulated or pressured into working for a salary far below their worth. Reasonably, the employer has a general idea of what you make anyway. If a company does not value you, and simply seeks to 'lowball' you, red flags should be raised. Is this company in financial trouble? Do they value their employees or are they just another cog in a machine? Is this company ethical, or just greedy? Is the bottom line all that matters?

To tie up a loose end, this 'divulge your salary history' inquisition starts with many online applications. The forms do not offer you a “I choose not to answer” button. Often, you must fill in an amount. My typical advice is to put in $1 per hour. Later, if they ask about it, you can explain that is is irrelevant, they are not hiring you for the job you already have, and (respectfully) what is the range of the current position?

Good Luck and Best Wishes,

Chris

The one thing you should never disclose to a potential employer.

2013-06-09T18:13:00.003-07:00

The one thing you should never disclose to a potential employer.

With automated technology, privacy concerns abound. Employers often force applicants to go through an online process, during the course of which they ask for information. Some of this information is reasonable, some is not, and some things, you just have no choice if you want to work there.

Asking your name, address and relevant work history is completely reasonable. However, employers also ask for things that are not reasonable. There are three common items which particularly stand out, in my opinion-Social Security Number, Driver's License/I.D. number, and current salary.

So, which ones to disclose? Well, for starters, the original Social Security Act specifically stated that this number is never to be used for identification purposes. You can take a moral and ethical stand, but you will lose. This fight was lost decades ago, in the days of our grandfathers. A wise person once advised me “pick the beaches you are willing to die fighting for”. This fight isn't worth it. Give them your Social, if you know it is a trusted site.

So what about the Driver's License or State I.D. Number? This is another fight you may as well abandon. Companies use this to verify your legal right to work, your credit history, and criminal history as well. At least these are rational, reasonable, and responsible things for a company to ask about. The fight isn't here either.

That leaves the one thing you should never disclose. Your current income/salary history. This is private information, and believe it or not, has nothing to do with any offer they may choose to make. Do they ask how much money you have in the bank (broke people steal)? Do they ask your exact birthdate (age discrimination)? How about sexual orientation (Spousal/partner benefits)? Preferred method of birth control, if any (Kids are expensive on health insurance)? Man or Woman (Lots of reasons they can't ask)? Marital Status (Single, young males are cheapest on health insurance)? Number of minor children (Parents miss a lot of work to care for sick kiddies)? Do they/can they ask?No, no, no, no, no, no and no. However, all of these things could affect your cost to them.

So why do they want to know your current income? Primarily so that they can screw you. Knowledge is power. They already know what the job is worth. They already know what the budget for the position is. Now all the employer needs is your minimum number.

Let's say that your current salary is $52,000 a year. The position that you are seeking is a significant boost, and has a budgeted cost and range at $55,000-$65,000 a year. If you tell them that you are currently earning $52k, they will offer you bottom of range ($55k). You will accept and be thrilled with the '$3,000 raise'.

Let's see what that '$3k raise' cost you. Assume a 40 year old who keeps this job until retirement at age 67. 27 years times $3,000 equals an impressive $81,000. If you add in an average of a 3% annual salary increase, you get $125,800.

However, the middle of the range in this example is $60,000, a reasonable offer if you only keep your private information private. That gives you an $8,000 'raise' annually. With the same 3% salary bumps, your increase would be $335,500. This is a difference of about $210,000.

The financial example above should demonstrate why you keep your current salary private. I should also note that this does not automatically make the person you are negotiating with evil or out to get you. Rather, that person has their own job to do, and an obligation to get the best possible talent for the lowest possible cost.

A future post will suggest some negotiating strategies.

Good Luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Using Bullet Points in Resumes.

2013-06-06T17:15:00.000-07:00

Bullet Points in Resumes

Resumes are tricky beasts these days. The good news is that there are fewer 'rules' and conventions associated with them. The bad news is that many job seekers do not have a standardized format to work from.

