Welcome to MyPath : Thread List - Landing a Job

Set a Labor Day Goal to Improve an Area of Your Job Search

noreply@MyPath.com — Sat, 04 Sep 2010 14:36:28 GMT

There are several strategies involved in a successful job search. Unfortunately, most people concentrate on the strategies they have the greatest level of comfort with. In a labor market as competitive as the current one, such an approach will likely extend a job search. Think about some job search activities you’re not comfortable engaging in or familiar with. Use the Labor Day holiday to target one of these and make commitment to work on improving it. Some possible suggestions:

Social Media-Do you utilize Twitter at all for your job search? What percentage of your LinkedIn profile is complete, and how many connections do you have? Select one or both of these and start learning more about how to use or increase your value from them. For resources, check out Lindsey Pollak’s two posts on Social Media. Pick up a copy of Jason Alba’s book I’m on LinkedIn, Now What.

Networking-Since hiring data consistently shows that more than half of all jobs continue to be filled through networking, how close to fifty percent of your job search time do you spend on networking activities? Set some goals designed to increase your level of networking activity. These could involve scheduling more informational meetings or interviews, joining networking groups or attending networking events. Read Tina Chovanec’s great post on the topic. If you struggle getting started in this area, I’m more than happy to plug my book Networking for the Novice, Nervous or Naïve Job Seeker.

Job Fairs-Fall is a popular time for job and career fairs, and you can expect standing room only crowds in the current labor market. Don’t let this or the fact that many employers now will not take a résumé but advise you to apply online deter you. The fairs offer you an opportunity for personal interaction with company representatives that can differentiate you from candidates they only see on paper. In such a competitive market, a job seeker needs to use every possible advantage to full potential.

Before you look for a job, you better Google yourself

noreply@MyPath.com — Fri, 03 Sep 2010 18:10:00 GMT

These days it seems that employers are googling potential candidates before they hire. It's just one more way of eliminating potential problems before employers welcome workers into their world. As a matter of fact, according to a recent survey of 100 executive recruiters by ExecuNet, 77 percent of recruiters reported using search engines to find information on candidates. Of those who used such search engines, 35 percent have eliminated a candidate because of information that was uncovered online.

Here are a few tips for improving your online image:

Be careful. When you're blogging or posting a comment online or creating a social networking profile. Would you really want someone who has the power to hire or not hire you to see what you've written?
Search for information about yourself. Check your name on Goggle, Dogpile.com, and Yahoo!, as well as any other search engines you think might turn something up about you. Be sure to check your name about once a month to see if anything appears.
Tell the truth if you are questioned about something online. You don't want to be pegged as dishonest.

As a nationally Credentialed Career Manager, Coach Kevin Tucker has been partnering with individuals like you for the last 25 years. Through the military, as a minister, a human resources executive, and finally as a career and life transition coach; he has continually been able to help motivated individuals find their calling in life! Check out more at www.CCubedCareer.com.

Why a scannable resume?

noreply@MyPath.com — Mon, 16 Aug 2010 17:14:38 GMT

Like it or not, technology is here to stay, especially when it comes to the hiring process. Welcome to the computerized workplace. Is your resume ready?

In order to be competitive in today's job market, it is essential that your resume be designed in a scannable format. More and more companies are using some type of database technology to streamline the hiring process. You can be certain that your resume will be scanned into a computer database at some point in your job search process. The question is: Will it grab the attention of the hiring manager immediately? Or, will it be put aside to decipher later with the other resumes that didn't translate so well?

There are a few things you can do to make your resume scannable:

Use plain serif or san serif fonts of at least 10 point. Avoid decorative fonts as it will confuse the optical character recognition software. Stay away from italics and underlining if possible since many Optical Character Recognition (OCR) software programs can make mistakes converting them.
Print your resume on light colored, quality resume paper using a laser printer. White, grey, or cream colored paper works best. The crisp type of a laser printer will result in a cleaner scan of your resume. Always send an original, never a copy, and print on one side of the paper only.
Avoid tables and columns as well as horizontal and vertical lines and graphics. Again, OCR software cannot translate these features.
Avoid stapling or folding your resume. Creases and other damage will not allow your resume to scan properly.

