Why are we doing another jobs bill? Last year a $154 billion bill was passed. It hasn't made a bit of difference. Now, we are doing it again with a bill of only$15 billion. I guess that means less is more? I thought if a lot did little then a little will do less.
Once again, job seekers will read about the bill and get optimistic their situation will change. The President and Congress have done it again. They are playing on the hopes and fears of the people to spend more money they don't have. What is the saying, "fool me once, shame on you, fool me twice, shame on me." Who is fooling who?
Elementary economics taught to freshmen is that job creation is a result of savings and investing. Who is foolish enough to believe that taking tax dollars from some one's pocket and printing money to spend will create a job. The only job it creates is for the printer and the IRS. If they are government jobs they are not producing any goods or services that are paid for by a buyer and a profit is made to be reinvested. Did the WPA work during the Depression? No. Why is the government foolish enough now to think it will work now? For that matter why would they think any of the policies started by Hoover, adopted by Roosevelt and advanced by him would work when they prolonged the Depression? We are going down that very same path. I thought we were supposed to learn from history?
Let's stop the nonsense. Let's tell the emperor we actually know he doesn't have any clothes on. We were just being polite and his cronies are just yes men (and women).
Let's help the unemployed in real terms. Let's have a sound monetary and fiscal policy that takes the power to regulate interest rates and puts it where it works best, in the market place. Let's stop propping up bad businesses and let their assets go to companies that are well managed and wants to buy them with real money. Then the workers can go to work with an ease of mind. Let's stop the printing presses so our money does not devalue. Finally, let's stop spending money we don't have so we don't have to continue to sell the country to China tomorrow.
All of that would help those unemployed by allowing for real job creation not smoke and mirrors. Then the unemployed would consist of former politicians and bad business managers.
Wow, glad I got that off my chest. Seriously, this is what it takes. Career Talk Guys know what we offer helps individuals in good and bad economic times . We created our program from what we have been doing for others for years because of the severity of the times. We know to really end the problem it will take courage and efforts of the great people of this nation to say enough to bad politics, bad economics and the government's self interest disguised as being in our best interest.
In the mean time we will continue to help those who want to gain employment learn the skills that will create their success. You can see other articles at our site and our programs at http://www.careertalkguys.com/.
Showing posts with label recruitment. Show all posts
Showing posts with label recruitment. Show all posts
Tuesday, February 23, 2010
Friday, February 19, 2010
The Resumes and CVs – Exposed
Everyone who really likes their resume raise your hands. Now, everyone who feels theirs is really better and different from everyone else’s raise your hands.
When those two questions are asked, the results are always the same. A fair number will raise their hand in response to the first question. A few or less will raise their hand to the second. Isn’t that odd in this day and age when you can find truckloads of information about that special resume, or advice from experts, all claiming your resume will be special, unique to you?
Resumes have been around for decades. Resumes are the accepted and habitual standard for presenting your credentials in a potential employment situation. Everybody uses them. Everybody is continually trying to find the best one that will get the attention they want from a potential employer.
There is a complete industry of those who believe they are experts in writing resumes, and they probably are experts in that traditional format. At the same time, they simply take the same information you had on your previous resume and rearrange it in another format. They may change some wording to make it read better or make suggestions about how to express your experience better. Some may go as far as to replace the standard format with one built on action terms or vague suggestions. The bottom line is it is still the same, a resume. It does not express your qualifications in a different light that a hiring manager would sit up and take notice.
The problem is a two way street. Hiring managers and HR professionals would love to see something that would make their task easier. For decades we have heard a continual cry of dissatisfaction with “resumes”. To review mountains of resumes that very quickly all start to look alike is not advantageous to anyone. You and all other job seekers get frustrated with the lack of response and the negative responses received. The prospective employers get frustrated, because the start to believe there is no well qualified individual that will solve their problem.
When an interview is obtained, it is difficult for those conducting the interview to look carefully at the resume and ask effective questions. Too many times the questions asked can be answered by the resume had the interviewer read it. Time may have been a factor, but the information may have been a factor as well. The information did not tell them anything different than the prior resume.
How do you change this? Can it be changed? It would appear that decades of use have cemented resumes to be the credential presentation tool forever. It has conditioned job seekers and prospective employers both into expecting a resume, in the expected format, with the expected information. And, no one is really excited about any of it.
There are a couple of factors that can show the resume trap can be changed and a welcome change it is!
The first factor is that job seekers want to send their resume to anything that remotely looks like a potential job for them. They know very little real facts about the position other than what a job posting explains or what a job description reveals. Ask yourself the question; “How can a hiring manager get anything concrete out of a generic resume that is sent for any job?” Sure, you can tailor to the position description as some would advise you. However, it is still only a resume for any job no matter what anyone tries to claim. You know that to be true, because you get the same results, little or no response.
This leads to the question of how do you change that situation? Before we answer that, consider the potential employer.
The second factor is the employer’s perspective. The hiring manager is expected to ferret out of a sea of sameness the one or two that meet the multi-dimensions of their unique position. Every position is different from every other regardless that the title may be the same and the job description is very similar. The challenges are different and the culture is different among other factors. How can a hiring manager know anything about a candidate, if all they see is a resume based on a one dimensional description? This one dimensional resume causes a lack of response. If there is a response it may be an unproductive (dreaded by everyone) telephone interview.
How do you resolve this situation? It has to happen like this:
The job seeker needs to know to what industry and companies are they best suited and therefore should contact.
Skilled research is required to learn and understand what might be a fit.
Effectively executed contact with companies and associations is necessary to learn important information that focuses your search.
Developing a presentation format of your credentials that matches a company’s needs for the position you want.
Finally, you now stand out among others in the industry where you will be best recognized for your talents and accomplishments.
There is a great deal more to this, but to be very elaborate would take volumes of pages.
What this type of strategy does is change the process completely. It puts you in charge. It empowers you to present what the prospective employer wants (provided you match, and your research will tell you that).
Career Talk Guys have decades of success helping candidates master this process and get the job they want. This process places you in the position the obtain job you want With the employer who most values your abilities to contribute.
We teach people the skills to present their professional abilities in the manner the hiring manager desperately wants to see. This revolutionary, but highly effective means of presentation creates a confidence in gaining results you simply lack when suing a standard resume We train you in the skills to conduct the process of a job search throughout the process and ending in your first day with your new employer. But, if you do not choose us, find someone that can teach you these skills. You will never regret it and it will change your odds dramatically and positively impact those to whom you present your credentials.
Career Talk Guys are not resume writers. We have 50 years of combined experience of learning what employers seek in a qualified candidate. We are masters at conducting skilled research into new opportunities. Our experience is unmatched at the creation of interviews. We know what it takes to prepare the professional and employer to meet and achieve mutual success. Now, we are making those skills and techniques available to anyone who is tired of a lack of results applying the old school, worn-out practices centering on a resume.
We changed the process for your success.
When those two questions are asked, the results are always the same. A fair number will raise their hand in response to the first question. A few or less will raise their hand to the second. Isn’t that odd in this day and age when you can find truckloads of information about that special resume, or advice from experts, all claiming your resume will be special, unique to you?
Resumes have been around for decades. Resumes are the accepted and habitual standard for presenting your credentials in a potential employment situation. Everybody uses them. Everybody is continually trying to find the best one that will get the attention they want from a potential employer.
There is a complete industry of those who believe they are experts in writing resumes, and they probably are experts in that traditional format. At the same time, they simply take the same information you had on your previous resume and rearrange it in another format. They may change some wording to make it read better or make suggestions about how to express your experience better. Some may go as far as to replace the standard format with one built on action terms or vague suggestions. The bottom line is it is still the same, a resume. It does not express your qualifications in a different light that a hiring manager would sit up and take notice.
The problem is a two way street. Hiring managers and HR professionals would love to see something that would make their task easier. For decades we have heard a continual cry of dissatisfaction with “resumes”. To review mountains of resumes that very quickly all start to look alike is not advantageous to anyone. You and all other job seekers get frustrated with the lack of response and the negative responses received. The prospective employers get frustrated, because the start to believe there is no well qualified individual that will solve their problem.
When an interview is obtained, it is difficult for those conducting the interview to look carefully at the resume and ask effective questions. Too many times the questions asked can be answered by the resume had the interviewer read it. Time may have been a factor, but the information may have been a factor as well. The information did not tell them anything different than the prior resume.
How do you change this? Can it be changed? It would appear that decades of use have cemented resumes to be the credential presentation tool forever. It has conditioned job seekers and prospective employers both into expecting a resume, in the expected format, with the expected information. And, no one is really excited about any of it.
There are a couple of factors that can show the resume trap can be changed and a welcome change it is!
The first factor is that job seekers want to send their resume to anything that remotely looks like a potential job for them. They know very little real facts about the position other than what a job posting explains or what a job description reveals. Ask yourself the question; “How can a hiring manager get anything concrete out of a generic resume that is sent for any job?” Sure, you can tailor to the position description as some would advise you. However, it is still only a resume for any job no matter what anyone tries to claim. You know that to be true, because you get the same results, little or no response.
This leads to the question of how do you change that situation? Before we answer that, consider the potential employer.
The second factor is the employer’s perspective. The hiring manager is expected to ferret out of a sea of sameness the one or two that meet the multi-dimensions of their unique position. Every position is different from every other regardless that the title may be the same and the job description is very similar. The challenges are different and the culture is different among other factors. How can a hiring manager know anything about a candidate, if all they see is a resume based on a one dimensional description? This one dimensional resume causes a lack of response. If there is a response it may be an unproductive (dreaded by everyone) telephone interview.
How do you resolve this situation? It has to happen like this:
The job seeker needs to know to what industry and companies are they best suited and therefore should contact.
Skilled research is required to learn and understand what might be a fit.
Effectively executed contact with companies and associations is necessary to learn important information that focuses your search.
Developing a presentation format of your credentials that matches a company’s needs for the position you want.
Finally, you now stand out among others in the industry where you will be best recognized for your talents and accomplishments.
There is a great deal more to this, but to be very elaborate would take volumes of pages.
What this type of strategy does is change the process completely. It puts you in charge. It empowers you to present what the prospective employer wants (provided you match, and your research will tell you that).
Career Talk Guys have decades of success helping candidates master this process and get the job they want. This process places you in the position the obtain job you want With the employer who most values your abilities to contribute.
We teach people the skills to present their professional abilities in the manner the hiring manager desperately wants to see. This revolutionary, but highly effective means of presentation creates a confidence in gaining results you simply lack when suing a standard resume We train you in the skills to conduct the process of a job search throughout the process and ending in your first day with your new employer. But, if you do not choose us, find someone that can teach you these skills. You will never regret it and it will change your odds dramatically and positively impact those to whom you present your credentials.
Career Talk Guys are not resume writers. We have 50 years of combined experience of learning what employers seek in a qualified candidate. We are masters at conducting skilled research into new opportunities. Our experience is unmatched at the creation of interviews. We know what it takes to prepare the professional and employer to meet and achieve mutual success. Now, we are making those skills and techniques available to anyone who is tired of a lack of results applying the old school, worn-out practices centering on a resume.
We changed the process for your success.
Friday, February 12, 2010
Apples and Oranges in a Job Search (Or, Apples and Spoiled Fruit)
Below is a description of the common job search process. Most people have been conditioned to follow this process with minor variations. We thought it might be beneficial to provide a comparison to the mindset of the common practices and what we offer in the Skill-Based Job Search Training – Opportunity Acquisition Training System – (O.A.T.S.).
Traditional job search practice starting in the 1960’s has been:
· Transmit a resume to a prospective employer (I use the word transmit, because it may have been delivered by hand, snail mail, or where we email the information with today’s technology)
· Wait
· Follow Up
· Wait
· Transmit more resumes to more prospective employers
· Repeat the process
This scenario applies to ads, job postings, and even those who compile a list of companies and send a cover letter and resume.
If someone was lucky, they got an interview. They waited after the interview, followed up and waited, etc. Hopefully, they received an offer that was acceptable and accepted the position.
Sure there is networking; especially if you know someone. Maybe the person with whom you networked wanted your resume to give to someone. You waited, followed up, and maybe waited some more. Hopefully, they did give the resume to the person they said they would. Hopefully, that person is a hiring manager. Hopefully, they saw your resume as a potential solution to their problem (given that they need a qualified person for a particular position). There is a lot of hope in this process. Hope is a beautiful resource but not one that an effective process is built and dependent upon.