As opposed to a format, the purpose of a modern resume has to be foremost in the thoughts of the job seeker. A resume is a focused sales document. It is thoughtfully crafted to show the skills, strengths, abilities, and qualifications of the job seeker relative to the wants and needs of the employer.

One area that can showcase these selling points is in the bullet points, located in the Work Experience section. One recent study showed that the average read time of an unsolicited resume was six seconds. These bullet points must be concise, and have impact by starting with an action verb.

Let's use a basic job as an example:

Target Stores, Utility Worker, 2010-Present

Collect Carts.
Help Guests load and unload purchases and returns.
Clean front of store, including restrooms.
Safely clean spills, including biohazards.
Shovel snow, salt walkways.

Note that I violated my own “Start with an Action Verb” tip., and started one bullet point with the word “Safely”. I did that for this example because I pretended that my theoretical client has learned that this store was rewarded for their safety program. Pardon the pun, but this is a 'targeted' sales document. Keep your resume relative to the employer.

Now, that is all fine for one position. What happens when someone has multiple positions within a company? Resumes have to be one page for most workers (remember the six second study), with two pages acceptable for mature workers (or those in complex fields). Let's return to our Target Sore Worker, who happens to be good at what they do, and has been promoted. We will use a 'Key Duties” addition:

Target Stores, 2010-Present

Progressively Promoted. Job Titles include Utility Worker, Electronics Salesperson, Operator, Security Specialist.

Key Duties:

Pick and choose those things you want to highlight.
Select tasks that are most relevant to the next job.
You have an awesome chance to tailor your sales presentation.
Use an odd number (3,5,7,9) of bullet points.
Action Verbs!
If you can insert numbers/data, it is up to 127% more effective.
OK, I made up the 127% statistic. But numbers catch the eye.

So, remember that the 'rules of resumes' are gone. Instead, be focused about the purpose. This should be to best showcase your strengths relative to the needs of the employer. Use Action verbs.

Good Luck and Best Wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Job Seeking Skill-Imagine Research, and Ask.

2013-06-05T19:11:00.001-07:00

http://www.slideshare.net/ChrisSteed/imagine-research-and-ask

I have posted a very brief (10 slides) presentation on I.R.A. at the link above.

A more detailed articled will follow here soon.

Chris

Core Messages, Part 2

2013-06-04T17:59:00.000-07:00

Core Messages, Part 2

In the preceding article, I showed how to develop a 'Core Message', your unique marketing position that shows your selling points in comparison to the needs of the employer (and influenced by the competition). In Part 2, the topic is how to use this tool. To simplify the discussion, I am using a Teen Worker as an example, but the principles apply universally.

The first action is to customize the core message for each individual industry or employer. This is important because each employer has distinct needs, and the competitive situation also changes.

For example, you may develop a core message for McDonald's on Main St., which just so happens to be down the block from a large retirement community. They have a bunch of Senior Citizens who work there, and they need people who are willing to work until closing at midnight. At the same time, the McDonald's across town is loaded with young second shift workers, but can't find any daytime help. These realities affect the way that you present yourself as an employment candidate.

So how do you present yourself? Rely on the Core Message. It becomes a thread that runs through the entire process. In Part 1, I showed a teen candidate who developed a simple message of:

Perfect attendance at school.
I finish my tasks.
I take pride in accomplishment.
Accurate.
Trustworthy.

When this teen applies online at his targeted employer (McDonald's), there is a box that says “Is there anything else you would like us to know?” All the other teens leave it blank or write in “I will be hardworking”. OUR teen writes in “I have had perfect attendance at school for the last two years. I finish what I start, and I take pride in my work. I am accurate, and appreciate the trust that an employer has in me.”

Later in the online application process, it asks our teen if they would like to upload a resume. Most teens just skip this. Our future employee uploads one that matches his core message (See The Simple Resume at http://thejobsguy.blogspot.com/2012/02/simple-resume.html).

Assuming that the employer has a need, and our teen has done a good job of demonstrating his ability to meet that need, there will be a telephone call. The Hiring Manager may screen briefly, and ask a few questions. When this happens our teen candidate does not need to panic, they have a (successful) Core Message prepared:

Hiring Manager-”Can you tell me a little about yourself?”