Finally, your resume needs to be a concise snapshot of who you are professionally by calling attention to your achievements and responsibilities as well as how you will contribute to future company. By highlighting these and designing your resume in a scannable format, you increase the chances of your resume being noticed quickly in the screening process.

The Benefits of a Joining a Job Search Support Group

noreply@MyPath.com — Sat, 12 Jun 2010 12:06:26 GMT

I have seen thousands of job seekers benefit from participating in job search support groups, or job clubs. So it drives me crazy to hear anyone make a statement to the effect of; “What could I possibly gain by networking with a bunch of unemployed people?” One of the best answers I ever heard to that question comes from Jason Alba, CEO of JibberJobber.com and Author of I’m on LinkedIn, Now What? Jason simply states that unemployed people make excellent networking sources, because they know where the job openings are.

Beyond learning about job leads, job clubs offer much needed opportunities for interpersonal contact. One of the many struggles unemployed job seekers describe is the isolation that comes with a job loss. Many unemployed individuals agree that finding a job, even in a strong economy, can rank among the most difficult projects they ever work on in their career. When you think about difficult projects that you have worked on throughout your career, remember how valuable you found the interaction with team members tackling the same project. In the case of a job search, such interactions will come from fellow job seekers. No one understands the challenges you face each day as well as someone facing the same ones.

A successful group does not need to be specific to a particular field, as job seekers face many universal issues. Examples include navigating job boards and online applications, job interview strategies, handling the frustration of job search and rejection, dealing with growing financial pressures, there is no shortage of potential topics for the meetings. A reality I regularly point out is that most people never learn about the changes in job search strategies until faced with a search. As a result, they have to catch up on a great deal of new information once the search begins. One sign of a strong job search group is a good variety of topics scheduled for each meeting.

Finding such groups is quite easy. Most local area one-stop career centers will have information about possible groups. Career related web sites also list such groups, for example Job-Hunt.org lists more than 800 groups broken down by state. As a sign of the times, quite often professional associations and other community, business or worship-oriented organizations may sponsor these groups. Check out local news lines or business journals for possibilities.

Identify multiple groups when possible, and visit each to see which has the most to offer. Pay close attention to the strength of the leadership and how well structured the meetings are. Gatherings of people facing something as stressful as a job search will attract people in negative mindsets. Make certain that facilitators keep the focus of the group sessions positive, while accommodating needs for members to vent frustration. I understand the need to for job seekers to vent, but too much complaining can turn a meeting into a “whine festival,” so to speak. Attendees will then leave without much positive energy, decreasing the likelihood they will return.

Two Job Seeker Worries Where Being Concerned Likely Means It's Not a Problem

noreply@MyPath.com — Mon, 02 Aug 2010 23:30:45 GMT

Career advising often involves assisting job seekers through activities that they most seldom engage in otherwise in their careers or personal lives. I want to focus on two topics people often struggle with: Following up with employers and “selling” oneself. In both cases, job seekers need to realize that simply having certain concerns about conducting these activities most likely indicates that they need not worry about how they perform them.

Follow up:

A successful job search requires a great deal of follow up, after both résumé or application submission as well as each stage of interviewing. Frequently, job seekers indicate a hesitance to keep calling an employer back out of concern of appearing too pushy or aggressive. I reassure them that such fears are unwarranted, primarily because pushy and aggressive individuals typically don’t seek permission. Then I cite a survey by Careerbuilder from several years ago in which 96% of the employers said they expect follow up from applicants.

I’m often asked about time parameters. One week following a résumé or application submission should be fine. Once you make contact, as well as following any interview, ask the employer when would be an appropriate time for your next contact. Should they try to leave this open-ended, offer your own date. Ask “If I haven’t heard by X, can I call you?”

