Career Acceleration Notes (CAN)

Successful interviewing at all levels: secret weapon is P-A-R

If you're reading this article, you probably understand that job successful job seekers talk about what they have accomplished in previous positions, and present a "mini-business plan" to relate to the needs of a prospective employer. Review the following list to be sure you are prepared to interview successfully:

• You have clearly and concisely described one - two "success stories" for each of your previous employers, using the Problem (Challenge) - Action - Result model.
• You have analyzed your accomplishment stories to identify the personal qualities, skills, and areas of knowledge that made it possible for you to achieve your successes.

Going forward, you need to re-frame this data in terms of what is needed for the specific position you are applying for.

Step #1 - Study the job description and organization to identify the criteria for the job (not "requirements"). The criteria are likely to be "soft skills," e.g., flexibility, team orientation, interpersonal skills, etc. Create a grid, with the criteria on the left and your previous employers across the top.

Step #2 - Fill-in the cells with a note about each employer/accomplishment that addresses the new job criteria. (Without the ability to post a table online, I can't provide a good-looking sample - contact this author for a complimentary copy of this worksheet..)

Step #3 - Once you've completed this "homework," use your notes to prepare for questions and conversation with the interviewers. Be careful to limit your responses to three - four crisp sentences, using the Problem (Challenge) - Action - Result model.

Ironically, you'll need to rehearse these responses so you can deliver them in a style that appears to be totally spontaneous!  Rehearse wherever you are alone and won't feel silly talking out loud to yourself, e.g., while driving, drying your hair, etc.  Want to hear a supportive refrain while practicing?  Try Frank Zappa's 2005 The Classic Interviews ! 

Go hire one of Business Week's Top 50 Hot Growth Companies

Assuming that you are experimenting with the concept of proactive job search, check-out this list of preeminent small companies. They've been selected by Business Week for "showing resilience in the face of a worsening economy." 

Why should job seekers give greater consideration to smaller companies, e.g. those with fewer than 500 employees?  Because this sector of the economy has been more nimble since 2003; they are most likely to seek innovators as they navigate the current economic downturn.

• Beginning in 2004, Bureau of Labor Statistics reports that job creation moved from larger to smaller companies.  A few of the simple reasons:
  
  • Smaller companies need to hire to fuel and sustain their growth
  • Larger companies may be under the spell of "slash and burn" CEO's

Read the full article referenced above (by Richard Kirby) to think about small versus large employers. For our purposes, consider the following criteria when evaluating the Business Week Hot Growth Companies or performing a SWOT analysis on any potential employer.

•  Is the company focused on organic growth from the inside . . . or growth through external M&A?

•  Does the company reward and promote high achievers?

•  Do they truly value their employees?

Perform your due diligence using the strategies suggested in 5 clues to your next big thing and answer these (and other) questions before you decide to sign up with a new employer. 

Look-out Barack, John, and Hillary - your paradigm is shifting...

The daily dose of "political gotcha" reveals the soft underbelly of the paradigm shift that is occurring in the political sphere and in society.  Those born between 1965 - 1990 are known as Gen X and Gen Y, or Generation X and Millennials: most will be eligible to vote in November 2008.  If they continue to show interest in the election, it is indeed possible that young voters will pick the next president (Jean M. Twenge).  Based on an analysis of the generations in the workforce, what can the candidates learn to evaluate their appeal to the "GenMe'ers?"

Together with my colleague, Billie Sucher, I've been preparing a presentation for the Career Management Alliance later this week. If the three candidates for President of the USA were in our audience, I'd ask them to consider the following points:
Values: 

• Millennials are likely to care about green policies, volunteerism, and social entrepreneurship, an interesting juxtaposition to their need for approval and self-centeredness.  Their Gen X older brothers/sisters are more cynical about institutions and leaders; they want to be at the cutting edge, and are willing to break some rules to achieve their goals - they have been at the vanguard of the "free agent" workforce.
• It may surprise you to learn that McCain and Ron Paul - with their individualistic and libertarian messages, have been well received by younger voters, along with Barack Obama.  Hillary Clinton's promise to return to the "peace and prosperity" of the 90's, is suspect and less appealing to this  demographic.