Over the years especially as technology has raced ahead and provided more tools than ever before, the delivery has gotten quicker. Fundamentally, not much has changed in the actual practices. Speed has not improved output but it does allow for faster screening out of your resume with scanners and software,
Because there has been little change in the basic practices, everyone accepts the process and see it as the norm. However, they may not be comfortable or optimistic with the potential outcome. I have heard it over and over again, the disappointment when no response or negative responses are all too frequently received. The weight of the collection, rejection, and silence is crushing for some.
Doug Beabout and I looked at each other one day and at the same time said, “We can help change this situation.” Our success as talent acquisition consultants is dependent upon helping companies that are not able to find the right person for a position. A clarification should be made here. Most companies are not good at attracting qualified people for many of their positions. Human resources professionals and hiring managers are very busy with other continuing responsibilities to master an effective recruiting process that needed on occasion.
Doug paints a very accurate and vivid picture of what it is like for most job seekers and employers trying to find each other. His description is, “it is like putting two people in a room, placing hoods over their heads, turning the lights off, closing the door and having them try to find each other.” We see it every day. Neither party is particularly gifted at finding the other. It is not the fault of either the applicant or the employer. The process is:
· A great deal of effort though most of it is unproductive
· A lot of searching with little strategic direction
· Hope upon hope something good will happen
· Frustration when effort yields little results
· Greater effort expended doing the same thing hoping for different results (and we all know what the genius, Albert Einstein said about that process)
Because what we do on a daily basis works every time, we knew it would work for others who were taught the right skills. Doug and I have successfully trained and taught others individually, in groups and in various types of environments. We chose the webinar format in order to reach as many people as possible while keeping it live and interactive.
Our process completely changes the dynamics of the traditional practices. Yeah, we pretty much need to throw the proverbial baby out with the bathwater. It also changes Doug’s description.
Now the scene and process can look like this. Two people are in a room and only one person has a hood on (the prospective employer). The other does not have a hood (the job seeker). The lights are turned on in the room. Now the one with no hood (the job seeker) can take the hood off the other (the prospective employer). Now they can easily see each other as a result of your efforts. Therefore, the conversation becomes enlightening for both and a positive conclusion is the end result. The process now provides:
· The ability to take productive action
· The ability to choose (take the hood off or not)
· To know where you are going; straight to the employer
· You have control of your actions knowing what the potential results are
· You can open a dialogue
· You are helping someone who knows they have a problem, but does not know where to find the answer to the problem.
· You can influence the results of the encounter
· If you do not like the results, you can choose to move away and look for someone else with a hood you can remove
· You feel productive and in charge
· Then, if you want to change the outcome, you know how to change your actions to achieve it.
Which is more productive in resolving the problem? Which gives you real power in taking charge of your destiny? Which has little wasted effort with productive results, even if those results are to not choose that employer because they are not right for you?
Our O.A.T.S. training is envisioned best by the second illustration. However, many people can only see the first illustration. They may want the second but, do not know that it is possible. If they feel it is possible, they do not know how to make that happen.
We have taken years of practice and put it in a teachable format step by step, so you can take your hood off and see your opportunity. You can confidently know how to find an opportunity. You now know why it should be your opportunity. You can uncover what is inside it, and know how to approach the employer to get the results you want.
Isn’t that what everyone really wants to create with their job search process? Isn’t the first illustration what most have been conditioned to see as the normal process?
It is not a matter of changing any rules. It is seeing reality for what it is and taking effective steps to benefit by acting upon that reality. The process most have been conditioned to follow does not work well. The effective steps are:
· Knowing the hiring environment
· Doing the proper research
· Learning what you need to learn about specific companies and people
· Presenting your credentials in a manner that makes it obvious you are qualified
· Knowing how to interview effectively
· Proper follow up
· The right techniques for negotiating your offer and acceptance
I hope this illustrates what most job seekers have been conditioned to see as the normal course with poor results that have been around for decades. I hope it also reveals that there is training available right now that will allow you to change your focus. Finally, I hope it provides an avenue for everyone to find the success they want in an expeditious and effective way.
Both Doug and I know the process works from the combined 50 years of experience in prosecuting it on a daily basis.
Lastly, most people have invested heavily in their education to whatever level they have attained. They have either invested in further training at work, outside work, by their employer, or on their own. It was helpful and has made each person better at what they do. This training is no different, except it will allow you to take advantage of the other investments you have already made in yourself.
How VALUABLE is that for your FUTURE?
Traditional job search practice starting in the 1960’s has been:
· Transmit a resume to a prospective employer (I use the word transmit, because it may have been delivered by hand, snail mail, or where we email the information with today’s technology)
· Wait
· Follow Up
· Wait
· Transmit more resumes to more prospective employers
· Repeat the process
This scenario applies to ads, job postings, and even those who compile a list of companies and send a cover letter and resume.
If someone was lucky, they got an interview. They waited after the interview, followed up and waited, etc. Hopefully, they received an offer that was acceptable and accepted the position.
Sure there is networking; especially if you know someone. Maybe the person with whom you networked wanted your resume to give to someone. You waited, followed up, and maybe waited some more. Hopefully, they did give the resume to the person they said they would. Hopefully, that person is a hiring manager. Hopefully, they saw your resume as a potential solution to their problem (given that they need a qualified person for a particular position). There is a lot of hope in this process. Hope is a beautiful resource but not one that an effective process is built and dependent upon.
Over the years especially as technology has raced ahead and provided more tools than ever before, the delivery has gotten quicker. Fundamentally, not much has changed in the actual practices. Speed has not improved output but it does allow for faster screening out of your resume with scanners and software,
Because there has been little change in the basic practices, everyone accepts the process and see it as the norm. However, they may not be comfortable or optimistic with the potential outcome. I have heard it over and over again, the disappointment when no response or negative responses are all too frequently received. The weight of the collection, rejection, and silence is crushing for some.
Doug Beabout and I looked at each other one day and at the same time said, “We can help change this situation.” Our success as talent acquisition consultants is dependent upon helping companies that are not able to find the right person for a position. A clarification should be made here. Most companies are not good at attracting qualified people for many of their positions. Human resources professionals and hiring managers are very busy with other continuing responsibilities to master an effective recruiting process that needed on occasion.
Doug paints a very accurate and vivid picture of what it is like for most job seekers and employers trying to find each other. His description is, “it is like putting two people in a room, placing hoods over their heads, turning the lights off, closing the door and having them try to find each other.” We see it every day. Neither party is particularly gifted at finding the other. It is not the fault of either the applicant or the employer. The process is:
· A great deal of effort though most of it is unproductive
· A lot of searching with little strategic direction
· Hope upon hope something good will happen
· Frustration when effort yields little results
· Greater effort expended doing the same thing hoping for different results (and we all know what the genius, Albert Einstein said about that process)
Because what we do on a daily basis works every time, we knew it would work for others who were taught the right skills. Doug and I have successfully trained and taught others individually, in groups and in various types of environments. We chose the webinar format in order to reach as many people as possible while keeping it live and interactive.
Our process completely changes the dynamics of the traditional practices. Yeah, we pretty much need to throw the proverbial baby out with the bathwater. It also changes Doug’s description.
Now the scene and process can look like this. Two people are in a room and only one person has a hood on (the prospective employer). The other does not have a hood (the job seeker). The lights are turned on in the room. Now the one with no hood (the job seeker) can take the hood off the other (the prospective employer). Now they can easily see each other as a result of your efforts. Therefore, the conversation becomes enlightening for both and a positive conclusion is the end result. The process now provides:
· The ability to take productive action
· The ability to choose (take the hood off or not)
· To know where you are going; straight to the employer
· You have control of your actions knowing what the potential results are
· You can open a dialogue
· You are helping someone who knows they have a problem, but does not know where to find the answer to the problem.
· You can influence the results of the encounter
· If you do not like the results, you can choose to move away and look for someone else with a hood you can remove
· You feel productive and in charge
· Then, if you want to change the outcome, you know how to change your actions to achieve it.
Which is more productive in resolving the problem? Which gives you real power in taking charge of your destiny? Which has little wasted effort with productive results, even if those results are to not choose that employer because they are not right for you?
Our O.A.T.S. training is envisioned best by the second illustration. However, many people can only see the first illustration. They may want the second but, do not know that it is possible. If they feel it is possible, they do not know how to make that happen.
We have taken years of practice and put it in a teachable format step by step, so you can take your hood off and see your opportunity. You can confidently know how to find an opportunity. You now know why it should be your opportunity. You can uncover what is inside it, and know how to approach the employer to get the results you want.
Isn’t that what everyone really wants to create with their job search process? Isn’t the first illustration what most have been conditioned to see as the normal process?
It is not a matter of changing any rules. It is seeing reality for what it is and taking effective steps to benefit by acting upon that reality. The process most have been conditioned to follow does not work well. The effective steps are:
· Knowing the hiring environment
· Doing the proper research
· Learning what you need to learn about specific companies and people
· Presenting your credentials in a manner that makes it obvious you are qualified
· Knowing how to interview effectively
· Proper follow up
· The right techniques for negotiating your offer and acceptance
I hope this illustrates what most job seekers have been conditioned to see as the normal course with poor results that have been around for decades. I hope it also reveals that there is training available right now that will allow you to change your focus. Finally, I hope it provides an avenue for everyone to find the success they want in an expeditious and effective way.
Both Doug and I know the process works from the combined 50 years of experience in prosecuting it on a daily basis.
Lastly, most people have invested heavily in their education to whatever level they have attained. They have either invested in further training at work, outside work, by their employer, or on their own. It was helpful and has made each person better at what they do. This training is no different, except it will allow you to take advantage of the other investments you have already made in yourself.
How VALUABLE is that for your FUTURE?
Thursday, February 11, 2010
The Relationship Between Seeking New Employment and the Economy
In many of the discussion boards, blogs, conversations, emails and other means of correspondence we receive, the buzz is about the poor economy in relation to their job search. We purposely have avoided that discussion. The reason why we have avoided it is that our business mission is not to change the economy. Obviously, no single business is capable of changing the entire economic situation. We have focused all discussions and efforts on our mission, which is:
“To help all those who desire success in seeking a new career opportunity by providing skill-based training that is time-tested and proven. To deliver real world training, not theories, in a proven job search system practiced on a daily basis and delivered in actionable steps.”
Nevertheless, we think there are a number of relevant points that can be brought out about job searches and the economy.
As a degreed economist, I may take a number of things for granted that are not common knowledge to many. It is no different than someone with an IT background discussing something with me and assuming some points that I am not at all knowledgeable about. I might think I understand but I am sure whatever I say would indicate my severe lack of knowledge in that area.
To set a baseline knowledge of economics, I will bring out some fundamental points. I hope they help illustrate why the economy is not doing well overall. Of greatest importance, I want to point out that those seeking a new job can still be successful in spite of the poor economy.
The most common comment I hear or read is, “my job search will go better when the economy turns around.” Or, “if the government would just get off its duff and create more jobs, then I would be able to get one.”
There is no question that if there were more jobs it might be easier for many to obtain employment or change jobs. The fact is that there are fewer jobs. With almost 36 million people out of work and an added 393,000 jobs according to the latest Bureau of Labor Statistics numbers. That is not much help.
How does the economy play into this issue? I want to make this brief and by no means am I looking to start long-winded discussions about economic theory. None of us have that kind of time. My purpose is to be of help, not put you to sleep!
The lack of jobs in the US is a result of the poor monetary and fiscal policy of the past and present administrations. For many years, Alan Greenspan and the Fed artificially lowered interest rates. The government also continued to print money. In addition, the administrations (past and present) have continued to spend money they did not have, continually increasing the debt.
Artificially lowering the interest rates creates what is referred to as malinvestment. Companies use interest rates as one signal to determine if they should and can borrow money for capital expenditures. If rates are low enough, they will borrow and spend on projects, expansions, acquisitions, etc. The problem with this is it is a false signal and the other costs associated with the projects, expansions, acquisitions, etc., are typically higher than would be acceptable to the company if the interest rates were controlled by the market. The end result is what many refer to as a “bubble” is created. That has to come to an end and when it does; there is the “bust”. Unemployment rises, jobs disappear, companies fail, and others contract.