Selling Oneself:

Another struggle for some occurs is how much to stress and document their career accomplishments and achievements, not only on résumés and applications but in interviews as well. They worry that doing too much makes them appear boastful. Just as I reassure those concerned about pestering employers, I remind such individuals not to worry about perceived ego problems and point out that conceited people never have concerns about appearing to be so. Keep in mind the adage “It’s not bragging if you can back it up” as well the reality that if you don’t say it about yourself, nobody else will.

Sadly, what often turns around the thinking of job seekers that struggle with either of these questions is losing out on an opportunity and seeing it go to a less skilled and experienced candidate that does not hesitate to follow up or freely discuss achievements and accomplishments.

I have always believed that job seekers need to approach these situations the way sales professionals do, since in a job search one markets and sells his or her skills and talent to potential employers. Good sales professionals can’t say enough positive thinks about their products or services and never view themselves as pushy or an inconvenience when following up. Contrary to stereotypes, this is a sign of ego but their belief that what they sell will benefit the potential buyer. If you feel confident that your talent can benefit a company, never hesitate at any opportunity to speak with someone there about what you can do for them.

Negotiating Your Pay Package: How to get the salary and benefits you deserve

noreply@MyPath.com — Thu, 29 Jul 2010 13:03:47 GMT

You’ve got the job offer. Now comes the tricky part: compensation. How do you make sure you’re paid what you’re worth and that you get a fair benefits package? What are the rules of negotiation? This week’s Twitter Career Chat tackles these questions with HR insider Claire Pena, Sr. Recruiter for Manpower. Also joining us in our chat were Jill Perlberg and Lesley Weiss from the MyPath team.

Each Tuesday at 12:00 pm CT, Becky Benishek (@MyPath_MP) and Amanda Gulralski (@bizMebizgal), publisher and cofounder of bizMe.biz online magazine and Gen Y career expert and speaker, host an hour-long Career Chat on Twitter (#careerchat). You can learn about upcoming topics and submit your questions by following @MyPath_MP and @bizMebizgal.

Next week’s topic is office romance. Are they always a bad idea? What rules apply? What about after a breakup? Join us on August 3 to find out.

July 27, 2010: All About Negotiating

Question #1: You're in a job search. How do you determine what your worth is?

LesleyMWeiss: There are great salary data tools available from places like salary.com, and they can be keyed to specific locations
- MyPath_MP: Great tip! Location matters when it comes to figuring out your market value.
ClaireAPena: Look at your salary history and compare to the market. Also consider if you have missed any merit increases.
ClaireAPena: If you have not seen a merit increase since the economic downturn, you should evalute your income to include this
buzzandrea: I do a lot of formal and informal research - using online survey tools, asking people within the industry, etc ..
buzzandrea: You can't be shy about it either. It's up to you to make sure you have current info by skill and location.
- ClaireAPena: There are a number of web sources to find salary specific to position and demographic
- buzzandrea: I tend to prefer salary.com
- - MyPath_MP: Would you say salary.com has the most accurate data out of the other tools?
  - - buzzandrea: I don't know. I've used a few others, can't remember which, but I like its ease of use & query areas best.

- lyn_nelson: we recommend salary.com to our students and alumni, too. It's great.
- lyn_nelson: We also use NACE's Salary Survey for recent grads
- - MyPath_MP: How does that differ from salary.com, is it more focused on grads?
  - - lyn_nelson: It gives average starting salaries for college grads each year
    - lyn_nelson: It is really useful for young career starters
    - MyPath_MP: That sounds like a great tool.
Jelfster: Depends on your skills and experience. The more you bring to the table, the better negotiating power you have.
LesleyMWeiss: For salary data tools: What if your job title isn't listed? And how do you know where in the range you should be?
- buzzandrea: that's why you have to ask people in roles similar to yours - titles vary, skills, edu, etc ... won't.
- Jill_Perlberg: Look for jobs that have the same skillsets, it's not always about title
- lyn_nelson: If your position isn't listed you can probably look for a different title on your level
- Jill_Perlberg: if your title isn't listed, you can also look for like job descriptions on job boards and see what job titles are used
buzzandrea: I think you also have to utilize the expertise of your recruiter. Ask them questions!
- ClaireAPena: Using a recruiter can be very beneficial as they are there to give you the information on salary, bene's, etc
Jill_Perlberg: re: perks, don't assume that perks are always part of a package.
- ClaireAPena: When you evaluate what you are worth, you need to look at all bene's and perks - Ask what these are.
buzzandrea: You can't base your entire neg. strategy on research. You have to also prove you have the capabilities for the $$
- Jill_Perlberg: Absolutely! You have show the proof's in the pudding.
- ClaireAPena: Yes! You have to show what you can bring to the organization.