Clashpoints:

• Traditionalists, those born before 1945, believe that things get done right through Chain of Command. Boomers agitate for Change of Command - a chance to become the leaders; Generation X prefer Self-Command - free agency, while Millennials expect NO Command - they want to collaborate. 
• Clearly John McCain represents the best of the chain of command philosophy, but respect doesn't necessarily mean support.  While Boomers may believe their efforts to change the world in the 1960's and 1970's qualifies them for acceptance by their children, the fact is, most Boomers didn't tune-in and drop-out - they tuned-out and gave-up.  Collaboration is a new style that is promoted by the Brand called Obama - whether it can withstand the politics of "gotcha" remains to be seen...

Paradigm Shift:

• The Golden Rule, that most of us accepted while growing up, calls for us to "Do unto others as you would have them do unto you."  It assumes that we are homogeneous; it is a product of the "Melting Pot." 
• The Titanium Rule, which many GenMe'ers subscribe to, calls for us to "Do unto others, keeping their preferences in-mind."  This assumes that we are diverse; it is a product of the uni-cultural or trans-cultural point of view, a perspective that is supported by the demographic changes occurring in the USA.

Mrs. Clinton, Mr. McCain, Mr. Obama - hope to meet you in Minneapolis so we can help you "Mind the Gap."

Branding Summit spawns reaffirmation of CAN mission

In April 2007, I returned from The Alliance Conference like an athlete recovering from strenuous exercise: heart racing, exhausted, and amazingly energized.  Last week's Global Branding Summit had a similar affect on me: I wish there were more productive hours in the day to experiment with all the new ideas and Web 2.0 strategies I've been exposed to.

Many of the current readers of Career Acceleration Notes were not reading this in April, so please allow me to restate and reaffirm my commitment to my career, and most importantly, to your career:
You + Me = Success 4 Us   

from April 2007:

My immersion into professional development activities leaves me even more invested in providing you with the most current ideas and strategies in career development.  My head is spinning with the success stories of the most successful career coaches, résumé writers, recruiters, and business developers in the country.  So what's in it for you, current, future, and past Career Acceleration clients?

•    "The Brand Called YOU", the article by Tom Peters that I have sent to most of you, is the center of a relatively new movement in career development.  Those of you who are already working with me have been developing your Value Proposition or Brand as it relates to target organizations; we’ll do this more purposefully and broadly from now on.

•    We’ll be more daring as we differentiate you from others in your field.  I’ve been emboldened in my thinking about your résumés, prospecting letters, and cover letters.

•    We’ll work together more selectively in building and nurturing your network.

•    We’ll work together more effectively in bringing together all the actors in the career development sphere - other career coaches, recruiters, HR professionals.  Your success is THEIR success too.

•    We’ll practice using Web 2.0 technology to achieve our goals, and move toward Web 3.0 so we are never relegated to technological irrelevance and incompetence.

Thank you for choosing to work with me; thank you for helping me to learn and grow alongside you as we reach for our shared success in the world of work.  Inspired by the UBS tag-line, let's commit to You + Me = Success 4 Us.

Cross-cultural networking: a personal perspective

I was asked to present a workshop at a Career Fair sponsored by Univision on 10/20/07; this was the Spanish language television station's first attempt to hold a career fair for the community in Philadelphia.  Networking was the topic I was asked to speak about, so I decided to illustrate the power of networking rather than talk about it. (decision influenced by my inability to speak Spanish fluently, or even well!)

I had asked my colleague and friend, Billie Sucher, for permission to have her poem translated by my Spanish-speaking son and his girlfriend so that I could share it with this group. Billie was honored and thrilled to know that her words may inspire people she would otherwise not reach.  The translation was able to retain both the meaning and the rhyme, and it conveyed the concept without the need for further explanation.: click here for the Spanish version (View this photo )

So why is this love-fest an example of networking?  What is this thing we call networking?