From a historical perspective, this has happened over and over again. How the government responds is what really makes the difference when the bust happens. Keynesian theory encourages heavy government interaction. It wants to see massive government spending. It likes massive printing of money and more regulation of interest rates. All of this is done in the name of stimulating the economy. Other command and control theorists want more regulation of banking and other financial institutions.
Heavy intervention is the type of reaction the government responded with in the Great Depression. Unfortunately, it caused the depression to last until after WWII. If the government’s reaction is one of letting the market take care of the problem, the response by the market is much different. Interest rates will go much higher. If money is not printed, its value actually increases slowly over time. If businesses are not “rescued” (read made public institutions) those that were inefficient will fail. While it is not painless, it is not as bad as the government taking them over. The assets of the failed company will be bought by other companies and they will continue the business. They may even take many of the former employees, as they will be increasing their business and have some needs.
Many see letting the market operated freely as unfathomable. Just as there are historical events that show the downside of government intervention in the events they created, there are historical events that show leaving the economy in the hands of the market and not doing anything heals the economy faster.
Just before the Great Depression of 1929, there was another depression in 1921-1922. It has received little attention. The reason is that the recovery was so quick is that it went almost unnoticed. Murray Rothbard stated in his book, America’s Great Depression, “In the 1921 – 1922 depression, government intervened to a greater extent, but wage rates were permitted to fall, and government expenditures and taxes were reduced. And this depression was over in one year – in what Dr. Benjamin M. Anderson has called “our last natural recovery to full employment.” (my italics)¹
Job creation does not occur as a result of the government spending of money they tax away from businesses and individuals. Nor is it from creation of money and deficit spending. Job creation is the result of savings and investment. The savings become the capital for entrepreneurs and businesses to invest in capital expenditures which create new jobs.
Real job creation is being hampered by the government. Increases in jobs will be slow to see real improvement. That creates an environment where reality has to be looked at for what it is and knowing how to work within that environment has to be learned. It has to be learned by those seeking new employment and those wanting to change employment.
I have said enough about the truths of why the economy is its current state. I have also said enough in this discussion about how it can be resolved.
Now let’s turn to how a successful job search can be conducted in the face of the economy today.
Even now, there is good reason why many can achieve their job goals. It is a matter of how it is done. In a previous article, Your Cure for the Symptoms of Unemployment (http://www.careertrackexperts.com/29.html), I addressed some of the problems current job search practices create. The bottom line is that they fail to help a job seeker find a job.
There are numerous industries that are doing well. One avenue that can be pursued, is considering another industry if the one you are in is continuing to contract or it is stagnant. There may be a price attached to that change. It may require some additional training or convincing of a hiring manager that your skills, experience, and accomplishments parallel their industry. It is not impossible. There are several keys to that transition. You must understand the industry you are considering. Heavy research is required. The second key is to learn what the industry’s major issues are, the opportunities seen and how companies plan on capitalizing on them. This requires live discussion with those within the industry such as; producers, vendors, suppliers, and customers. The third key is to present your credentials to hiring managers in a way that clearly indicates to them you have the skills, experience, and accomplishments to help them accomplish their goals and objectives. The 1960’s resume model which is commonly used, falls flat on its face in this objective. Then again, what other objective could a resume have?
If you learn the skills to transfer and integrate yourself into another industry, you will have a great deal more success than following traditional practices. The cover letter and resume to HR will only create disappointment in the majority of attempts. Those answering more job postings will increase the rejections. Contacting more recruiters will continue the silence you will get from most of them.
Why not learn the skills necessary to cut through all of the above issues and find the right job in the industry you currently know, or whatever industry in which you want to be employed? Like any other learned skill, there are steps that need to be taken to master them. They need to be practiced in order to execute them and achieve success. Those who learn a new sport, learn to paint, learn to dance or, get an education to be a teacher, engineer, doctor, etc., learned those skills necessary to succeed. They did not pick them up by simply thinking about them or taking the advice of friends or even strangers. Most individuals actively sought out how to learn the skills to become accomplished at the vocation, sport, or activity they desired.
The same is true with learning how to be successful in a job search. There are skills that are easy to learn, but not obvious to the job seeker. With a little practice and training, they can be executed well to achieve success. Some of the changes to current practices are:
· Realistic self-assessment of skills, experience and accomplishments
· Knowing what resources are available to do effective research
· Stop using the time honored resume and learn how to present your credentials in a compelling way that will get the attention you want
· Learn how to seize an interview and become a competitive contender
· Learn specific techniques for being prepared for an interview and actually being in charge of the interview
· Learn effective follow up and seizing the next interview
· Learn how to get the offer you want with little negotiation, because you already know a great deal of what is planned by the prospective employer
· Learn what the steps are to preparing for the first days of employment that will set your career path on the one you want for the future
I am sure many have heard similar points. The difference is in the specific techniques and how to apply them. Career Track Experts can train anyone in these steps. From the entry level person to the seasoned executive we have created a process that “fits”. They are proven techniques that have been used by us for a combined fifty years. But, if you do not choose to use our training, it is important to get that training somewhere. It will be the best investment youl have ever made. Even if you invest in another training of some type and you find it not satisfactory, we will be glad to provide you with the training that will allow you to achieve the success you want.
Neither you nor we at Career Track Experts can change how the economy is being handled. It is not terribly important if we agree or disagree with how that should happen. The reality of the situation is many are seeking employment the same way it has been practiced since the 1960’s. It has never been terribly successful. The lack of success is being highlighted daily now in the worst economy since the Great Depression. Why not take the road to success by gaining the training you need. You invested heavily in your career training, invest a little now to get your career back on track.
¹ Murray Rothbard, America’s Great Depression, (Ludwig von Mises Institute, 1963) 186
You can find our job search training at http://www.careertrackexperts.com/.
“To help all those who desire success in seeking a new career opportunity by providing skill-based training that is time-tested and proven. To deliver real world training, not theories, in a proven job search system practiced on a daily basis and delivered in actionable steps.”
Nevertheless, we think there are a number of relevant points that can be brought out about job searches and the economy.
As a degreed economist, I may take a number of things for granted that are not common knowledge to many. It is no different than someone with an IT background discussing something with me and assuming some points that I am not at all knowledgeable about. I might think I understand but I am sure whatever I say would indicate my severe lack of knowledge in that area.
To set a baseline knowledge of economics, I will bring out some fundamental points. I hope they help illustrate why the economy is not doing well overall. Of greatest importance, I want to point out that those seeking a new job can still be successful in spite of the poor economy.
The most common comment I hear or read is, “my job search will go better when the economy turns around.” Or, “if the government would just get off its duff and create more jobs, then I would be able to get one.”
There is no question that if there were more jobs it might be easier for many to obtain employment or change jobs. The fact is that there are fewer jobs. With almost 36 million people out of work and an added 393,000 jobs according to the latest Bureau of Labor Statistics numbers. That is not much help.
How does the economy play into this issue? I want to make this brief and by no means am I looking to start long-winded discussions about economic theory. None of us have that kind of time. My purpose is to be of help, not put you to sleep!
The lack of jobs in the US is a result of the poor monetary and fiscal policy of the past and present administrations. For many years, Alan Greenspan and the Fed artificially lowered interest rates. The government also continued to print money. In addition, the administrations (past and present) have continued to spend money they did not have, continually increasing the debt.
Artificially lowering the interest rates creates what is referred to as malinvestment. Companies use interest rates as one signal to determine if they should and can borrow money for capital expenditures. If rates are low enough, they will borrow and spend on projects, expansions, acquisitions, etc. The problem with this is it is a false signal and the other costs associated with the projects, expansions, acquisitions, etc., are typically higher than would be acceptable to the company if the interest rates were controlled by the market. The end result is what many refer to as a “bubble” is created. That has to come to an end and when it does; there is the “bust”. Unemployment rises, jobs disappear, companies fail, and others contract.
From a historical perspective, this has happened over and over again. How the government responds is what really makes the difference when the bust happens. Keynesian theory encourages heavy government interaction. It wants to see massive government spending. It likes massive printing of money and more regulation of interest rates. All of this is done in the name of stimulating the economy. Other command and control theorists want more regulation of banking and other financial institutions.
Heavy intervention is the type of reaction the government responded with in the Great Depression. Unfortunately, it caused the depression to last until after WWII. If the government’s reaction is one of letting the market take care of the problem, the response by the market is much different. Interest rates will go much higher. If money is not printed, its value actually increases slowly over time. If businesses are not “rescued” (read made public institutions) those that were inefficient will fail. While it is not painless, it is not as bad as the government taking them over. The assets of the failed company will be bought by other companies and they will continue the business. They may even take many of the former employees, as they will be increasing their business and have some needs.
Many see letting the market operated freely as unfathomable. Just as there are historical events that show the downside of government intervention in the events they created, there are historical events that show leaving the economy in the hands of the market and not doing anything heals the economy faster.
Just before the Great Depression of 1929, there was another depression in 1921-1922. It has received little attention. The reason is that the recovery was so quick is that it went almost unnoticed. Murray Rothbard stated in his book, America’s Great Depression, “In the 1921 – 1922 depression, government intervened to a greater extent, but wage rates were permitted to fall, and government expenditures and taxes were reduced. And this depression was over in one year – in what Dr. Benjamin M. Anderson has called “our last natural recovery to full employment.” (my italics)¹
Job creation does not occur as a result of the government spending of money they tax away from businesses and individuals. Nor is it from creation of money and deficit spending. Job creation is the result of savings and investment. The savings become the capital for entrepreneurs and businesses to invest in capital expenditures which create new jobs.
Real job creation is being hampered by the government. Increases in jobs will be slow to see real improvement. That creates an environment where reality has to be looked at for what it is and knowing how to work within that environment has to be learned. It has to be learned by those seeking new employment and those wanting to change employment.
I have said enough about the truths of why the economy is its current state. I have also said enough in this discussion about how it can be resolved.
Now let’s turn to how a successful job search can be conducted in the face of the economy today.
Even now, there is good reason why many can achieve their job goals. It is a matter of how it is done. In a previous article, Your Cure for the Symptoms of Unemployment (http://www.careertrackexperts.com/29.html), I addressed some of the problems current job search practices create. The bottom line is that they fail to help a job seeker find a job.
There are numerous industries that are doing well. One avenue that can be pursued, is considering another industry if the one you are in is continuing to contract or it is stagnant. There may be a price attached to that change. It may require some additional training or convincing of a hiring manager that your skills, experience, and accomplishments parallel their industry. It is not impossible. There are several keys to that transition. You must understand the industry you are considering. Heavy research is required. The second key is to learn what the industry’s major issues are, the opportunities seen and how companies plan on capitalizing on them. This requires live discussion with those within the industry such as; producers, vendors, suppliers, and customers. The third key is to present your credentials to hiring managers in a way that clearly indicates to them you have the skills, experience, and accomplishments to help them accomplish their goals and objectives. The 1960’s resume model which is commonly used, falls flat on its face in this objective. Then again, what other objective could a resume have?
If you learn the skills to transfer and integrate yourself into another industry, you will have a great deal more success than following traditional practices. The cover letter and resume to HR will only create disappointment in the majority of attempts. Those answering more job postings will increase the rejections. Contacting more recruiters will continue the silence you will get from most of them.
Why not learn the skills necessary to cut through all of the above issues and find the right job in the industry you currently know, or whatever industry in which you want to be employed? Like any other learned skill, there are steps that need to be taken to master them. They need to be practiced in order to execute them and achieve success. Those who learn a new sport, learn to paint, learn to dance or, get an education to be a teacher, engineer, doctor, etc., learned those skills necessary to succeed. They did not pick them up by simply thinking about them or taking the advice of friends or even strangers. Most individuals actively sought out how to learn the skills to become accomplished at the vocation, sport, or activity they desired.