Question #2: How do you answer, "What are your salary requirements?" to get what you're worth and not price yourself out of the market?

ClaireAPena: Make sure that your range does not price you out of the position
- MyPath_MP: Agree, make sure you're comfortable with your minimum expected salary before giving you range.
ClaireAPena: After research, give a range of what you are looking for. Show Base + Bonus + Perks
ClaireAPena: Ensure that the start of your range is the lowest amount of acceptance
Jill_Perlberg: Salary.com's ranges show 25th percentile and up. You can use this range to help you figure out approx. ranges
ClaireAPena: When you discuss salary with the recruiter, make sure that you ask about bonus potential.
ClaireAPena: As a recruiter, I never give a salary range of pay w/o getting candidate's salary history
buzzandrea: How do you handle it during your initial submission - cover note - when it's asked for in the job alert?
- Jill_Perlberg: goes back to research. You need to know what the market drivers are.
- Jelfster: Good one - is it too vague to say 'Negotiable' in the initial application and tackle the issue at the interview?
- - ClaireAPena: I don't recommend that. Give your desired amount and let them know it is negotiable. But you should give a number.
  - buzzandrea: I don't know. In this tight market, will it appear as if you aren't serious?
  - - Jelfster: 'So, Mr Hayward, what are your salary requirements for this position?
    - - MyPath_MP: Good one!
    - Jelfster: Possibly, they might be vexed that you are being non-commital. Best to give a range I think
    - - ClaireAPena: This can be handled by research. Always look at what the market pays demographically
  - MyPath_MP: And it goes back to doing research on your "market value" and making sure you're comfortable w/your min.
  - - Jelfster: I reached out to people on discussion forums for my industry - good some good advice as to realistic salary ranges.
    - - MyPath_MP: Good point! Use discussion forums for your industry. Weed out the chaff to get good salary advice.
Jill_Perlberg: can you ask the hiring team what their range is?
- ClaireAPena: Yes, if you are working with a recruiter. The recruiter will be able to share the range.
buzzandrea: What if a candidate's salary history is low for reasons that do not include performance, skill, etc?
- LesleyMWeiss: Common issue!
- ClaireAPena: If a salary history is low, you should ask yourself why? Do you lack education or certifications?
- - buzzandrea: I mean what if it's low because the company underpays - and you've accepted it for whatever reason?
  - - ClaireAPena: Certain positions may pay more based on the industry. Take a look at changing industries.
    - - LesleyMWeiss: What if it's industry related, and you're switching industries but using the same skills?
- buzzandrea How do you get back to where you should be? Is there a good strategy?
- - ClaireAPena: You can also discuss with your current manager on where you think your salary should be. Give market data to support
  - MyPath_MP: Be flexible as well, if your salary won't be raised, ask about extra wks of vacation, bonuses, etc
  - - buzzandrea: Yep!
  - MyPath_MP: I think proof is one way to go, show what you've been doing, where you've helped the company.
- ClaireAPena: As a recruiter, I have negotiated amounts higher based on an individuals that might have been paid too low
Jill_Perlberg: Always include the industry in your research. There is a large difference at times ,i.e travel industry vs. consulting.
Jill_Perlberg: Myth: You don't have to be 100% honest about your current pay. Add a little bit especially if you think you're underpaid.
- buzzandrea: Hahahaha ...
- ClaireAPena: I would hold off on that. You should be honest about salary because someone could find out.
- - Jill_Perlberg: Great point! Glad you think so. We just busted a current salary neg. myth

Question #3: Once an offer's on the table, how do you counter?