• Networking takes place when people are sincerely curious and open-minded; one party has to be interested in the work of the other to create an environment for networking to take place:
  • As Billie describes it, she initiated our relationship "over a fancy centerpiece at the Brown Hotel in Louisville, KY;" she commented on a blog post I had written. We became buddies, not just during the Conference but thereafter via e-mail and occasionally, via phone.  In May 2008, we'll present a workshop to our Career Management Alliance colleagues...
• Networking is a 400-level course: whoever initiates it has the responsibility for learning something about the other before making a connection; it helps if both parties are as interested in giving as in receiving:
  • Billie and I knew a little about each other via our respective blogging; that was the building block for a relationship where we serve as a resource and support for one another in our respective businesses.  We take turns using our ears twice as much as our mouth...
• Unlike those who network for self-interest, we have nurtured our relationship; we realize that it must be reciprocal and on-going
  • Never treat your network like "tissues:" as if you can use them and throw them away when you are finished. Networks must be nurtured for a lifetime of career success.
• Effective networking is using your imagination to consider how you might add value to or extend the work of someone else.
  • Billie shared the pre-publication version of her contribution to a Career Hub e-book (WOW Networking: Tips, Tricks & Tractics).  Apart from a "you go girl,"  I thought the poem may help to cross the cultural disconnect that may exist in presenting the concept to the constituents of UNIVISION.

So now Billie's poem is on the web in English and in Spanish, and has crossed a geographic and cultural divide. Do you have a better idea of how this networking dance is done?  Have a story to share?  Your comments on this blog are encouraged!

To talk with Billie Sucher or read more of her perspectives on career transition, check-out her web site:

Posted by Karen P. Katz 

 

Another reason NOT to post your resume online...

Monster, the worldwide job board that encourages candidates to post resumes with the understanding that potential employers and recruiters will discover them, is the subject of a breach of security. The credentials of employers and/or recruiters have recently been pirated and used to gain access to candidate names and contact information.  Unlucky candidates may expect to receive spam and have their computers inflected by viruses known as Trojans.          

Job boards are useful to learn about the local labor market - who is hiring, where are the bulk of the jobs located, what are the requirements, etc.  Candidates should not drink the "Kool Aid" that would have them believe they can post their resume and wait to be called for interviews.  The likelihood that a candidate will secure a job offer through a job board ranges from 0.2% - 3.0%, depending upon whose data is used.

Nothing worth having is easy; the same is true for successful job search and career transition. 

Posted by Karen P. Katz

Truthfulness as a job search strategy…

In April ’07, blogs were buzzing about Marilee Jones, who left her job at M.I.T. because of a lie she told years ago…  The basic learning point = telling lies may result in shame and perhaps, being fired

In June ’07, Jack and Suzy Welch, the GE power couple who became Business Week pundits in January 2006, wrote about the importance of being truthful during the interview process.  The basic learning point = telling the truth may result in being hired. 

Their point is worth emphasizing: candidates must present a credible picture of themselves. 

* Few candidates over the age of 30 have pursued a career path that has not included a few speed-bumps.  The reasons for such bumps are legion, and the assignment of blame something that we need to “get over.” 

* Decision-makers are likely to be more than 30-years old; you can be sure they’ve experienced some disappointments along with their successes. 

* It is likely that your self-reflective, non-judgmental, and mature analysis will be disarming: people will like you!  After all the degrees, accomplishments, and keywords are posted, it comes down to “fit:”  people hire those whom they like.

Career decisions are not without emotional baggage and consequences; work through your “Grief Cycle” and recognize your strengths with the help of a job search strategy coach.

* Listen to your former colleagues and your current network for clues as to what happened in the previous position - look forward.

* Test realistic solutions and investigate new opportunities through networking, reading, and self-reflection - look forward.   

When you are ready, present yourself as a credible candidate by demonstrating that you are self-reflective, that you accept ownership for your behavior, and that you have gained insight that will help you be more valuable as you move forward. 

The friend described in Own Up to Getting Sacked was offered a new job within weeks of telling a prospective employer:  “I’m sitting here with you because didn’t have the guts to move out employees who couldn’t meet their numbers, and I tweaked costs instead of taking the full-bore approach that was necessary.  But I can assure you, those mistakes won’t happen again.  Let me prove it to you.”

Recognizing and telling the truth is a powerful job search strategy… 

Posted by Karen P. Katz

New graduates - How to move-on and out, without selling-out

 

Timeless tips for new graduates...

