Career Management Alliance Blog

As a career professional and a political aficionado, I’ve been carrying this post around in my head for quite awhile; time to put these thoughts out-there for your consideration…  I’m intrigued by the lessons we can learn from this election - the “national interview”that the voters and media are conducting with John McCain and Barack Obama.

If related experience and traditional credentials could win the job, John McCain should be in a better position two weeks prior to Election Day.  Instead it is Obama, with training as a lawyer, and limited and varied experience as a community organizer, teacher, and legislator who is most likely to be offered the job.  How has that happened?   Why has someone who lacks compelling experience in the 3 major areas of traditional work (business/industry, military, government) been able to win the confidence of millions of potential voters?  Why has experience not sealed the deal?

I think the answer lies outside the box - in the transferable skills and personal qualities that are the elephant in the interview.  This is not a new paradigm:  see the article in the Sunday Philadelphia Inquirer by Berkley Law Professor, John Yoo.  The professor reviewed the “application” and “performance” of our Presidents and concluded that while Washington can be credited with the birth of the nation, it is Lincoln who saved it.  See his review of Lincoln’s qualifications for the job he performed so convincingly:

An insurgent party ran a young lawyer from Illinois for president. With only a few years of experience as a congressman, he had bested the giants of his party for the nomination. In the general election, he defeated a lion of the Senate who had spent the last decade brokering compromises over the most difficult questions facing the nation.

Too many candidates conduct their job search campaigns in the McCain model: they believe they should respond to the explicit requirements of the job, e.g. 25 years in Senate; military service; and a conservative centrist philosophy in-keeping with that of most Americans.

The campaign has offered a type of behavioral interview question or case study:  the financial crisis.  How did each candidate respond to this question?  Obama’s response to that question was more modulated; more reserved; perhaps more inclusive of the opinions of others.M

The polls suggest that his strategy of intuiting the personal qualities needed to meet the job requirements is likely to pay off. Obama’s presentation reflects his analysis of what  interviewers are looking for - beyond the stated  requirements or credentials.

Let’s relate this thesis to the situation faced by a recent business school graduate. Here’s a posted job requirement: 3-5 years brand management experience in a consumer products environment.  Suppose you are a candidate with 2-3 years experience as a blogger for a professional association?  What are the transferable skills that you gained as a result of this paid or unpaid experience?  What are the personal qualities that you can claim as a result of your successful contribution to the exponential growth of the association-its growth in membership, recognition in its space, increased revenue, etc?

• A blogger must design communication that specifically supports a brand, in this case, the niche carved-out by a professional association.
• Your experience required a great deal of collaboration between staff, current members, and the public, including potential members.  You’ve come to understand the perspective of these disparate groups and understand what they need from the association, the brand called…
• You have an impressive portfolio of Web 2.0 and traditional marketing pieces that have been targeted to a niche market.  You have conducted competitive analysis in the association’s space.  Again, this directly transferable to brand management.
• You cultivated relationships with association members who work for consumer products companies; they know you, respect you, and will advocate for you.

So, do you get the interview?  If so, can you win the job?  Invoke the lessons of the national interview.  For more on this topic, listen to Blogtalkradio.com on October 30, 2008 - Noon - <http://www.blogtalkradio.com/jibberjobber>  The podcast will be available for download later…

Posted by Karen P. Katz,  Career Acceleration Network, (CAN), LLC <www.CareerAcceleration.net>

similar post appeared on <http://CareerAcceleration.typepad.com>

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To rally those who have lost their jobs or are facing possible job loss in the current devastated economic climate, Quintessential Careers has created Job Action Day, to be implemented on Monday, Nov. 3. Job Action Day 2008 aims to empower workers and job-seekers to take proactive steps to shore up their job and career outlook, said Quintessential Careers Founder and Publisher Dr. Randall S. Hansen.

“For job-seekers,” Hansen said, “Job Action Day is a chance to take a break from the daily grind of job-hunting to take a look at the bigger picture of their careers and job-search strategies. It’s a day to strategize plans for developing new job and career options and devising new and better ways to track down job leads and position themselves for employment opportunities.”