Teen-”Well, for the last two years, I have had perfect attendance at school. They gave me a gift certificate because it is hard for students to do.”

Hiring Manager-”Do you have any experience?”

Teen-”Since as long as I can remember, I have had to do chores around the house. I also cut grass for a lot of the neighbors and do yard work. I think that experience has helped me learn to take pride in my work.”

This type of brief telephone interview is likely to result in a face to face interview. When that happens, the Core Message comes back into play. By the time you get to a formal meeting, you know that they are looking for the 'product' that you are selling.

Now, for a couple of tips and notes. The Core Message is your 'bullet points' or highlights. Think of this as a guide, not a script. You do not want to become robotic, or inflexible. If new information comes up through the process, and it is helpful, add it in.

The Core Message becomes the thread that ties everything together. It helps you to have a consistent, focused presentation, and helps you show the employer the information they need to select you over the other candidates.

Good Luck and Best Wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Core Messages, Part 1

2013-06-04T17:18:00.000-07:00

Core Messages

A 'Core Message' relates to the branding or image of a product. An iconic example of this may be found in the Ferrari. What are the images and mental associations when you hear 'Ferrari'? Red, fast, Sportscar, racing, horsepower and so on. If you go to the Ferrari homepage, I guarantee that they don't focus on fuel economy, luggage capacity or the number of cup holders. Those discussions are left to the webpages of minivans.

This relates to a job search because you are selling a product. Over the past 80 or so years, Ferrari has learned well how to build a brand image and sell expensive automobiles (Spoiler alert, it isn't the cup holders). Job Seekers need to know how sell themselves as well as Ferrari sells sports cars.

First of all, you must know your strengths. For a young worker seeking a first or second job, perhaps at a McDonald's, I often ask them to list three strengths, and be specific. More mature, experienced, or qualified workers will do the same exercise, adding up to 10 strengths, with a great deal more specificity.

Returning to the Young Adult Job Seeker, the first list of personal strengths generally comes back with something like “I am dependable, hardworking, and reliable”. Fair enough, but those are all worn-out meaningless buzzwords. Let's break that down.

When asked, dependable sometimes turns out to mean “I haven't had an unexcused absence from school in two years”. That becomes “Perfect Attendance” in a Core Message. Likewise, hardworking was recently defined by a young job seeker to mean “I stay with a task until it is completed because I take pride in accomplishing things.” Now we're getting somewhere. Reliable becomes “I understand the importance of doing my best work, in being accurate and trustworthy with assignments given to me”.

When you have developed a specific list of your strengths, it is time to pick and choose which ones you are going to present to your 'customer' the prospective employer. How many cup holders ARE in a Ferrari? It doesn't matter because nobody buys them for that. A 2013 458 Spider Model has 561.9 horsepower, though.

Now, it is easy to know what Ferrari buyers want in a car. How do you know what an employer wants in a candidate? Use the I.R.A. Tool. This stands for Imagine, Research and Ask. Simply imagine yourself as the Hiring Manager. List the qualities which you think they are seeking. Grow that list with research. Visit their careers page. Read their job postings. Companies tell you what they are looking for. Finally, ask. If you have a networking contact at the company, ask them. I once had a client do very well by asking a Manager, “What kind of person are you looking for?”.

Now you have two lists, your specific strengths, and the needs of the company. Please take one more step before developing your Core Message. Consider the competition. Generally, in the labor market of today, it not simply enough to fill the needs of the employer. You also have to out compete many other candidates.

To return to the young McDonald's applicant, they will successfully out compete other teens when they talk about finishing the job, taking pride, and having perfect attendance. Parents of teens are nodding their heads as they read this. The 'Research' portion of IRA above might show that teen McDonald's workers have problems with being on time, with sneaking to text their latest love interest, and with social skills. Now you have a third list that will help you prioritize your personal selling points (strengths) in comparison to the needs of the employer.

That's the Core Message. Your strengths, skills, and abilities relevant to the needs of the employer. The way these are presented can be influenced by the competition from the labor market.