MyPath_MP: And should you even counter if it's what you actually want?
- Jelfster: So tempting to bite their hand off at first offer, especially if it's your dream job. But best to play it coy.
- - ClaireAPena: Keep in mind, if the base is not what you want, negotiate sign-on bonus or guarantee of commission
  - ClaireAPena: An average sign-on bonus is based on the position. The higher the position the higher the bonus.
- MyPath_MP: So is it better to make a token resistance, would you say?
- - Jelfster: I think so. I don't think there's any harm in at least trying. It shows you have backbone too
  - lyn_nelson: I agree, take a moment to consider the offer.
ClaireAPena: No. The offer stage is the time to discuss what you want. Companies today expect a candidate to negotiate
- Jelfster: Nail on head. They wouldn't make offer unless they want you, and they're likely to lowball you in current climate.
- - ClaireAPena: In the current climate, many companies understand that merit increases have not been paid out in 2 years.
  - ClaireAPena: This is the right time to ask when merit increases happen.
  - - Jill_Perlberg: re: merit increases...You might be starting with increases and reviews around the corner that could bump you up
latravelgal: That's a good one. I have and it worked for me. RT: And should you even counter if it's what you actually want?
- MyPath_MP: That's good to hear!

MyPath_MP: Is a sign-on bonus ever a percentage of the salary?
- ClaireAPena: Most often not. It generally is a lump sum based on the level of position
- ClaireAPena: Bonus payouts are based on level of position. If a position is revenue generating the bonus is generally commission
lyn_nelson: If they really want you and know you are considering the compensation package they should be willing to neg.
ClaireAPena: I have had candidates negotiate PTO. This can be a challenge if the company has strict PTO policies
- ClaireAPena But - it can be negotiated!
Jelfster: More wiggle room if it's a loftier position. Execs can negotiate to a greater degree than those lower down pecking order.
buzzandrea: @ClaireAPena Have you seen bonus structures for non-sales positions?
- ClaireAPena: You can negotiate a guarantee of bonus or commission - especially if you are hired in Q3 or Q4 as you would not get a full year
- - buzzandrea: I mean below the typical management level?
  - - ClaireAPena: Yes. For high level (Manager and above) bonus payouts are common
    - ClaireAPena: This would depend on the industry and the value of the position. Yes if it is a low position but has a unique value.
    - buzzandrea: Good to know. Any suggestions on how to negotiate this?
    - - ClaireAPena: It is easier to negotiate a sign on bonus. The company may have a policy on annual bonuses that can't be negotiated
      - LesleyMWeiss: Even if you aren't at a management level?
        ClaireAPena: Yes. You can discuss sign-on even if you are not at a management level.

Question #4: How does relocation fit into the equation?

Jelfster: Excellent pt. If you have to move and they really want you, will they help? Not easy to sell property right now.
- Jill_Perlberg: re: pay for travel, this happens and is definitely something to negot. as travel gets expensive
ClaireAPena: Relocation is a hot issue! Companies today are not paying full packages, but these can still be negotiated
ClaireAPena: You should discuss relocation with the company and inquire what they offer
ClaireAPena: If you are willing to relocate yourself for the right position, let the company know. This may be an advantage.
ClaireAPena: Back to relocation, ask the company to review their relocation policy at the time of negotiation
ClaireAPena: Relocation can include: temporary housing, realtor fees, moving expenses, meals for house hunting, lease buy-outs, and more!
Jill_Perlberg: make sure you know what moving will cost you so can compare the relo package to your situation
ClaireAPena: Make sure that your relocation package is documented. There can be a pay back clause if you leave.
PaigeHolden: If you are offered a lump sum, ask if they can moving expenses directly. It will save you a tax headache.
lyn_nelson: Could also make interviewing difficult if interviewing out of state or country!
- ClaireAPena: In today’s virtual world, you can do a virtual interview. For the right candidate, the company will agree to fly in
- - lyn_nelson: Definitely. Some of our grads have requested Skype interviews. pretty popular now, it seems.
  - Jelfster: Absolutely - this will become more common. Technological revolutions mean it doesn't matter where work gets done.
Jelfster: Some cos. may be happy for you to work in one location live in another and even pay your travel. More common at VP level.
- buzzandrea: I've seen this even at the management level. Companies will make it work for the right candidate.