1. RÉSUMÉS

• Replace meaningless “Objective” statements with a strong “Profile”
• Consider blending internship and work experience into functional categories
• Begin sentences with “action verbs;” avoid “responsible for…”

2. COVER LETTERS

• A cover letter cannot be generic - it must be responsive to the needs/requirements of the job
  
• K-I-S-S - find a way to keep your letter readable - try the “T” letter
• Don’t rely on your spell-checker, e.g. “their” and “there” are both spelled correctly…

3. NETWORKING

• Networking is schmoozing at the 400 course-level - learn something about your contacts
• Use your ears in proportion to your mouth - listen twice as much as you talk!
• Don’t use people like tissues:  nurture your network for a lifetime of career success
• If you wouldn't want your parents or boss to see your online photos or comments, remove them

4.  JOB SEARCH CAMPAIGN

• Learn the language of the field you wish to join: read business news and professional journals
• Practice speaking without “like,” Ya know,” “awesome,” etc.
• Practice telling your personal story - prepare a "commercial" - one more time:  K-I-S-S

Memorial Day - Cracking the Career Conundrum for Veterans and Volunteers

Chances are your weekend activities will be punctuated by the realization that your day off was established as Decoration Day 139 years ago.  The day was officially proclaimed to decorate the graves of Civil War Soldiers; today we recognize those who have served our nation in numerous wars.

Those who choose military or volunteer service generally do so because of their values and passion, and also as a means to achieve future career goals.  In most cases, they are uncertain about their ability to pursue higher education, and their vocational path may not be appealing or clear.  Perhaps this holiday weekend is an appropriate time to evaluate the cost - in life, limb, mental health, and dollars - that young people and their families pay in exchange for the promise of a career.   

Financial aid and in-service education are offered to encourage military enlistment of high school graduates and college students. Some who promote the exploration of alternative funding sources criticize military recruitment ads, claiming there are strings attached to the Montgomery G.I. Bill that may diminish the value of the benefits advertised:   

" 'Join the Army and earn up to $70,000 for college.’ The ads seem to say that if you join the military, college is all but paid for. But only 35% of recruits receive any education benefits from the military. Most that do get money receive far less than $70,000.”   

According to the Central Committee for Conscientious Objectors, those who enlist with the hope of securing education benefits may be steered toward the least transferable military jobs. Furthermore, students are required to complete their education within strict time limits that may be unrealistic for returning veterans who must earn a living while studying.

Conundrum #2 is that many military jobs do not easily transfer to the civilian workforce.  Returning veterans are offered assistance from the Veterans Administration and local government-sponsored CareerLinks; unfortunately much of this assistance comes from civil servants who are not career professionals.  Returning veterans would be wise to seek help from specialized career consultants; in addition, an excellent guide to many high quality and FREE resources is available online through Quintessential Careers.   

Bob Woodruff, the ABC News anchor who experienced Traumatic Brain Injury (TBI) as a result of injuries incurred while reporting on the war in Iraq, has raised the nation’s awareness to the situation faced by the large number of veterans returning with physical and mental disabilities. This is conundrum #3 and it is a huge one:  How will the nation’s employers and colleges respond to these scarred men and women who return from service and must find jobs and pursue careers?  How will career professionals respond to the expectations of these potential clients?  View this photo

In addition to the military, another option is National Service. Wikipedia lists 30 nations who offer numerous worthwhile options for those who want to serve without fighting.  In the United States, those who opt for programs such as Teach for America (TFA) and AmeriCorps are competitively recruited from some of the most respected universities and colleges.   Last year, 2,400 graduates accepted hardship teaching placements at very low salaries; similarly, 70,000 idealists joined AmeriCorps to work in fields such as education and the environment.  Like their military counterparts, many of these stressed-out volunteers must pay to gain the educational credentials that are demanded of them while they are teaching (e.g. Los Angeles Unified School District. Once they complete service, those who wish to pursue advanced degrees must again compete with one another for the few scholarships and assistantships that are available. 

So now that the issue has been framed, how can we go back to firing up the grill?  What are your suggestions for cracking the career conundrum?  Propose some ideas so we can enjoy the holiday without feeling guilty about the bargain that many people make in the hopes of realizing the American Dream. 

Posted by Karen P. Katz