How to use this powerful Core Message will be addressed in part 2.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Desperation

2012-10-21T16:25:00.001-07:00

Desperation

Note-The following article touches on issues related to mental health. The tips and advice presented are just that, not an attempt to provide medical treatment or intervention. If you need such help, talk to your doctor, call emergency services, go to an emergency room, or call the (USA) National Suicide Prevention Lifeline at 1-800-273-TALK (1-800-273-8255).

With changes in the labor market, there are an unprecedented number of people who are experiencing feelings of desperation. This emotional state negatively affects decision-making ability, and is related to feelings of panic, hopelessness, and despair.

In a job search, desperation affects critical decisions regarding where to apply, as well as the 'sales presentation' of the candidate. All too often, people begin to apply to inappropriate jobs, any job regardless of the potential fit. Further, even when the job is a good fit, desperate people present in ways including down, low energy and/or depressed. Alternatively, the desperate candidate is often overeager, anxious and promote themselves excessively. Often, excessive follow through is a problem in these situations.

To avoid these problems, I often recommend that clients realize something early on-This is a marathon, not a 100 meter sprint. Also, stay active, both physically and mentally. This is important from the first day of a job search.

One related activity is to keep your work skills current. A few times a week, block out an appropriate amount of time to maintain what you have worked so hard to gain. As a side note, this is also good advice to employed folks too.

To address some of the psychological stressors, give something to someone else, and you may gain even more in return. I am referring to volunteering. It can be a real boost to your self image to read to school children, provide companionship at a Senior Center, or even pick up trash at the park. This is also a good way to network, or simply make connections that will help your job search. You never know, the Teacher at the school may know someone who is hiring, or you may bump into someone at the park who needs an employee.

Next give yourself a break-both kinds. The first kind of break is to not exhaust yourself with a job search. Work at the search everyday, but again, this is a marathon. Pace yourself.

The second kind of break is to be kind, forgiving and accepting toward yourself. Regardless of the cause of the job loss, people are all too often willing to view themselves as at fault or defective. This is obviously not healthy, and we can often be our own worst critic. Give yourself a break.

Set reasonable and attainable goals to maintain a job search. The goals should be regarding your behavior (sending resumes, applying, networking) because this is in your control. The goal should not be to get a job, it should be to engage in a quality job search.

"Never, never, never give up." Winston Churchill

Good luck, and best wishes,

Chris

Staying Healthy Sells to a Potential Employer

2012-07-13T23:15:00.002-07:00

Staying Healthy Sells to a Potential Employer

“I see here that you have been unemployed for a while. What have you been doing with yourself?”

Sadly, since 2008, the global economy has made questions like this a part of many job interviews. The way that you respond can be critical to your success in the job interview. Perhaps more importantly, the things that you do while you are unemployed can truly impact your future success.

In a hiring setting, the goal of the potential employer is usually something along the lines of 'hire the best available talent with the least amount of risk'. Notice that I did not say '...at the lowest possible salary'. To a hiring employer a few thousand dollars in annual salary may be an important consideration. However, that few thousand dollars pales when compared to the cost of a bad hire. The Society for Human Resource Management reports that the cost of a bad hire is up to five times the annual salary.

Often, the job seeker focuses upon why they are the best available talent, and overlooks the risk component of the criteria upon which they are being evaluated. 'Fit' matters to the potential employer.

How you have been managing yourself while unemployed is an indicator of your current fitness, and the amount of risk related to transitioning you into the company.

“What have you been doing with yourself?” “Sitting forlornly in a dank apartment all day. Smoking menthol cigarettes all day and nightwith the curtains drawn, salaciously watching Maury reveal DNA testing results.” That would be rather risky to an employer.

So what can you be doing? What would reduce your risk to a potential employer, and show that you are progressing in a healthy manner? Did you know that you can take FREE courses online from Harvard, Yale, and Berkeley? Here one link. There are many more resources - http://www.openculture.com/freeonlinecourses See your local librarian for more leads. What a GREAT answer to the “What have you been doing” question-I audited several on-line courses in finance from Harvard and Yale. I had always been fascinated by the topic of copyright law, so I took a class on the topic from MIT.