Open questions from the crowd:

Jelfster: What's the etiquette on negotiating hours of work? Some may need later start/earlier finish due to family commitments

Jill_Perlberg: re: hours, definitely talk about this up front if this is a deal breaker. More companies are open to flex schedules
ClaireAPena: Actually, yes. It depends on the company culture. Some companies will let you work around a personal schedule.

lyn_nelson: Does anyone think there's a downside to virtual envi? Less of a community / group feel?

ClaireAPena: The number one is to become very self managed. You need to shut down your office and have a personal life.
MyPath_MP: I think you can miss out on the daily team-building aspect. And the treats!
- ClaireAPena: This is true. As a virtual recruiter, I can miss the corporate team building, but I do work with a virtual team
MyPath_MP: Though there definitely can be a "community" feel to a virtual workplace if you stay connected to others doing same.

Jelfster: So, the consensus seems to be to strike a happy medium between playing hardball and meek acceptance of first offer?

ClaireAPena: I would think very hard on the first offer. Is it what you want? Talk to your spouse - look at income vs expense
Jill_Perlberg: Don't forget soft costs such as commute time, will you need to pay for parking (and don't now), etc.
- ClaireAPena: Parking is very important in specific locations - ie. San Fran, NY, Metro locations, etc.
Jelfster: and for those of us who rely on public transport, will my travel costs increase?
- ClaireAPena: Can be if you use your own vehicle. For higher positions you can negotiate an Auto Package.

Crowd takeaway, regarding relocation assistance:

lyn_nelson: This is so helpful, I didn't realize companies might help with all of that!

===
Join us next time on Tuesday, August 3, 12 PM CT. Follow along with #careerchat! Watch @MyPath_MP and @bizMebizgal for upcoming topics.

Other chats:

7/13/10 All About Interviewing
7/20/10 Job Searching While Employed

8/3/10 Flirting With Office Romance

8/10/10 Generational Differences in the Workplace

8/17/10 Intern Chat

8/24/10 Personal Branding and Social Media

8/31/10 What's an MBA or Certification Really Worth?

Job Fairs 101

noreply@MyPath.com — Sat, 24 Jul 2010 14:08:50 GMT

Have you ever wondered why some people come away with jobs from job fairs, while other just throw their résumé into the black hole of Human Resources? Have a plan of attack to make the job fair work for you!

Take a good look at yourself in the mirror. You and a lot of other people will be competing to make a good first impression. What is going to set you a part from the rest of the crowd?
Smile! You're nervous and they know it! Experts say that it takes more facial muscles to frown than to smile. So, relax and smile!
The eyes have it! Making eye contact is especially important when answering questions. Eye contact establishes a level of trust with the interviewer.
Be truthful! Most people have hit snags in their careers at one time or another. But, it is no reason to be misleading on a résumé or in an interview. Use this opportunity to explain what happened and how you have grown and learned from the situation.
Watch your mouth! Never, ever use profanity. This also includes slang terms. You need to sound polished and professional. You also may want to "rehearse" a short, 30 second "commercial" highlighting your skills, accomplishments, and anything else unique that will make you stand out from the rest of the crowd.

A few parting thoughts... Have plenty of crisp, error free résumés printed on quality résumé stock handy. When you do give out a résumé, be sure to get a business card from whomever you give it to. Jot down on the back of the card the position title and any other pertinent information. When you get home, write a quick note thanking the person for their time and reiterate why you're the best candidate for their job opening. It's a nice touch that leaves a great impression.