The same is true with learning how to be successful in a job search. There are skills that are easy to learn, but not obvious to the job seeker. With a little practice and training, they can be executed well to achieve success. Some of the changes to current practices are:
· Realistic self-assessment of skills, experience and accomplishments
· Knowing what resources are available to do effective research
· Stop using the time honored resume and learn how to present your credentials in a compelling way that will get the attention you want
· Learn how to seize an interview and become a competitive contender
· Learn specific techniques for being prepared for an interview and actually being in charge of the interview
· Learn effective follow up and seizing the next interview
· Learn how to get the offer you want with little negotiation, because you already know a great deal of what is planned by the prospective employer
· Learn what the steps are to preparing for the first days of employment that will set your career path on the one you want for the future
I am sure many have heard similar points. The difference is in the specific techniques and how to apply them. Career Track Experts can train anyone in these steps. From the entry level person to the seasoned executive we have created a process that “fits”. They are proven techniques that have been used by us for a combined fifty years. But, if you do not choose to use our training, it is important to get that training somewhere. It will be the best investment youl have ever made. Even if you invest in another training of some type and you find it not satisfactory, we will be glad to provide you with the training that will allow you to achieve the success you want.
Neither you nor we at Career Track Experts can change how the economy is being handled. It is not terribly important if we agree or disagree with how that should happen. The reality of the situation is many are seeking employment the same way it has been practiced since the 1960’s. It has never been terribly successful. The lack of success is being highlighted daily now in the worst economy since the Great Depression. Why not take the road to success by gaining the training you need. You invested heavily in your career training, invest a little now to get your career back on track.
¹ Murray Rothbard, America’s Great Depression, (Ludwig von Mises Institute, 1963) 186
You can find our job search training at http://www.careertrackexperts.com/.
Monday, February 1, 2010
Hlep Us With Your Input and Thoughts
Today we have an important question we would like to ask, and we thank you in advance for your responses.
What would empower you to feel confident you will get the job you want?
If you have a list, please feel free to include your complete list. We know that not having a job is very difficult to say the least. It creates many, many side effects that most don't think about until they happen. All of the emotional issues that can be created along with using practices that are not working can quickly make you lose your confidence. It is understandable.
Please let us know your thoughts.
What would empower you to feel confident you will get the job you want?
If you have a list, please feel free to include your complete list. We know that not having a job is very difficult to say the least. It creates many, many side effects that most don't think about until they happen. All of the emotional issues that can be created along with using practices that are not working can quickly make you lose your confidence. It is understandable.
Please let us know your thoughts.
Thursday, January 28, 2010
Finding a Job IS a Job
I looked up the definition for advice and training in two different dictionaries. I used the Google Dictionary and Dictionary.com.
Advice:
1. If you give someone advice, you tell them what you think they should do in a particular situation.
2. An opinion or recommendation offered as a guide to action, conduct, etc.
Training:
1. The process of learning the skills that you need for a particular job or activity.
2. The education, instruction, or discipline of a person or thing that is being trained.
Everyone that has held a job, regardless of the type of job, had some type of skill training. It could have simply been being shown how to perform specific tasks and/or years of formal education and intensive skill-based training. The point is; the profession or position you chose required some training.
Companies have increasingly added different types of training for their employees at all levels. The idea is to provide the employee with additional skills to perform better, safer, more efficiently, skillfully, etc. It may help them create new products and services, improve existing products and services, and provide customers with better service overall. Some training is designed to increase the skills of employees, so they can be promoted to engage in even higher value tasks.
Finding a new career opportunity is really a job. It takes specific skills and effort to effectively find that next opportunity. So, where do most people get the skills needed? We aren’t born with them. We don’t inherently have the skills necessary. No, most find them through the advice of family, friends, co-workers, former co-workers, in the local newspaper, outplacement services, career coaches, free online webinars, and of course, on Oprah.
Would anyone who is focused on their chosen profession when they are working take advice from those around them who don’t know what they do? Would anyone take advice from someone and apply the advice from someone that doesn’t know the first thing about what you do? How can they know the education you have acquired, the skills you have learned, the training you have added and the experiences you have? Of greater importance, where did they get their training and skills to be able to impart advice that is effective?
For example, say you are an engineer in a nuclear power plant responsible for the cooling system. If your favorite aunt who has never studied the operational needs of a nuclear reactor system gave you some advice on solving a specific critical issue; how would you respond? On the outside, you might smile politely and thank her for her thoughtfulness in offering her insights. On the inside, you might be feeling very uncomfortable with implementing her suggestion even though she meant well.
Of course, that is an extreme example, although people are usually willing to give advice for all the right reasons. They mean well and want to help even if the advice isn’t sound.
Back to searching for the next career opportunity. Perhaps it isn’t as extreme as ensuring that a nuclear reactor operates as designed but, I think most people feel very strongly about their job and finding the next one.
Why do so many seeking their next career opportunity lean on advice for such a critical process? Why aren’t they seeking skill-based training as tenaciously as they have sought the training that prepared them so well for their chosen profession or the job they like?
Going back to the two different definitions at the top; I think there is a distinct difference. Seeking advice is not necessarily going to carry the day in searching for the next opportunity. It might sound good and give you a good feeling inside, but is it effective? Who knows? Or, maybe you do know, because it hasn’t worked.
On the other hand, seeking training that will provide education and skills resulting in the desired end results might have more merit. Learning effective job search skills that will:
• Teach you to research the kind of companies where you want to be employed
• Teach how to approach them so they will want to talk to you
• Learn the skills of how to present your credentials so people notice you
• Teach you how to present yourself in a manner that tells the prospective employer you are qualified and they see you fitting their organization
• Gaining the skills to follow through in a way to gain additional insight and to seize the next interview opportunity
• Learning how to gain the offer you deserve
• Learning how to follow through so the start is a great one for you and for your new employer, setting the tone for advancing your career long term
These are key components to finding your next career opportunity that take specific skills. Some may possess some of the skills or pieces of the skills from other experiences, but the complete set is needed for success.
Of course, we train those wanting the skills through our skill-based training webinars and even one on one. My suggestion is even if you choose not to enroll in our webinar series, get sound, high quality training to find your next opportunity somewhere. Like most of the training you have had throughout your career, you will not be sorry. It will more likely lead to success than well intended advice.
To learn more about this what skill based training is all about go to: http://www.careertalkguyscom/.
Advice:
1. If you give someone advice, you tell them what you think they should do in a particular situation.
2. An opinion or recommendation offered as a guide to action, conduct, etc.
Training:
1. The process of learning the skills that you need for a particular job or activity.
2. The education, instruction, or discipline of a person or thing that is being trained.
Everyone that has held a job, regardless of the type of job, had some type of skill training. It could have simply been being shown how to perform specific tasks and/or years of formal education and intensive skill-based training. The point is; the profession or position you chose required some training.
Companies have increasingly added different types of training for their employees at all levels. The idea is to provide the employee with additional skills to perform better, safer, more efficiently, skillfully, etc. It may help them create new products and services, improve existing products and services, and provide customers with better service overall. Some training is designed to increase the skills of employees, so they can be promoted to engage in even higher value tasks.
Finding a new career opportunity is really a job. It takes specific skills and effort to effectively find that next opportunity. So, where do most people get the skills needed? We aren’t born with them. We don’t inherently have the skills necessary. No, most find them through the advice of family, friends, co-workers, former co-workers, in the local newspaper, outplacement services, career coaches, free online webinars, and of course, on Oprah.
Would anyone who is focused on their chosen profession when they are working take advice from those around them who don’t know what they do? Would anyone take advice from someone and apply the advice from someone that doesn’t know the first thing about what you do? How can they know the education you have acquired, the skills you have learned, the training you have added and the experiences you have? Of greater importance, where did they get their training and skills to be able to impart advice that is effective?
For example, say you are an engineer in a nuclear power plant responsible for the cooling system. If your favorite aunt who has never studied the operational needs of a nuclear reactor system gave you some advice on solving a specific critical issue; how would you respond? On the outside, you might smile politely and thank her for her thoughtfulness in offering her insights. On the inside, you might be feeling very uncomfortable with implementing her suggestion even though she meant well.
Of course, that is an extreme example, although people are usually willing to give advice for all the right reasons. They mean well and want to help even if the advice isn’t sound.
Back to searching for the next career opportunity. Perhaps it isn’t as extreme as ensuring that a nuclear reactor operates as designed but, I think most people feel very strongly about their job and finding the next one.
Why do so many seeking their next career opportunity lean on advice for such a critical process? Why aren’t they seeking skill-based training as tenaciously as they have sought the training that prepared them so well for their chosen profession or the job they like?
Going back to the two different definitions at the top; I think there is a distinct difference. Seeking advice is not necessarily going to carry the day in searching for the next opportunity. It might sound good and give you a good feeling inside, but is it effective? Who knows? Or, maybe you do know, because it hasn’t worked.
On the other hand, seeking training that will provide education and skills resulting in the desired end results might have more merit. Learning effective job search skills that will:
• Teach you to research the kind of companies where you want to be employed
• Teach how to approach them so they will want to talk to you
• Learn the skills of how to present your credentials so people notice you
• Teach you how to present yourself in a manner that tells the prospective employer you are qualified and they see you fitting their organization
• Gaining the skills to follow through in a way to gain additional insight and to seize the next interview opportunity
• Learning how to gain the offer you deserve
• Learning how to follow through so the start is a great one for you and for your new employer, setting the tone for advancing your career long term
These are key components to finding your next career opportunity that take specific skills. Some may possess some of the skills or pieces of the skills from other experiences, but the complete set is needed for success.
Of course, we train those wanting the skills through our skill-based training webinars and even one on one. My suggestion is even if you choose not to enroll in our webinar series, get sound, high quality training to find your next opportunity somewhere. Like most of the training you have had throughout your career, you will not be sorry. It will more likely lead to success than well intended advice.
To learn more about this what skill based training is all about go to: http://www.careertalkguyscom/.
Thursday, January 14, 2010
What Has Been Your Experience?
There are approximately 36 million people unemployed today over the age of 25. That number comes from the, Bureau of Labor Statistics (BLS). They work with the Department of Labor. That number may be low as it does not include those who have stopped seeking employment or the underemployed. Not very encouraging but reality.
Many are working very hard to find their new employment. They conduct their job search, send resumes, some get interviews and some get offers, some don't. The experiences vary widely from talking with many.
We would love to hear about your particular experience. Click on comments button below to share your experiences.
Many are working very hard to find their new employment. They conduct their job search, send resumes, some get interviews and some get offers, some don't. The experiences vary widely from talking with many.
We would love to hear about your particular experience. Click on comments button below to share your experiences.
- What has gone well in your own search and why do you believe it worked for you?
- What has not gone well and why do think it has not?
- What would cause you to seek help with your search?
- What type of help would you seek?
Thank you in advance for sharing your thoughts.
Wednesday, January 13, 2010
Is Career Hibernation an Option for You?
I read an interesting comment recently about the struggles of people to find a new position in these difficult economic times. The comment was “It was easy to find a job when the economy was very strong. Resumes were a formality. If you knew someone you could get into a company fairly easily. The only reason people can’t find a job today is there aren’t enough jobs. Fix the economy and the problem goes away.” It was a valid comment in that it points out another thought about why people may not be able to find the employment they desire. It does have some merit. On the other hand, you may be like most people; you are not likely to place your career in hibernation until the economy makes the job search process “easy”.
The assumption made is that when the economy is strong, it takes little to get another job. For example, a new job may come from someone you know. It might come from finding a company struggling to find someone with the skills the job seeker possesses. They get in touch somehow and employment occurs.
It also assumed when the economy is weak, it will not be possible to gain employment until there are more jobs regardless of the practices the job seeker prosecutes. The answer was focus on economic issues, cure them and employment is cured as well.
We cannot argue with the law of supply and demand for labor, it is not our focus. We are not in charge of economic policies. We cannot implement what we feel are the best economic policies to prevent recessions and the business cycle. We can, of course, vote for those who will. But, that is another story.
We have narrowed our focus to a close examination of how most people go about finding their jobs, regardless of the economic conditions. We also know how the job search process can be made successful for those who want success. We have over fifty years of combined experience in research of that process and results.
Is it true that sometimes the accepted practices such as, answering job postings, sending resumes and cover letters to companies, and networking in some manner will work? Sure, sometimes they will, typically only for a few. Will it work consistently is the real question. Our experience tells us it does not work consistently for everyone. It is more often akin to playing the lottery, except that with the lottery, the odds may be better.
Why have individuals who have exemplary employment backgrounds not been able to find new employment in strong economic conditions? We know that this situation exists today because we have been asked for help from those with exceptional credentials and experience who have not had success gaining employment. In evaluating their situation, they followed all the common or standard practices for finding employment. After teaching them the insider skills they needed, they succeeded in achieving their goal of seizing the right opportunities.