For workers facing possible job loss, Job Action Day is a time “to not only examine their current job and employer, but also evaluate both the stability of that job and employer as well as their personal fulfillment with their jobs,” Hansen said. “It’s a day to take stock of their careers and develop a plan for their next career steps.”

Hansen has invited bloggers in the employment and careers sector to join in blogging on Job Action Day about the importance of being proactive in their jobs and careers. Participating bloggers include:

Pointing to a hurting U.S. economy — and ailing economies around the globe — along with daily announcements of employer retrenchments, mergers, and layoffs, Hansen explained that “no job is safe in these situations, but opportunities for hiring and promotions still exist – under the right conditions and with the right strategies.” Job Action Day is intended to empower workers and job-seekers to confront the economic climate and take control for a brighter career future, Hansen said.

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No. That’s not a typo. It’s a word I coined to describe a pitfall that can derail the most powerful applicant without a single clue. That’s key as the role of emails in the job search is important according to Master Resume Writer and President of Executive Resume Branding Meg Guiseppi.

The hint in my new word is the definition of maul. Maul means to treat roughly. But a maul is a heavy hammer used for driving in wedges. How easy it is to have your email treat your reader roughly, thus driving a wedge between you and a potential employer.

To help you avoid the problem, please consider these hints:

Use the subject line to advantage:

Imagine the poor hiring decision maker who spots an email in his inbox with the subject line “Meeting.” The only way he’ll find out it’s important is to open it. The sender has already added stress, even before he delivers his message.

Most email programs have room for subject lines of more than 128 characters. Suppose the subject line read this way: “Confirming interview at TopLine with John Smith at 2:30, tomorrow, Friday 24 October.” The reader is more than grateful. He can decide, instantly, how to handle this transaction. But there’s a benefit for the sender as well. Many job announcements call for “strong written communication skills?” The employer has just seen an example.

Writing subject lines requires careful thought lest your email wind up in a spam folder. Hedge against that by including an uncommon, or unique, word. In our example, that word is “TopLine,” the company name. Lots of spammers can’t put unique words in subject lines; your mail has a better chance of getting through.

Email is public forever:

It’s so easy to think email is intimate correspondence. There you are, sitting alone at your machine, emailing to a specific person. Won’t your email be a tiny drop in an ocean of messages?

It will. But, unlike drops of water in an ocean, emails can be intercepted or found using the powerful search tools most programs provide. Almost always, once you hit send, you cannot get the email back.

Many wish that weren’t so for these two common reasons. Job seekers know resumes should be letter perfect. But emails should meet the same standard too.

Emails are so informal, it’s easy to plant an unintended thought. I’ll never forget an email a potential client forwarded to me. It was from a reference. The sender was so proud of it. But the “recommendation,” closed with these words: “You’ll be lucky if you can get Jack to work for you.” Or, as I read it, “Jack is either so lazy, incompetent, or unprofessional, you’ll be lucky is you can get any work out of him at all!”

Put the bottom line on the top:

Before you put fingers to keyboard, ask yourself this: what do I want the reader to do as a result of my email? Think of actions. After all, the only purpose of business communication is to help generate an expected reaction. If you want to give them an opportunity to explore see how you can help remove obstacles standing between their vision and money in the corporate account, say so.

Your answer makes your emails compelling because your “bottom line” will be at the top. Want an example? Consider these two emails, both addressed to a hiring decision maker, both from people seeking employment as a Chief Operating Officer.

“I am seeking a position as a Chief Operating Officer. I have the following experience. . . .”

The bottom line is at the top. But it’s the wrong one. The reader already has your experience documented. It’s in his résumé. While I would never ask you to give away the store, I encourage you to extend value in everything thing you do in your job search.

Now consider this approach:

“If you could design the best Chief Operating Officer for TopLine, would the following meet your toughest specs?