Turn up the Heat on Your Summer Job Search

noreply@MyPath.com — Mon, 26 Jul 2010 13:03:33 GMT

Just because school’s out, and everyone is leaving town to beat the heat, it doesn’t mean it’s time to take a vacation from your job search. In fact, the timing couldn’t be better. The economy is getting stronger and employers are starting to hire once again. Here is some information to ignite your job search and get you the position you’ve been looking for!

Do you have access to a phone and an e-mail address? It’s imperative that potential employers have a convenient way to contact you, otherwise, they may move on to the next qualified applicant. If you don’t have a phone, ask a trusted friend or relative if you can use their number to put on applications and your résumé. Make sure they know that if an employer tries to contact you through them, that it’s essential that you get the message ASAP! If you don’t have a computer at home, your local library has computers with internet access for you to use free of charge! You can set up a FREE e-mail account with Hotmail.com or Yahoo.com. Check for e-mail messages frequently in case an employer is trying to contact you.

Is your résumé “package” current? A basic resume package includes a resume, cover letter, reference sheet, and thank you letter. (Yes, a thank you letter!) Is your contact information up to date on everything? Does your resume reflect your most current skills and work experience? It needs to communicate duties and responsibilities, followed by sold accomplishments that prove your ability to be successful in your position. Your resume should also include keywords relevant to your industry and avoid any unnecessary words. Sometimes you only have 15 to 30 seconds to show a prospective employer your value and possible contributions to their company before they move onto the next résumé in the pile. A well written cover letter will include the position you’re applying for, express your interest in the position and the company, outline your qualifications and accomplishments in comparison to the job description, and ask for an opportunity to interview. Your reference sheet will have both professional and personal references that an employer can call to verify your character and work habits. Include their name, mailing address, and a phone number where they can be reached. Make sure the individuals that you include on your reference sheet will be able to paint a positive picture about you. Finally, a simple thank you note to the person(s) you interviewed with is a nice touch and should thank the interviewer for their time, once again express interest in the position, and reaffirm your qualifications.

Network, network, network! Everybody knows somebody and somebody knows about a job somewhere! Tell your friends and family that you’re looking. More than likely, they would love to assist and will help you brainstorm! Join a job networking group. Your place of worship, the library, and the unemployment office are great resources for finding out about these groups.

The internet is your friend, but not your only one. A lot of jobs are posted on the Internet, but also utilize your local newspaper, job publications such as The Job Examiner (distributed at grocery stores and gas stations) and watch for career fairs. If you are a recent graduate or alumni, your school may have a career services center. Many schools often have relationships with employers who are looking for newly graduated students. Consider an internship. They can turn into a regular position. Target companies that you would like to work for and pay them a visit. You may not get past the receptionist, but you could come away with an application and a job lead that wasn’t announced anywhere else. Temporary agencies are also a good avenue. Find one in the phone book that specializes in your field of work. Headhunters are also another source as they are often retained by companies to fill vacant positions.

Get organized! Keep track of resumes you have submitted, applications you have filled out, and companies you have interviewed with. You should know where you are in the process for each and every job you apply for. Key information to track is:

Position title, company name, address, phone number, and point of contact.
How you heard about the position, date applied, and the method (fax, e-mail, internet, in person, or mail).
Any information you have about the position and the company as well as any notes from conversations or interviews you’ve had with the point of contact.

Do something positive everyday for your search. By doing something everyday you will be moving forward, gathering momentum to get you that job that you’ve been searching for!

Stealthy Searches and External Networks: How to Search For a Job When You Already Have One (A Twitterchat Transcript)

noreply@MyPath.com — Wed, 21 Jul 2010 15:42:06 GMT

When do you tell your boss you’re looking? DO you tell your boss? What do you when you have an offer? This week’s Career Chat looks at the pitfalls that face employed job seekers today and how to avoid them. Also joining us in our chat were Jill Perlberg and Lesley Weiss from the MyPath team.