Common sense tells us that when the labor supply is limited and the demand is strong, there are fewer unemployed. At the same time, our experience tells us, even when the job market is robust, there are many who cannot find the employment they seek. As we have examined the reasons why, it became apparent they did not possess the unique skills to achieve the success they desired.
The common denominator we have encountered is the type of skills each possessed and the practices they followed. In every case they applied the common or standard practices that did not create the success they wanted. In each case when we taught them the skills they needed and they applied them, they found the employment they sought. Our conclusions are based on encounters with thousands of people seeking employment we have helped.
For many years this training and teaching has been conducted in a one-on-one situation. Rather than continuing to offer instruction in a one on one manner every time, we have chosen to use the technology available today to help as many as possible at one time. We recognize the magnitude of the problem created and it drives us to offer a solution for many rather than the few. We still offer one-on–one instruction for those who might prefer that type of assistance or for those whose circumstances are unique.
Visit our Career Library at www.CAREERTRACKEXPERTS.com.
The assumption made is that when the economy is strong, it takes little to get another job. For example, a new job may come from someone you know. It might come from finding a company struggling to find someone with the skills the job seeker possesses. They get in touch somehow and employment occurs.
It also assumed when the economy is weak, it will not be possible to gain employment until there are more jobs regardless of the practices the job seeker prosecutes. The answer was focus on economic issues, cure them and employment is cured as well.
We cannot argue with the law of supply and demand for labor, it is not our focus. We are not in charge of economic policies. We cannot implement what we feel are the best economic policies to prevent recessions and the business cycle. We can, of course, vote for those who will. But, that is another story.
We have narrowed our focus to a close examination of how most people go about finding their jobs, regardless of the economic conditions. We also know how the job search process can be made successful for those who want success. We have over fifty years of combined experience in research of that process and results.
Is it true that sometimes the accepted practices such as, answering job postings, sending resumes and cover letters to companies, and networking in some manner will work? Sure, sometimes they will, typically only for a few. Will it work consistently is the real question. Our experience tells us it does not work consistently for everyone. It is more often akin to playing the lottery, except that with the lottery, the odds may be better.
Why have individuals who have exemplary employment backgrounds not been able to find new employment in strong economic conditions? We know that this situation exists today because we have been asked for help from those with exceptional credentials and experience who have not had success gaining employment. In evaluating their situation, they followed all the common or standard practices for finding employment. After teaching them the insider skills they needed, they succeeded in achieving their goal of seizing the right opportunities.
Common sense tells us that when the labor supply is limited and the demand is strong, there are fewer unemployed. At the same time, our experience tells us, even when the job market is robust, there are many who cannot find the employment they seek. As we have examined the reasons why, it became apparent they did not possess the unique skills to achieve the success they desired.
The common denominator we have encountered is the type of skills each possessed and the practices they followed. In every case they applied the common or standard practices that did not create the success they wanted. In each case when we taught them the skills they needed and they applied them, they found the employment they sought. Our conclusions are based on encounters with thousands of people seeking employment we have helped.
For many years this training and teaching has been conducted in a one-on-one situation. Rather than continuing to offer instruction in a one on one manner every time, we have chosen to use the technology available today to help as many as possible at one time. We recognize the magnitude of the problem created and it drives us to offer a solution for many rather than the few. We still offer one-on–one instruction for those who might prefer that type of assistance or for those whose circumstances are unique.
Visit our Career Library at www.CAREERTRACKEXPERTS.com.
Thursday, January 7, 2010
A Broken System or Your Cure for the Disease of Unemployment
As I listen to and read comments of those seeking new employment, there seems to be some common themes. One that is not common, but a great observation by a gentleman with whom I corresponded recently, was one that is not on the radar screen. It is an observation that I feel provides real insight into a huge source of the lack of success, frustration, fear, anger and other emotions felt by many job seekers.
His observation (and one my partner and I recognize) to put it in his terms is, “the job search system is broken.” His points that are dead-on of the broken system are:
• Sending resumes and cover letters does not work
• Networking is not a strong avenue for most people or done well
• HR contacts are not decision makers and don’t help
• Recruiters do not work for the candidate; they are paid by the client. They are not in the business of finding jobs for people
• State agencies are way behind the curve on knowing what to do to achieve success. They mainly process claims.
• Career coaches don’t have a handle on the situation
• Most advice addresses the symptoms, not the disease
I think the last point above is probably the most important and encompasses all the others. When looking at conducting a job search, there are many components and they all have to be performed well, in order to achieve the goal of obtaining the job wanted, not the one for which they settle. Today, most do not reach the point of being able to even settle for a job.
The point of addressing symptoms, not curing the disease is right on-point. Consider what is available as advice. Most advice will recommend what to do for one or two points. The advice addresses the specific symptom, not the disease. For example, in the case of sending resumes and cover letters to companies, traditional of advice is to make sure the cover letter addresses specific points. Other traditional advice points out the resume should contain certain points and look a certain way. These are addressing symptoms. The disease is the lack of several things:
• A lack of knowing how to conduct an overall job search
• A lack of where to really start. It isn’t with the cover letter and resume being sent to companies. There are numerous steps before hand that if not accomplished correctly, the best cover letter and resume will yield nothing as most do.
• The lack of knowing that sending a cover letter and resume is not a high percentage activity for successful in a job search.
So what is the disease that needs cured? The disease that needs cured is the current, collective body of knowledge of how to conduct a job search. It is a patch work of bits and pieces of advice and previously used actions that sometimes worked for some people, under certain circumstances. It has been used for decades in every situation regardless of whether the situation and circumstances changed dramatically. Now, that probably seems rather confusing and that is understandable. Let me explain.
The vivid analogy is the humorous story of the auto worker who wanted a new car, but did not want to buy it. He had the bright idea he could steal a part a day from the factory where he worked, and eventually have all the parts needed to build his new car. He proceeded to do so but it took many years for him to take each part out of the factory. The car he ended up with was a hodge-podge of parts from so many different models that it did not look like a real car. Of course, it did not function either. The common wisdom of how to find a job and opportunity suffers from the same “hodge-podge” effect.
The same can be said for how the typical job search is conducted today. Let’s look at it piece by piece:
• Employment seekers send cover letters and resumes to unsolicited companies. Why? Because others have done so in the past and some have had some success.
• Sending responses to job postings. Why? Because traditionally people over the decades have answered ads in print media and now electronic media. In the past, some have obtained jobs: now that equates to how to find a job.
• Contacting recruiters. The history of recruiters goes back three to four decades when there were many “employment agencies” where one would go, get interviewed by an Employment Counselor (as they were then titled). He would call companies to see who could use someone with the qualifications possessed by the person who applied. The applicant/candidate typically paid for this type of service. Sometimes it worked. Out of that, evolved what most recruiters do today. However, today they work for the client company, not the candidate. Most job seekers do not realize this and still think a recruiter is most interested in finding them a job.
• State and federal employment services. Like most government agencies, they have good intent, but little substance and even less motivation to actually be helpful. There is no need to explain further, as this is not a political discussion.
• Networking with others. This can be effective, but it evolved decades ago when the supply of labor was short, demand in the economy was huge and simply by word of mouth supply and demand met up with each other. People think they can do the same today. They are correct, but it must be conducted in a completely different manner than it is attempted by most.
• Professional career advisors. They listen to the symptom the candidate/applicant provides through their explanation. The advisor dutifully responds with how to treat that specific symptom. If the process goes on long enough and the candidate/applicant has enough financial resources, they may get to what the disease is and develop what they hope is the cure.
• Finally, all of the above have the influence of the huge advances in technology we enjoy today. The results are still ineffective. The only difference is it is faster and vastly more contact can be achieved for the same lack of results. Applying technology to a broken system has no effect on its output. When it is wheat that you seek, increasing the amount of chaff simply steals time better spent on effective actions.
What is the answer? The above points are just practices that have evolved in a random manner. They do not create the effect needed, causing the next action required, that ultimately leads to the success desired; a job offer. They are not applicable to the economic conditions today, so what practices and skills are necessary to be successful TODAY?
Instead of attaching band-aids to the wound when the patient needs a transfusion, the prescription has to change in order to save the patient. The objective is to bring the perspective employee in contact with the right perspective employers in such a manner they both recognize they can be of benefit to each other. This results in an acceptable offer and acceptance resulting in viola!, success. The cure has to be effective on a consistent basis. Therefore, specific actions have to be taken by the perspective employee first. (To understand why it has to be the perspective employee that takes the action, take a look at an article on our site about hiring companies today at http://www.careertrackexperts.com/articles/hctone.pdf
There are a series of specific actions the perspective employee has to take such as:
• Analyze and learn what they have to offer as a qualified candidate/applicant
• How to apply what they learn when appropriate and in an appropriate way that causes the desired results
• What type of companies do they want to work for and they would qualify for
• Learn a great deal of specific information about the companies to be contacted
• How and who to contact in and around those companies
• How to gain an interview with those companies
• How to present the qualifications in a compelling way that illustrates to the perspective employer the candidate/applicant will help them achieve their objectives and goals
• How to follow through
• How to gain the subsequent interviews
• How to gain the offer deserved
• What research has to be done if relocation is required
• How to prepare to start the new employment
• How to start the new employment “hitting the ground running”
Now I suspect some are saying to themselves, this is not much different than what has always been done. While some of the words may be similar the actions behind them, the results they produce and more importantly, the skills required are completely different. The list is not an exhaustive list but rather basic, essential steps.
Each of the steps builds on the previous one. Each causes the desired effect of the next one. Each is a controlled action by the perspective employee. It is not throwing information out into the great employment abyss and waiting for something good to return.
Finally, consider this. Each person, when employed has specific duties and responsibilities they perform. Those duties and responsibilities require skills. The skills come from education, training, and experience. They also come from initiative the employee takes to excel at their job. The same thing holds true for this “job” of finding the right company and position.
The unfortunate reality is that there has never been a resource to provide effective education and training to those seeking their next employment. The reality has been there was only experience to rely on and those who provided the “band-aids” to the wound. Sometimes the advice did treat the symptom. Just like medicine there are much better ways to save the patient today than there were decades ago. While medicine has advanced tremendously, seeking new employment is still using leeches and potions.
The good news is there is a resource today; right now that can teach the skills and training for success to those seeking their next career opportunity. Career Track Experts has brought the job search process into the second decade of this new century. A complete step-by-step process is provided that prepares the job seeker to take specific actions resulting in specific effects that lead to the next step. They ultimately lead to the achievement of the job seeker’s goal of obtaining the job offer they want with the company they want.
The process is taught in a series of five, one-hour webinars held over consecutive days every other week. To learn more about each session, see the course dates and register go to http://www.careertrackexperts.com/6.html.
Start a productive, successful career search right now by curing the disease, not treating the symptoms.
His observation (and one my partner and I recognize) to put it in his terms is, “the job search system is broken.” His points that are dead-on of the broken system are:
• Sending resumes and cover letters does not work
• Networking is not a strong avenue for most people or done well
• HR contacts are not decision makers and don’t help
• Recruiters do not work for the candidate; they are paid by the client. They are not in the business of finding jobs for people
• State agencies are way behind the curve on knowing what to do to achieve success. They mainly process claims.
• Career coaches don’t have a handle on the situation
• Most advice addresses the symptoms, not the disease
I think the last point above is probably the most important and encompasses all the others. When looking at conducting a job search, there are many components and they all have to be performed well, in order to achieve the goal of obtaining the job wanted, not the one for which they settle. Today, most do not reach the point of being able to even settle for a job.
The point of addressing symptoms, not curing the disease is right on-point. Consider what is available as advice. Most advice will recommend what to do for one or two points. The advice addresses the specific symptom, not the disease. For example, in the case of sending resumes and cover letters to companies, traditional of advice is to make sure the cover letter addresses specific points. Other traditional advice points out the resume should contain certain points and look a certain way. These are addressing symptoms. The disease is the lack of several things:
• A lack of knowing how to conduct an overall job search
• A lack of where to really start. It isn’t with the cover letter and resume being sent to companies. There are numerous steps before hand that if not accomplished correctly, the best cover letter and resume will yield nothing as most do.
• The lack of knowing that sending a cover letter and resume is not a high percentage activity for successful in a job search.