•  A senior executive with a sold track record in industries from multinational advertising and staffing to specialty manufacturing to private equity management,

• A recognized expert in the hard practicalities of harnessing advanced learning to lowered costs and better products simultaneously…”

Now the focus is on the reader. This applicant captured part of the readers’ report card!

Summary:

Your email is your thought made visible. It’s worth a little time and some careful thinking before you send it out to the world as a representation of who you are and what drives you. Posted by Don Orlando

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Given all you have to do to manage your career, it’s easy to think about obtaining references as a minor task. How hard could it be? Don’t I just ask people who like me if I can put their names on a list? And really, when it comes right down to it, don’t employers take the list you submit with a big grain or two of salt?

Today, references really count. Paul William Barada, Jr. is an expert in this field. His book contains many horror stories of organizations embarrassed, even sued, because they didn’t check an applicant’s references well.

Let’s explore how choosing and presenting your references well can give you an edge in today’s tight job market. We’ll also deal with how to select these valuable supporters when your job search is confidential.

Definitions are always a good starting point: good references have seen you solve problems related to your career field. Most people naturally think of their boss, or their coworkers, as references. But that option is foreclosed in confidential job searches. Who else would know your work at first hand?

Customers, particularly external customers, and vendors make wonderful references. Your job was to help them solve problems, for which they are grateful. You can defuse any concern you’re getting ready to leave by telling them this is part of your personal, professional development program and you would never leave them unsupported. In today’s mobile society, most people understand completely the need to be on the lookout for better opportunities.

You can also relieve many concerns by telling your references you are not asking them to recite a list of glowing adjectives about you. Rather, you just want them willing to take a few phone calls, answer any questions a potential employer asks them, but to concentrate on the problems you worked on together. Help them by giving them a copy of your résumé and cover letter.

Most companies want three to five professional references. Let’s help the interviewer by going beyond the usual information: the reference’s name, title, company worked for, business address, phone numbers, and personal email addresses (if the reference agrees to provide it). Add a line or two that describes your professional relationship and the length of time you’ve known one another. In additional to helping interviewers tailor their questions, it’s a powerful way to let employers know you could bring a network of good customers with you.

Don’t worry if your references aren’t geographically close to the companies you target. Very low phone rates remove any barrier to making a long distance call. To help the interviewer, you may want to include the time zone in which the references live—particularly if they are several times zones away.

Please do not include personal references. They cannot give the employer information they need and will send the unintended message that you don’t understand the hiring process. As interviewers speak with your professional references, your key personal traits will be obvious…and in the context of your profession.

There is no need to send your list of references with your cover letter or résumé. Just have the list ready before any interview. And please, don’t take valuable space on your résumé by ending with the trite “References available on request.” No employer has ever met an applicant who claimed not one soul could say a good word about him.

Finally, don’t stop your search for references once you are hired. Periodically review your list. Can your references speak about your recent work? Are their others who have seen a different skill you have mastered?

References provide much of the proof that supports your résumé, cover letter, and interview, with the added unique benefit of a supporting relationship so valuable in the uncertainty of the job search.

Posted by Don Orlando

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(originally published on Career Hub by Deb Dib)

Seven Positive Trends We’re Seeing Now

1. Top talent always lands; that has not changed. Where you land has.

Recently New York’s CBS radio hosted a networking breakfast and reported on the business buzz. They found that the business-leader participants spoke briefly about challenges stemming from the meltdown, but then quickly segued into animated discussions about their new ability to capture top-talent. We’re seeing that companies that could not afford you or pirate you away are now vying for you. They are even ready to ante-up salary-wise so they can get you on board.

2. Career transitions are less difficult.

Companies (especially those in distress) are finally looking for “square peg/round hole” “career transition” talent. They realize they are in an environment that they have never faced before and those in the know may not know what’s needed. Fresh ideas become very appealing, even critical. Some companies are requesting that recruiters deliver a slate of traditional and non-traditional candidates. If you have a strong value proposition that is “portable” and can cross industries, it’s possible you’ve never had a better time to move.

3. “Seasoning” helps.