Here are some other sample great answers:

When the company closed, I had an ill relative. I used my free time to care for them. Happily (or sadly if they died), that situation is resolved.

I used the time to take a (hopefully job relevant) course at the Library, Community College, etc. I hated not working, but I decided to make the best of a bad situation.

One of the worst things about being laid off could have been being forced to stay in the house all the time. I volunteered with (some organization) when I wasn't job searching.

I started exercising and lost 20 pounds!

I think the point is to show that you were involved, active, and not damaged by the gap in employment. Maintaining and projecting a positive, healthy attitude to potential employers is vital.

Good Luck and Best Wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

Career Planning, An Overview

2012-07-08T18:49:00.002-07:00

Career Planning

Career planning is a topic which can, and has, consumed entire books. This column will simply be an overview of the process. One critical element to a career plan is quite simple-write it down. What should you write? A career plan is simply an objective, with a time frame, and the steps needed to reach the goal.

You will know that you have written a good plan when you can determine that you have used S.M.A.R.T. Language. S.M.A.R.T. stands for Specific, Measurable, Attainable, Relevant, and Time-bound. Specific provides “W” details such as who, what, what where, which, and why. Measurable means that you can attach some value such as how much, and how many. Attainable is your reality check. Relevant keeps you focused on task-A task to pass a college level metallurgy course may be relevant for a prospective Welder, but not for a Dog Groomer or Mathematics Professor. Finally, Time-bound means that you have firm start and end dates, possibly with checkpoints along the way.

With the above In mind, you can now determine your own career plan. It starts with a goal (objective) statement-”By 7/1/2014, I will be employed full time as a Welder”. Such a statement meets the SMART criteria, and also implies the steps required to reach the goal.

The steps required are tasks that you break down, again, with the SMART approach in mind. Here is an example for our Welder:

A. Research the future labor market.

B. Find and get training

C. Prepare for a job search.

D. Implement a job search.

Please note that the above are the “baby steps” needed, and they all start with action verbs. Let's bring SMART goals and some specifics to the “Research” step:

Task	Who	Starting Date	By Date	Comment	Completion Date
Check The Department of Labor Occupational Outlook Handbook for Welding Career information.	Me	07/12/12	07/15/12	http://www.bls.gov/ooh/	07/12/12
Contact my local Workforce Investment Board Office.	Me, Local WIB Board.	07/12/12	07/15/12	See if they offer 1:1 Career Counseling for free.
Check job postings for Welding jobs-evaluate what employers actually hire.	Me	07/12/12	07/15/12	I learned that there are a LOT of “Welding INSTRUCTOR” jobs. Will I be facing a more competitive environment?
Complete 2 Informational Interviews	Me, Employers	07/15/12	07/31/12	Make sure to ask about certifications, and skill sets.

As a final note, our Welder above learned that at the time the job search began, there were many advertisements for Welding Instructors. Looking at real world information can help our Metal Melter beat the competition by getting additional certifications and skills during their training. A little planning goes a long way.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

2012-06-22T21:26:00.001-07:00

The Career Counseling Process-Intake and Assessment

First of all, I would like to take a moment to preface my remarks. I have chosen to write a series of one-page articles on a topic that has often taken entire textbooks. By necessity, this will be a brief overview of the Career Counseling process.

The first step is generally termed 'Intake' or 'Orientation'. Here, your Career Counselor should explain their qualifications, program, and available services. In turn, they will want to know about you. Common questions will relate to your interests, skills, resources, plans, and supports. When they ask these questions, your Career Counselor is not being nosy, gossipy, or intrusive. They are trying to learn what they need to know so that they can provide good guidance and support to you. Most intake session require 1-2 hours, and should result in some sort of definitive 'Next Step”.