So what is the disease that needs cured? The disease that needs cured is the current, collective body of knowledge of how to conduct a job search. It is a patch work of bits and pieces of advice and previously used actions that sometimes worked for some people, under certain circumstances. It has been used for decades in every situation regardless of whether the situation and circumstances changed dramatically. Now, that probably seems rather confusing and that is understandable. Let me explain.
The vivid analogy is the humorous story of the auto worker who wanted a new car, but did not want to buy it. He had the bright idea he could steal a part a day from the factory where he worked, and eventually have all the parts needed to build his new car. He proceeded to do so but it took many years for him to take each part out of the factory. The car he ended up with was a hodge-podge of parts from so many different models that it did not look like a real car. Of course, it did not function either. The common wisdom of how to find a job and opportunity suffers from the same “hodge-podge” effect.
The same can be said for how the typical job search is conducted today. Let’s look at it piece by piece:
• Employment seekers send cover letters and resumes to unsolicited companies. Why? Because others have done so in the past and some have had some success.
• Sending responses to job postings. Why? Because traditionally people over the decades have answered ads in print media and now electronic media. In the past, some have obtained jobs: now that equates to how to find a job.
• Contacting recruiters. The history of recruiters goes back three to four decades when there were many “employment agencies” where one would go, get interviewed by an Employment Counselor (as they were then titled). He would call companies to see who could use someone with the qualifications possessed by the person who applied. The applicant/candidate typically paid for this type of service. Sometimes it worked. Out of that, evolved what most recruiters do today. However, today they work for the client company, not the candidate. Most job seekers do not realize this and still think a recruiter is most interested in finding them a job.
• State and federal employment services. Like most government agencies, they have good intent, but little substance and even less motivation to actually be helpful. There is no need to explain further, as this is not a political discussion.
• Networking with others. This can be effective, but it evolved decades ago when the supply of labor was short, demand in the economy was huge and simply by word of mouth supply and demand met up with each other. People think they can do the same today. They are correct, but it must be conducted in a completely different manner than it is attempted by most.
• Professional career advisors. They listen to the symptom the candidate/applicant provides through their explanation. The advisor dutifully responds with how to treat that specific symptom. If the process goes on long enough and the candidate/applicant has enough financial resources, they may get to what the disease is and develop what they hope is the cure.
• Finally, all of the above have the influence of the huge advances in technology we enjoy today. The results are still ineffective. The only difference is it is faster and vastly more contact can be achieved for the same lack of results. Applying technology to a broken system has no effect on its output. When it is wheat that you seek, increasing the amount of chaff simply steals time better spent on effective actions.
What is the answer? The above points are just practices that have evolved in a random manner. They do not create the effect needed, causing the next action required, that ultimately leads to the success desired; a job offer. They are not applicable to the economic conditions today, so what practices and skills are necessary to be successful TODAY?
Instead of attaching band-aids to the wound when the patient needs a transfusion, the prescription has to change in order to save the patient. The objective is to bring the perspective employee in contact with the right perspective employers in such a manner they both recognize they can be of benefit to each other. This results in an acceptable offer and acceptance resulting in viola!, success. The cure has to be effective on a consistent basis. Therefore, specific actions have to be taken by the perspective employee first. (To understand why it has to be the perspective employee that takes the action, take a look at an article on our site about hiring companies today at http://www.careertrackexperts.com/articles/hctone.pdf
There are a series of specific actions the perspective employee has to take such as:
• Analyze and learn what they have to offer as a qualified candidate/applicant
• How to apply what they learn when appropriate and in an appropriate way that causes the desired results
• What type of companies do they want to work for and they would qualify for
• Learn a great deal of specific information about the companies to be contacted
• How and who to contact in and around those companies
• How to gain an interview with those companies
• How to present the qualifications in a compelling way that illustrates to the perspective employer the candidate/applicant will help them achieve their objectives and goals
• How to follow through
• How to gain the subsequent interviews
• How to gain the offer deserved
• What research has to be done if relocation is required
• How to prepare to start the new employment
• How to start the new employment “hitting the ground running”
Now I suspect some are saying to themselves, this is not much different than what has always been done. While some of the words may be similar the actions behind them, the results they produce and more importantly, the skills required are completely different. The list is not an exhaustive list but rather basic, essential steps.
Each of the steps builds on the previous one. Each causes the desired effect of the next one. Each is a controlled action by the perspective employee. It is not throwing information out into the great employment abyss and waiting for something good to return.
Finally, consider this. Each person, when employed has specific duties and responsibilities they perform. Those duties and responsibilities require skills. The skills come from education, training, and experience. They also come from initiative the employee takes to excel at their job. The same thing holds true for this “job” of finding the right company and position.
The unfortunate reality is that there has never been a resource to provide effective education and training to those seeking their next employment. The reality has been there was only experience to rely on and those who provided the “band-aids” to the wound. Sometimes the advice did treat the symptom. Just like medicine there are much better ways to save the patient today than there were decades ago. While medicine has advanced tremendously, seeking new employment is still using leeches and potions.
The good news is there is a resource today; right now that can teach the skills and training for success to those seeking their next career opportunity. Career Track Experts has brought the job search process into the second decade of this new century. A complete step-by-step process is provided that prepares the job seeker to take specific actions resulting in specific effects that lead to the next step. They ultimately lead to the achievement of the job seeker’s goal of obtaining the job offer they want with the company they want.
The process is taught in a series of five, one-hour webinars held over consecutive days every other week. To learn more about each session, see the course dates and register go to http://www.careertrackexperts.com/6.html.
Start a productive, successful career search right now by curing the disease, not treating the symptoms.
Saturday, January 2, 2010
"No That's Not It..."
Have you ever noticed something very obvious and pointed it out to someone only to have them say something like, "No that's not it."? I think we all have and it usually puzzles us because it seems so obvious as I stated earlier. Maybe it is related to the cliche, "You can't see the forest for the trees." Whatever the reason it applies to those seeking a new job too.
We place articles here on our blog, on our website, http://www.careertalkguys.com/. We receive a lot of nice comments on them and we receive numerous questions by job seekers concerning their specific search. Most ask if we are able to diagnose why they are not succeeding and what they can do to change their situation. All very reasonable. However, when we respond that the method they are using to conduct their search is not effective and does little to create success, they respond similarly to above in some form of "No that's not it."
I understand their response. Almost everyone has the same notion due to historical methodology. They typically are sending lots of template resumes, similar cover letters to lists of companies and to job postings. It has been virtually pounded into everyone that it is the only way to obtain their next job. They are perplexed, frustrated, and even angry they have had little or no results. Many are now starting to question that method. They are quickly recognizing they are working hard to gain little. They may or may not recognize that the practice of create a resume, send a resume and wait for a response if very passive and puts the company the resume was sent to in charge of their efforts.
The good news is that more are starting to understand that there has to be another way to work hard at their job search but achieve the success they want. They now know they have to be proative and exercise certain skills in order to be in charge of their job search. When they complete our webinar series they understand what that better way is. Besides achieving the results they want, they also achieve some side benefits. They are no longer perplexed, frustrated or angry. Their outlook becomes much brighter and they feel productive. Who doesn't want that?
Our webinar program can be found on our site at http://www.careertalkguys.com/.
We place articles here on our blog, on our website, http://www.careertalkguys.com/. We receive a lot of nice comments on them and we receive numerous questions by job seekers concerning their specific search. Most ask if we are able to diagnose why they are not succeeding and what they can do to change their situation. All very reasonable. However, when we respond that the method they are using to conduct their search is not effective and does little to create success, they respond similarly to above in some form of "No that's not it."
I understand their response. Almost everyone has the same notion due to historical methodology. They typically are sending lots of template resumes, similar cover letters to lists of companies and to job postings. It has been virtually pounded into everyone that it is the only way to obtain their next job. They are perplexed, frustrated, and even angry they have had little or no results. Many are now starting to question that method. They are quickly recognizing they are working hard to gain little. They may or may not recognize that the practice of create a resume, send a resume and wait for a response if very passive and puts the company the resume was sent to in charge of their efforts.
The good news is that more are starting to understand that there has to be another way to work hard at their job search but achieve the success they want. They now know they have to be proative and exercise certain skills in order to be in charge of their job search. When they complete our webinar series they understand what that better way is. Besides achieving the results they want, they also achieve some side benefits. They are no longer perplexed, frustrated or angry. Their outlook becomes much brighter and they feel productive. Who doesn't want that?
Our webinar program can be found on our site at http://www.careertalkguys.com/.
Monday, December 28, 2009
Simple Advice - Is There Any in a Job Search?
I have been writing a series of articles that are on our web site, http://www.careertrackexperts.com/. It is a series of 7 articles and I am on the fifth article. I have had many comments on the articles. What most find them interesting and insightful, many are looking for a quick fix to their employment issue. I understand that. If one is looking for new employment they want to get back to work now. It is urgent and a high priority in most cases. The problem is since there is too little information to properly guide them. I see several problems with a quick fix.
One problem is a quick answer addresses only what is conveyed as the problem. The real problem may not be known without asking numerous questions. Another problem is even if the answer is a help it may not provide enough to help the person to the ultimate objective they have in mind. One last problem I see is that while the objective may be securing new employment, the successful path to that objective may not be known by the person asking for help.
Most advice I read is aimed at the quick fix and they come in several forms. One is the titles that list a number of things to do that will supposedly solve the problem. The other is the focus on one thing. The author tells the reader to do this one thing and it will cure their problem.
The problems with these are:
One problem is a quick answer addresses only what is conveyed as the problem. The real problem may not be known without asking numerous questions. Another problem is even if the answer is a help it may not provide enough to help the person to the ultimate objective they have in mind. One last problem I see is that while the objective may be securing new employment, the successful path to that objective may not be known by the person asking for help.
Most advice I read is aimed at the quick fix and they come in several forms. One is the titles that list a number of things to do that will supposedly solve the problem. The other is the focus on one thing. The author tells the reader to do this one thing and it will cure their problem.
The problems with these are:
- They are incomplete and focus on only part of the process to find a new job
- They tell the person what to do, rarely how to do it so the reader is still in the dark
- They rarely deal with reality only with history
- They generalize too much
- Not necessarily proven to be consistent effectively
I am sure there are others but these are the issues that come to mind at the moment. Most of the advice I read is not helpful. Helpful advice is typically:
- An understanding of the current situation
- Provides a complete process that helps from start to finish not just at one point as the reader may not know how to get to the point where they decided to ask a question.
- Provides skills to accomplish the task not, telling what to do assuming the person knows how to execute
- Information that is proven to be consistently effective
I know that most of the advice is sincere and well-meaning. An additional problem with that type of advice is it increases frustration, anxiousness, confusion, skepticism and it generally makes people unsure of who to listen to or what is true advice and help.
My best advice is when asking for advice about something as important as the next employment, find a true expert that has real knowledge and a track record of success. Make sure they have a complete process not just clever, or pat advice. Make sure they are not willing to shoot from the hip but want to learn all the facts first about the specific situation. If they do want to generalize make sure they state up front they are generalizing and it may not fit the particular situation without all the facts. Finally, if they are teaching something to groups make sure what they teach will apply to the vast majority not to a small few. If not, the money spent may not be an investment.
Monday, December 21, 2009
What Are Friends For?
You know how sometimes with friends and particularly spouses choose not to listen to sound logic unless someone else offers it (no comments on that please as I recognize I am as guilty of that as my spouse). A similar situation occurred with a close friend of mine recently.
My friend has been seeking a new opportunity for the last 7 months. In today's economy it is not that unusual. However, what was unusual for him is that he has a long employment history, solid advancement in the few companies he has worked for. He also has outstanding accomplishments in each position he has had. He is almost a legend at one company for all the right reasons. He has not followed the process we teach at Career Track Experts. It isn't that he didn't think it would work because he found his last position following it and that only took a month or less.
He chose not to follow it this time because he rationalized it would not take long based on the last experience. Even though I reminded him how obtained his last position, he chose to ignore it. He followed the typical path most follow and most don't possess the kind of accomplishments he has or his long employment history. As he was getting more and more frustrated with dealing with recruiters that we not helpful and answering postings that were unproductive, he would ask what he was doing wrong. Oh, don't misunderstand, he was getting interviews. With his employment history I described above, companies wanted to interview him quickly. The problem lay in the fact the situations always turned out to not be the type of positions, type of future opportunity, company cultures or locations he wanted. So, he turned them all down.