We’ve just experienced the worst week of market losses, ever. Those who have successfully navigated companies through multiple US and global recessions and recoveries will be valued for the knowledge that experience provides. A recent MBA, emerging professional, finance whiz kid, or mid-career executive — no matter how good — cannot offer that “street cred.” A touch of silver in your hair is not an issue when a company is looking for salvation.

4. On-line means on-radar.

Recruiters looking for a top candidate with a special slate of requirements are working harder to find that person within the flood of executives available today. We’re hearing that they are using Google, LinkedIn and other on-line social networking tools more than ever to narrow the field to a manageable slate of potential candidates. If you have been diligent about using LinkedIn, Twitter, and other on-line ID tools to raise your visibility and build your brand, your chances of rising to the top are even better now — especially since many of your colleagues have not done so. Hint: If you’ve not been focused on building on-line identity, get busy ASAP!

5. Green is gold.

The economic crisis has affected the financial sector in a big way, yet there are growing opportunities within the green, sustainable, and alternative/clean energy fields.  The global climate and energy crises are not going away anytime soon, the voting public is demanding change from both parties, and growth will be strong moving forward.

6. Contraction is expansion.

When an industry contracts another industry often benefits. Here are just 2 examples. People are not buying cars, especially gas guzzlers. The auto industry is hurting. Auto mechanics, tire companies, and replacement part manufacturers will fill the void as people keep their vehicles longer and require maintenance to keep them on the road. Suppliers to the building industry are hurting, but if they have retooled their offerings to appeal to home repair and renovation, they have a growing market as people stay longer in their homes waiting for an uptick in home process, or move into newly less-expensive homes they want to update.

7. Active, passive? Who cares?

Historically, retained recruiters sought “passive” currently-employed executives to persuade away from their positions and get on board with their client company. Companies and recruiters shied away from “active” (meaning unemployed or “looking”) executives. Now with so much talent on the street they can no longer limit themselves to passive candidates. If you have a strong value proposition and clear record of ROI contribution, “active” is no longer a dirty word.

Helpful Resources:

Industry and employment trends by region: www.jobbait.com

LinkedIn for CEOs: http://www.executivepowerbrand.com/2008/06/linkedin-recomm.html

Twitter for job search: http://www.job-hunt.org/executive-job-search/twitter-job-search.shtml

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One of the biggest trends in job search in recent years is the shift away from traditional job boards towards adding online networking strategies to the job search mix. I recently came across a  great post from Allison Doyle on About.com about four job seekers who found their jobs through LinkedIn. This type of creative approach proves the point that resourceful job seekers can leverage the power of the Internet to secure more job leads. Twitter is also starting to make a real splash with job seekers and even helping them land jobs and Facebook is being used to better define personal brands and source job leads. Job seekers are not the only ones jumping on the online networking bandwagon. Recruiters have been leveraging LinkedIn for several years now to source candidates, particularly “passive” ones, who may not be in an active search, but could be enticed to make a move under the right circumstances.The management teams of aggregate job search boards are realizing the value of online networking sites as well. Simply Hired has  a feature that allows you to check your LinkedIn and Spoke contacts at the companies you plan to apply to to determine if you may have an inside connection at that company.What strategies are you using to break out of the mold of traditional job hunting and what are your favorite online tools?  Posted by Barbara Safani

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Everyone is feeling on edge these days given the current financial crisis. Job seekers in particular are feeling the stress of these uncertain times. But the news isn’t all doom and gloom. There are many positive stories out there as well…stories of people leveraging their network to find work, reinventing themselves to land their next gig, or shifting their focus to address a particular industry need and fill a certain gap. For example:

• Over on Brazen Careerist, there is a post on how an entry-level job seeker used Twitter to land her first job. 
• The MBA career services departments at such prestigious schools as Cornell and Northwestern University’s Kellogg School are creating workshops and calling on their alumni to teach students how to transfer their skills to meet the needs of this new economy. 
• The state of New Hampshire reports an increase in jobs particularly in the healthcare, business services, education, government, transportation, and utilities sectors. 
• Deb Dib, a career industry trend watcher, personal brand expert, and CEO coach reminds job seekers that the economic crisis is not necessarily a job search crisis. Deb sites seven trends that suggest that top talent will always be in demand and as some industries contract others will expand.
• U.S. News and World Report published an article last year on “ahead of the curve” careers in fields such as healthcare, environmentalism, genomics, and national security and it looks like these fields will continue to grow despite our current economic setbacks.