That next step will likely involve some type of assessment. For those with no previously-defined career goal, assessment may mean the administration of testing instruments, either formal or informal. Examples of these are the Self Directed Search, the Strong Vocational Interest Inventory, or any number of on-line and hard copy exercises. Activities such as these are not tests that you can pas or fail, but rather a snapshot of you, your preferences, and values. These are not qualities that you can 'fail'. Generally, assessment processes will begin with your interests, values and passions in comparison to your needs, capacities, and resources.

For those with well-defined career goals, assessment may mean gaining an understanding of where you are in terms of reaching those goals. Sometimes, you may have a goal, and lack the knowledge or a plan to effectively work toward that goal.

Another part of career assessment is to understand the labor market of your prospective profession. Beyond understanding yourself, it is vital that the client know the realities of their goal. You could have all of the ideal characteristics of the perfect....Elevator Operator. Perhaps you are polite, able to stand for long periods, and realize that every job has 'Ups and Downs' (My apologies, I couldn't resist). The point is that interest, talent, ability and preparation have to be guided by the realities of what is needed in actuality. Helping you through that process is a part of what your Career Counselor provides.

As you can see, there is a very wide variety in assessment processes for each individual. Depending on the work that needs to be done, assessment can take from one day to several months. I strongly believe that the key point here is to begin, and make regular, consistent efforts to move forward.

In the interest of space, I have skipped major components of the assessment process. These 'neglected' elements include physical ability, academic potential, motivation, cognitive ability, and more. Which elements should be ignored, and which focused upon is a vital part of the service that your Career Counselor should offer to you.

Good luck and best wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2

The Jobs Process

2012-06-19T19:25:00.001-07:00

The Jobs 'Steps'

One aspect of Career Counseling that I find personally fascinating is the process involved. Regardless of the perceived status, income or training of the job, from Janitors to Jewelers, the broad process is the same.

That process is simply this: Assess yourself; Research potential careers; Acquire needed skills (could be learned on the job); Seek employment; Get the job; Grow further.

For self-assessment, you should know your passions, interests and skills. You will also want to consider your priorities. Sometimes, you just need a job to pay the bills. At other points in life, you may have freedom to pursue your passions.

Potential careers should be researched from several different perspectives. First of all, there is published information. A great starting point is the Occupational Outlook Handbook, available free at http://www.bls.gov/ooh/ There you can find out about the labor market, skills and training needed, what people in that field do, and more. After the initial research, you may want to do a job shadow or an informational interview. This process provided 'real world' information. You may also want to consider working as an intern or as a volunteer in your prospective area.

Acquiring needed skills is a topic too broad to address in this post, but I would like to note that I know a young man who made applying for scholarships a full time job. In 180 days, he found enough scholarships and grants to more than pay for his college degree.

Seeking employment, like other parts of the process, is a large topic. In general, you have to have target-a specific job goal. You need tools such as an effective cover letter and resume. You need to understand how to apply on-line. And you need to know how to sell yourself to employers. The most important part of seeking employment? Often it is to have a written plan, with tasks, goals and dates to reach them.

Getting the job seems easy after all of the above. However, here again, developing a 'Core Message' or 'Selling What they are Buying' is important. These approaches help when you are in an interview.

And the last step in my jobs process is to Grow Further'. What I mean by this is really two things. On one hand, it is important that you grow in your job. Learn new things, meet new people, expand your skills. Beyond that, it also means to prepare for your next job search. In the past, a worker could count on his or her ability to 'move up the ladder' rung by rung. That is largely gone. Now, you have to be prepared to change ladders.

This article was intended to talk about the overall processes involved in careers. If you would like to look in detail at any given step, please see other articles on this blog, or you could purchase 'Beyond A Career Crisis'.

Good luck and Best Wishes,

Chris

Links to my work, “Beyond a Career Crisis”:

Kindle Edition

http://www.amazon.com/Beyond-Career-Crisis-Find-ebook/dp/B0058TTCG6/ref=sr_1_1?ie=UTF8&qid=1329102151&sr=8-1

Paperback Edition

http://www.amazon.com/Beyond-Career-Crisis-Choose-Love/dp/1463683537/ref=sr_1_2?ie=UTF8&qid=1329102151&sr=8-2