Finally after repeating myself way too often, he listened. He soon correctly networked with a friend who put him in touch with a hiring manager of a company. They were having problems with a location in the US. They wanted someone to turn it around. He handled the research as I suggested. He handled the interview as I suggested and during the first interview they made an offer that was well within what he would accept.
Everything is as he expected and as he wanted. He will formally accept the offer the first couple weeks in January, 2010.
So what's my point? The 7 months would have been shortened by probably 6 months. His frustration level would have been very low. His financial loss due to not working would have been negligible.
No, I didn't say, "I told you so." I am just happy he is on his way to the next chapter in his career with a very bright future. He already knows there are opportunities in the future with the kind of performance he has done in the past.
Perhaps I should have asked someone he didn't know to suggest to him our process. He might have followed it sooner. Who knows.
My friend has been seeking a new opportunity for the last 7 months. In today's economy it is not that unusual. However, what was unusual for him is that he has a long employment history, solid advancement in the few companies he has worked for. He also has outstanding accomplishments in each position he has had. He is almost a legend at one company for all the right reasons. He has not followed the process we teach at Career Track Experts. It isn't that he didn't think it would work because he found his last position following it and that only took a month or less.
He chose not to follow it this time because he rationalized it would not take long based on the last experience. Even though I reminded him how obtained his last position, he chose to ignore it. He followed the typical path most follow and most don't possess the kind of accomplishments he has or his long employment history. As he was getting more and more frustrated with dealing with recruiters that we not helpful and answering postings that were unproductive, he would ask what he was doing wrong. Oh, don't misunderstand, he was getting interviews. With his employment history I described above, companies wanted to interview him quickly. The problem lay in the fact the situations always turned out to not be the type of positions, type of future opportunity, company cultures or locations he wanted. So, he turned them all down.
Finally after repeating myself way too often, he listened. He soon correctly networked with a friend who put him in touch with a hiring manager of a company. They were having problems with a location in the US. They wanted someone to turn it around. He handled the research as I suggested. He handled the interview as I suggested and during the first interview they made an offer that was well within what he would accept.
Everything is as he expected and as he wanted. He will formally accept the offer the first couple weeks in January, 2010.
So what's my point? The 7 months would have been shortened by probably 6 months. His frustration level would have been very low. His financial loss due to not working would have been negligible.
No, I didn't say, "I told you so." I am just happy he is on his way to the next chapter in his career with a very bright future. He already knows there are opportunities in the future with the kind of performance he has done in the past.
Perhaps I should have asked someone he didn't know to suggest to him our process. He might have followed it sooner. Who knows.
Thursday, December 10, 2009
Strong Emotions
I know there are a lot of different emotions that a person feels when they are without a job and are looking.
A client who was let go recently by his employer told me his strongest emotion was fear. Initially I was surprised. He is a strong, confident, accomplished individual. He explained that for him it was the fear of change; a new job, new culture, and potentially a new location. Immediately I understood his point.
There can a wide range of emotions. Some emotions besides fear could be, embarrassment, anger, confusion, and others. All are understandable.
Please feel free to comment about what your emotions are revolving around your current job search.
A client who was let go recently by his employer told me his strongest emotion was fear. Initially I was surprised. He is a strong, confident, accomplished individual. He explained that for him it was the fear of change; a new job, new culture, and potentially a new location. Immediately I understood his point.
There can a wide range of emotions. Some emotions besides fear could be, embarrassment, anger, confusion, and others. All are understandable.
Please feel free to comment about what your emotions are revolving around your current job search.
Advice Exposed
I recently read a brief article about how to find a job and the article directed me to a video for advice. The video was done by the head of a company that is essentially a “job board.” The gentleman spoke about networking, recruiters, career marketing companies and resume distribution firms as help.
The consistent problem with advice like this is that it only tells the job seeker what services are available, not how to find a job with any of these. He didn’t even say if the tactics or services would actually provide success for the job seeker.
This type of advice simply tells the job seeker to "talk to" people, go to recruiters, career marketing firms, and resume distribution companies. It never tells the job seeker:
· HOW to talk to individuals they network with effectively
· WHY recruiters aren't going to help them get a job
· WHY career marketers only help a few and it can be expensive
· HOW frustrating it will be throwing hundreds, possibly thousands of resumes at companies the candidate may not even know
ENOUGH!
Job seekers, if you truly want to SUCCESSFULLY find a job, contact Career Track Experts at http://www.careertrackexperts.com/. Eliminate the frustration and learn how to effectively find the job and position you want.
The consistent problem with advice like this is that it only tells the job seeker what services are available, not how to find a job with any of these. He didn’t even say if the tactics or services would actually provide success for the job seeker.
This type of advice simply tells the job seeker to "talk to" people, go to recruiters, career marketing firms, and resume distribution companies. It never tells the job seeker:
· HOW to talk to individuals they network with effectively
· WHY recruiters aren't going to help them get a job
· WHY career marketers only help a few and it can be expensive
· HOW frustrating it will be throwing hundreds, possibly thousands of resumes at companies the candidate may not even know
ENOUGH!
Job seekers, if you truly want to SUCCESSFULLY find a job, contact Career Track Experts at http://www.careertrackexperts.com/. Eliminate the frustration and learn how to effectively find the job and position you want.
Tuesday, December 1, 2009
How to Stand Out, No Really!
I recently read an article in my local newspaper about how to stand out to perspective employers. It consisted of the usual information and advice. It suggested a “polished” resume, good interview skills, and networking. It even mentioned getting to know someone at a company, because some companies have employee referral programs. The conclusion was they would be referred and the employee would get the referral money. The networking suggestion reminded me more of stalking based on some of the stories they printed of how others had networked.
There were other suggestions with the final one of, “don’t give up”. That did not seem very helpful! It is particularly troubling to continually see the same advice by so-called experts. They show up on TV, newspaper, and everywhere else. It would seem that there should only be one person speaking for all the experts, so those seeking a job only have to read or listen to it once. It all adds up to very ineffective, frustrating advice and the 20 million unemployed can attest to it. Most have tried every piece of advice they could find.
So how DO your really stand out? I will illustrate a couple of actions that have to be taken.
Do research, research, and research. However, it has to be the right research done in a proven manner. It cannot be superficial research like looking at a company website. It actually takes a telephone, talking to those who know about the company including hiring managers. There is a correct way to do that too.
Learn what the hiring manager wants; that means asking intelligent questions and possessing credibility by knowing about the company and/or department (see research). It may not start with talking with the hiring manager. Intermediary contacts may be the best first contact.
Learn what the critical qualifiers are based on what the hiring manager wants, not a job description. It also means presenting the qualifying information directly to the hiring manager in such a compelling way; he or she does not really want to consider anyone else. It is another learnable skill one must have to do that.
Doing these actions in appropriate detail can result in a hiring manager saying, “When can I meet with you?” When this has been accomplished effectively, and those words are said, then you will Really Stand Out.
Learn the details of how to gain these skills and others that will provide any individual with how to conduct the most successful job search ever. Go to http://www.careertrackexperts.com/ to see our 5 module webinar, Opportunity Acquisition Training System, (O.A.T.S.). Register to learn how to “feel your oats”. Also, consider our webinar, The Secrets of Powerful Resume Creation.
There were other suggestions with the final one of, “don’t give up”. That did not seem very helpful! It is particularly troubling to continually see the same advice by so-called experts. They show up on TV, newspaper, and everywhere else. It would seem that there should only be one person speaking for all the experts, so those seeking a job only have to read or listen to it once. It all adds up to very ineffective, frustrating advice and the 20 million unemployed can attest to it. Most have tried every piece of advice they could find.
So how DO your really stand out? I will illustrate a couple of actions that have to be taken.
Do research, research, and research. However, it has to be the right research done in a proven manner. It cannot be superficial research like looking at a company website. It actually takes a telephone, talking to those who know about the company including hiring managers. There is a correct way to do that too.
Learn what the hiring manager wants; that means asking intelligent questions and possessing credibility by knowing about the company and/or department (see research). It may not start with talking with the hiring manager. Intermediary contacts may be the best first contact.
Learn what the critical qualifiers are based on what the hiring manager wants, not a job description. It also means presenting the qualifying information directly to the hiring manager in such a compelling way; he or she does not really want to consider anyone else. It is another learnable skill one must have to do that.
Doing these actions in appropriate detail can result in a hiring manager saying, “When can I meet with you?” When this has been accomplished effectively, and those words are said, then you will Really Stand Out.
Learn the details of how to gain these skills and others that will provide any individual with how to conduct the most successful job search ever. Go to http://www.careertrackexperts.com/ to see our 5 module webinar, Opportunity Acquisition Training System, (O.A.T.S.). Register to learn how to “feel your oats”. Also, consider our webinar, The Secrets of Powerful Resume Creation.
Monday, November 30, 2009
Let's Talk About Cover Letters
One of the most frequently asked questions is about cover letters. The question usually revolves around the problem most have in constructing one. Their concern is that it is as important as their resume and should have real impact to the reader.
My usual response is to ask my own question of why they want a cover letter like they describe. The answer is usually connected with they are sending letters and resumes to potential company HR departments and they are responding to various types of ads.
I usually respond to this with something like: Picture yourself in a situation where you have done considerable research on numerous companies. That research entails having talked with several people who work there and have good insight into the company. Their insights might encompass the culture, the type of people who work there, the type of positions they have open currently. It might also include who the hiring managers are for those positions of interest because that question was asked.
Now picture yourself talking with the hiring manager of the position you are interested in. Because of your previous research you are asking him/her questions about the challenges they have, the opportunities they have as a department or company (among other questions). The hiring manager is impressed by your knowledge and questions. You are now talking about how you can contribute to helping him/her achieve the goals and objectives they have perhaps. He/she now wants information about you. Here's the punch line.
Instead of sending a cover letter and resume because you know the position qualifications well from talking with the hiring manager; you send information that clearly indicates you are qualified for the position. The hiring manager now wants a face to face interview.
No cover letter has been sent. HR has not put your resume in the "discard" pile. The keyword search program has not passed you over.
Doesn't that sound more like the scenario most job seekers would prefer? It is possible. There is actually more to it but these are skills that can be learned and applied with great success.
See Career Track Experts' webiste, www.careertrackexperts.com to review our 5 series webinars to learn how to conduct the most successful job search you have imagined. You can also sign up for our webinar on, The Secrets of Powerful Resume Creation. They may be the best investments you have ever made.
My usual response is to ask my own question of why they want a cover letter like they describe. The answer is usually connected with they are sending letters and resumes to potential company HR departments and they are responding to various types of ads.
I usually respond to this with something like: Picture yourself in a situation where you have done considerable research on numerous companies. That research entails having talked with several people who work there and have good insight into the company. Their insights might encompass the culture, the type of people who work there, the type of positions they have open currently. It might also include who the hiring managers are for those positions of interest because that question was asked.
Now picture yourself talking with the hiring manager of the position you are interested in. Because of your previous research you are asking him/her questions about the challenges they have, the opportunities they have as a department or company (among other questions). The hiring manager is impressed by your knowledge and questions. You are now talking about how you can contribute to helping him/her achieve the goals and objectives they have perhaps. He/she now wants information about you. Here's the punch line.
Instead of sending a cover letter and resume because you know the position qualifications well from talking with the hiring manager; you send information that clearly indicates you are qualified for the position. The hiring manager now wants a face to face interview.
No cover letter has been sent. HR has not put your resume in the "discard" pile. The keyword search program has not passed you over.
Doesn't that sound more like the scenario most job seekers would prefer? It is possible. There is actually more to it but these are skills that can be learned and applied with great success.
See Career Track Experts' webiste, www.careertrackexperts.com to review our 5 series webinars to learn how to conduct the most successful job search you have imagined. You can also sign up for our webinar on, The Secrets of Powerful Resume Creation. They may be the best investments you have ever made.
Friday, November 27, 2009
Is Thanksgiving Different This Year?
Yesterday was Thanksgiving. A day when we are celebrate being thankful for our forefathers founding this country. A country where opportunity abounds and those that wish to be a productive member of society are able to do so. What happened? I could get into a very long and involved political-economic discussion but not now. At this point it appears those who want to be a productive member may not have the opportunity they thought they had. How can that be addressed?