Today’s difficult times call for creativity, diligence, visibility, moxie, and a healthy dose of optimism. Where there is chaos there is opportunity; you just have to know how to create it.Posted by Barbara Safani 

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Economic uncertainties are plundering job security for most folks, but those 50+ have more-than-average reason to lie awake at night wondering whether a pink slip awaits them in the morning.  Their fear has some merit: employers may consider them overqualified and therefore a necessary cost-cutting target; and they are likely to have difficulty landing a new job commensurate with their skill level and salary expectations.

But, as always, being proactive in the face of fear - even if the situation itself doesn’t change - both provides more hours of sleep at night and is likely to produce positive results and/or minimize the impact of bad news.

Here are some suggestions:

• Transitions, present or future, call for clarity about resources and priorities.  Do some inventorying: of your financial situation; of the strengths and abilities that make you you; and about what you want the rest of your life to include.
• Being insecure may make isolation seem more attractive than usual.  It’s important not to give in to it, though it’s also a good idea to identify your support circle and be discerning about whom you spend time with.  Even family or close friends may find your situation threatening and make a tactless remark that sets you back.
• Be sure you have been faithful to the #1 Career Transition Principle: have an updated and stellar resume.  Consider it an opportunity to showcase your wealth of career experience.  Be prepared to modify it to address the specific job description you’re pursuing.
• Keep a file of performance reviews, special awards or commendations, articles you’ve written, notes from appreciative clients.
• Know your Value Signature - your unique expertise, strengths, core purpose, and perspective - that sets you above the competition in the eyes of a prospective employer.  As Dan Schawbel says,”It’s what you do that makes you who your are and how you project that to others that makes you memorable.”
• Make your Value Signature clearly known at work and among your network.  This includes making yourself available for assignments that may not strictly fall within your responsibilities; carefully (and tactfully) showcasing your accomplishments so that management knows your value; increasing your activity in meetings, conferences, professional associations, and (tactfully) sharing your ideas and opinions.  Follow up with your boss, mentor, and other higher-ups so that they are aware of your accomplishments on an on-going basis.

Here’s a final note, an empowering perspective on being 50+ and facing change, from Sam Greengard, author of Finding the Work You Love.  The workplace is constantly changing.  By remaining flexible and relevant during transition, you combine adaptability with the perspective of a workforce veteran.  The values and social consciousness accrued over your years enriches the mix for all.

Nina Ham, CPCC, LCSW

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Some ideas to consider to “promote our social media prowess within the confines of a traditional resume.”

(My thanks to William Uranga’s Twitter post for this one).

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In reading the article, “Aperian: Helping Companies Bridge Cultures,” I was struck by the fact that not only are so many of us interacting with customers and colleagues across borders, but we are (hopefully) learning better ways to bridge culture gaps. As well, for more fruitful business exchanges, we are adapting our styles to net better, more meaningful responses from our international alliances and partners.

Moreover, we are sharing our unique cultural learnings and behaviors with other cultures, as well as our leadership, productivity, communication and other styles and strategies.

When interviewing a client recently to write his executive resume, he shared that his German heritage and communication style were particularly useful when negotiating solutions for his current company, a struggling manufacturer wrought with intense competition and a situation where costs of doing business were skyrocketing and revenues slumping. My client’s direct, tough communication style ferreted out speedier and leaner solutions than a more staid or polite approach.

My advice to job-search candidates is consider not only your international/global/worldwide expertise and experience when peppering your resume with achievements and value proposition statements, but also consider how specifically these attributes have solved revenue and profit and other issues directly impacting your company.

 Posted by: Jacqui Barrett-Poindexter

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