There are many companies looking for good people. The problem is how both companies and individuals are going about it. Too many companies put their efforts into ads, websites, job boards, ineffective recruiters and others. Individuals send cover letters, resumes, answer ads, contact company HR departments, call ineffective recruiters and others.
Lets not consider companies' efforts at this point. I can address that directly with companies or in other blogs. Lets consider this. If the methods individuals use are effective, why are there so many still not able to find a position? Sure there are fewer jobs. In another blog on this site, I addressed how hiring has changed and the fact that there are Baby Boomers dropping out of the workforce in droves.
If methods above you have been using are not working, would you be willing to consider an effective way? What would that look like? Here's how it can go and be very effective.
1. Gain the skills to know how to research companies, contact hiring managers and talk about positions they need filled.
2. Gain the skills of how to create interviews, stay in contact with potential employers effectively.
3. Gain skills to learn how to prepare for interviews and conduct an effective interview that gains the exposure wanted and the employer learns the candidate is qualified.
4. Gain skills of what to do after the interview that gains second interviews and sets the stage for negotiations.
5. Gain skills of how to gain the offer wanted, manage that process, post-offer actions through starting the new position with the new employer.
These skills have always been critical but are more critical now than ever before due to the number of unemployed and the lack of effective help.
At Career Track Experts we have always known those skills. We have used them to help our clients for decades. We have taught them to others when time allowed. We now recognize the need to teach them to those wanting to conduct a successful job search.
The five points above are general points of the skills we teach. Please feel free to go to our site, http://www.careertrackexperts.com/ for the complete listing of our 5 series webinar. Also consider our one hour webinar, The Secrets of Creating a Powerful Resume.
There are many companies looking for good people. The problem is how both companies and individuals are going about it. Too many companies put their efforts into ads, websites, job boards, ineffective recruiters and others. Individuals send cover letters, resumes, answer ads, contact company HR departments, call ineffective recruiters and others.
Lets not consider companies' efforts at this point. I can address that directly with companies or in other blogs. Lets consider this. If the methods individuals use are effective, why are there so many still not able to find a position? Sure there are fewer jobs. In another blog on this site, I addressed how hiring has changed and the fact that there are Baby Boomers dropping out of the workforce in droves.
If methods above you have been using are not working, would you be willing to consider an effective way? What would that look like? Here's how it can go and be very effective.
1. Gain the skills to know how to research companies, contact hiring managers and talk about positions they need filled.
2. Gain the skills of how to create interviews, stay in contact with potential employers effectively.
3. Gain skills to learn how to prepare for interviews and conduct an effective interview that gains the exposure wanted and the employer learns the candidate is qualified.
4. Gain skills of what to do after the interview that gains second interviews and sets the stage for negotiations.
5. Gain skills of how to gain the offer wanted, manage that process, post-offer actions through starting the new position with the new employer.
These skills have always been critical but are more critical now than ever before due to the number of unemployed and the lack of effective help.
At Career Track Experts we have always known those skills. We have used them to help our clients for decades. We have taught them to others when time allowed. We now recognize the need to teach them to those wanting to conduct a successful job search.
The five points above are general points of the skills we teach. Please feel free to go to our site, http://www.careertrackexperts.com/ for the complete listing of our 5 series webinar. Also consider our one hour webinar, The Secrets of Creating a Powerful Resume.
Wednesday, November 25, 2009
Three Key Steps to a New Opportunity By Doug Beabout
Seizing a new opportunity is not a project; it is a full time venture.
It must be managed as one. No other person, no matter how committed or experienced, can do this for you. I offer this overview forged in three decades of hands-on success in professional recruiting.
Key #1:
Resumes
Your resume must grab the attention of a hiring manager in 10 seconds. Generic resumes are commonly used and no more effective than a billboard in the desert. The resume you provide a potential employer (or contact who may be of help to you) can only create results when it is created for the specific opportunity for which you are seeking consideration. How does your resume appear as compared to the hundreds that accompany it whenever a position is open? Remember, when you look to buy a car, you do not start looking at a 1970 model. Does you resume look like they all do; dated and dry?
Key #2:
Research
Leveraging your consideration for a new opportunity demands that you do in-depth research. Learn about the employer’s history, projections, goals, philosophies and mission statement. Do not depend solely on the employer’s website alone. Discover who are their vendors, customers and markets. Real research advantages are gained on the keypad of your phone, not just on Google or another search engine. Employers prefer applicants who are aware of their organization’s and industry’s special needs and challenges. Success in seizing an opportunity is dependent upon learning as much about the employer as they will strive to learn about you.
Key #3:
Exposure
The odds are not in your favor if you depend on the results of sending a resume to an employer. By doing this, you stand a 1-in-550 chance of gaining an interview. Furthermore, you will find little confidence that it is an opportunity for which you are truly best qualified or one you will ultimately be interested in accepting. The means of exposure via direct contact with hiring managers, Internet resources, social networking and local associations dramatically increase your potential to gain an interview for a desired opportunity. Success in securing a good opportunity in any economy, and certainly a recovering one, requires a full speed, proactive effort. It is in fact a full time job in and of itself. Surfing the Internet, emailing a resume and working these actions into an otherwise ineffectual day is a recipe for disappointment. Gain the position you seek by learning the proven techniques of effective resume/CV creation, career research techniques and practices and the proven pathways to discovering your next and possibly best career opportunity.
Learn more...,
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How Has Hiring Changed - You Need to Know This
In the last few years the entire employment landscape has changed. I am no only talking about the excessive unemployment. Those that do the hiring have changed. There are numerous reasons and one of those is the hiring manager. Those seeking jobs should be aware so they know how to change how they are conducting their job search.
For decades Baby Boomers were the hiring managers. After all there were 76 million born. They are retiring at a very fast pace. Now every month, there are about 250,000 either leaving the work force all together or they are taking other employment different from their career. Who has taken their place?
Those taking their place are the Gen X generation. There were only 38 million born. Makes for some interesting thoughts doesn't it? It gets better.
With companies down sizing, right sizing, changing the organization to make it leaner and all the other terms for letting people go in the name of more streamlining, it has changed the hiring dynamics. Those left in organizations have experienced being asked to take on the tasks of those that left the company. Where a department had 15 people there may be only 7 now. The work didn't go away, the 7 absorbed it. So positions are more multi-dimensional today. So are the hiring managers' jobs.
The Baby Boomers have not mentored the Gen X replacements like their predecessors did. They now have to come up with the best way to hire on their own in some cases. They don't want 3-4 recruiters battling over a search. They don't want to pour over hundreds of resumes. Resumes don't impress them. They want the right person for the position now. They find the old methods not helpful. They are more willing to listen to logic and reason than many of the predecessors.
Learning how to directly approach the hiring managers today is much more effective than other ways to try to secure employment.
That's only the tip of the iceberg of the job seeking process today. Visit our site at www.careertrackexperts.com or contact us directly to learn how to gain the skills that will allow you to conduct a successful job search. Our O.A.T.S., Opportunity Acquisition Training System, will give your those skills.
For decades Baby Boomers were the hiring managers. After all there were 76 million born. They are retiring at a very fast pace. Now every month, there are about 250,000 either leaving the work force all together or they are taking other employment different from their career. Who has taken their place?
Those taking their place are the Gen X generation. There were only 38 million born. Makes for some interesting thoughts doesn't it? It gets better.
With companies down sizing, right sizing, changing the organization to make it leaner and all the other terms for letting people go in the name of more streamlining, it has changed the hiring dynamics. Those left in organizations have experienced being asked to take on the tasks of those that left the company. Where a department had 15 people there may be only 7 now. The work didn't go away, the 7 absorbed it. So positions are more multi-dimensional today. So are the hiring managers' jobs.
The Baby Boomers have not mentored the Gen X replacements like their predecessors did. They now have to come up with the best way to hire on their own in some cases. They don't want 3-4 recruiters battling over a search. They don't want to pour over hundreds of resumes. Resumes don't impress them. They want the right person for the position now. They find the old methods not helpful. They are more willing to listen to logic and reason than many of the predecessors.
Learning how to directly approach the hiring managers today is much more effective than other ways to try to secure employment.
That's only the tip of the iceberg of the job seeking process today. Visit our site at www.careertrackexperts.com or contact us directly to learn how to gain the skills that will allow you to conduct a successful job search. Our O.A.T.S., Opportunity Acquisition Training System, will give your those skills.
Where is the Real Help for the Unemployed?
I recently did a Google search for the top 100 blogs for job seekers. There was a nice list with ratings, etc. When I started looking at some of the sites I was absolutely shocked.
I thought I would be viewing great advice and information where those seeking a new job or a job change could find some solid advice or even help. What a mistake I made.
I looked a numerous sites, some with prominent names and websites to match. Let me give you some examples of what I saw.
One site had a section where unemployed individuals could tell their story. Under each one there was an "advice" section. I thought that was nice and would have some good advice. Most comments were sarcastic and what I would consider cruel. It appeared to me this person was using others bad circumstances for some type of amusement. It made me quite upset.
Another site was specifically for job seekers and advice for them. The best I could find was advice like the 10 things to do with your resume, the 10 dos and don'ts for resumes. It never got better.
I won't bore anyone with other non-information or mis-information I found. I talk with those seeking jobs daily. Most are seeking real help. The internet universe and every virtual and real job watering hole is full of the same advice. Things such as write a great resume, network with others and so on is everywhere. How does that help? As I talk with people they are frustrated completely with resumes that are powerless, cover letters that look like every single other one. They are tired of being told do this, don't do that. Many have taken all the advice to heart and had no results. Why?
Things have changed. Hiring has changed. (I will cover this in another blog) What sort of worked in the past no longer works at all. Leaving ones fate in the hands of HR, recruiters, outplacement companies, etc, leaves the job seeker powerless.
To successfully conduct a job search today one must possess the skills that allows them to be fully in charge of their search and the results. To many it sounds too good to be true or even impossible. It isn't. Like everything one learns skills have to be taught in some manner. There are no courses in school that teach students how to find a job successfully. No one picks it up after school either. That has all changed.
At Career Search Experts we have taken our 50 plus combined years of experience as talent acquisition experts and turned it into material those seeking a job can learn and own the skills. No one will be able to take them away and they will be effective. No more depending on a resume writer, recruiter, web postings or the guys at the water cooler.
Let us show you how. Go to www.careertrackexperts.com and find out how we will teach you the skills you really want that will lead you to the job you seek.
I thought I would be viewing great advice and information where those seeking a new job or a job change could find some solid advice or even help. What a mistake I made.
I looked a numerous sites, some with prominent names and websites to match. Let me give you some examples of what I saw.
One site had a section where unemployed individuals could tell their story. Under each one there was an "advice" section. I thought that was nice and would have some good advice. Most comments were sarcastic and what I would consider cruel. It appeared to me this person was using others bad circumstances for some type of amusement. It made me quite upset.
Another site was specifically for job seekers and advice for them. The best I could find was advice like the 10 things to do with your resume, the 10 dos and don'ts for resumes. It never got better.
I won't bore anyone with other non-information or mis-information I found. I talk with those seeking jobs daily. Most are seeking real help. The internet universe and every virtual and real job watering hole is full of the same advice. Things such as write a great resume, network with others and so on is everywhere. How does that help? As I talk with people they are frustrated completely with resumes that are powerless, cover letters that look like every single other one. They are tired of being told do this, don't do that. Many have taken all the advice to heart and had no results. Why?
Things have changed. Hiring has changed. (I will cover this in another blog) What sort of worked in the past no longer works at all. Leaving ones fate in the hands of HR, recruiters, outplacement companies, etc, leaves the job seeker powerless.
To successfully conduct a job search today one must possess the skills that allows them to be fully in charge of their search and the results. To many it sounds too good to be true or even impossible. It isn't. Like everything one learns skills have to be taught in some manner. There are no courses in school that teach students how to find a job successfully. No one picks it up after school either. That has all changed.
At Career Search Experts we have taken our 50 plus combined years of experience as talent acquisition experts and turned it into material those seeking a job can learn and own the skills. No one will be able to take them away and they will be effective. No more depending on a resume writer, recruiter, web postings or the guys at the water cooler.
Let us show you how. Go to www.careertrackexperts.com and find out how we will teach you the skills you really want that will lead you to the job you seek.
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