Next week’s chat (Tuesday 7/27 at 12:00 CT) is all about negotiating. How do you negotiate? When do you bring it up? How do you decide if benefits are more important than salary? What about making a counteroffer? Join us next week to get answers to these questions and more.

July 20th, 2010: Job Searching While Employed

Question 1: You've been thinking about switching jobs/looking for new opportunities. How do you even start?

Staying Internal:

Jill_Perlberg: You need to identify what you're looking for that you don't have now. And if you want to stay with the same co .
- CaSuPe15: Good point!
- Jelfster: Good point - and make sure you research to see that the job you want has this...grass isn't always greener!
- - MyPath_MP: Definitely true. You need to really think about all the reasons why you want to make a move in the first place.
Jill_Perlberg: If you want stay with same co., your current boss might be your biggest ally, depends on the relationship.
- MyPath_MP: For internal advancement, your boss may definitely know of opportunities you won't.
- CaSuPe15: Would this work in a small company setting?
- Jill_Perlberg: It might. Depends on the firm. If you need more challenge, you might be able to craft your next job.
- - MyPath_MP: I agree, more & more you're able to create your own position as long as you have a good biz case.
Jill_Perlberg: Stay internal: make sure your digging about jobs doesn't get to your boss before you tell them you're in looking
Jill_Perlberg: Know who you can trust internally and ask them to keep eyes and ears out for jobs and information
bizMebizgal: you best know your corporate culture, and have an idea of how they will handle it. if like High School, then mums the word
buzzandrea: If you want to advance internally, I think you should have an action plan - even work with your management team to create it
- Jill_Perlberg: I completely agree. HR may also help to identify what changes might be taking place that you're unaware of
- MyPath_MP: Excellent point! Always need to show the employer why this is good for them too.
- CaSuPe15: Agreed, good point!
Jill_Perlberg: If the change is due to your current boss, tread lightly when you are talking internal
- MyPath_MP: Agree. You never know who talks to whom internally. Sometimes it can help, sometimes it can't!

Looking Outside:

bizMebizgal: If you are thinking about looking outside your company, networking within the community is a great place to learn options
bizMebizgal: networking give you the opportunity to create a personal brand and meet new people which equals new opportunities
- CaSuPe15: I've made so many amazing connections via Twitter! Chats like #careerchat, #internchat, and #happo are great resources!
- - bizMebizgal: I completely agree and my networking continues to grow because of twitter
bizMebizgal: Most job opportunities available are all about who you know. If you don't have a large network, start creating one
MyPath_MP: If you're only looking outside your co, DON'T tell your boss until you have the job offer in hand.
- bizMebizgal: Absolutely!
bizMebizgal: networking can jumpstart any job search just by talking to people and letting them know you are open to other opportunities
CaSuPe15: Good Qs! @bizmebizgal @kblennon #careerchat

Kblennon: what if you are asked by your boss if you are looking elsewhere...how do you suggest you handle that situation?
- Jill_Perlberg: If you feel you are well respected and needed, I would be honest and also say that really want to stay vs. leave
- bizMebizgal: Great question! Hopefully you have covered your tracks and can be honest about ur activities.
- Jill_Perlberg: Also, you need to know the current work environment, if the company cuts heads often, protect yourself.
- LesleyMWeiss: Depends on relationship with boss. Sometimes you can be honest say you're looking into ops to learn/try new things.
- - MyPath_MP: Yes, if you're not comfortable w/being asked, you can say you're interested in career dev in general.
- bizMebizgal: Don't tell anyone you are looking until you are far enough along that offers are close behind and you make a decision.
bizMebizgal: What happens when u talk to ur boss & then they decide to let you go bc they find out u are looking elsewhere?
- LesleyMWeiss: If they let you go, I don't think there's much you can do if you're an "at will" employee, as most are
CaSuPe15: Does it happen where the co ur looking into contacts ur current employer? Is it fair to ask for confidentiality in ur jobsearch?
- bizMebizgal: u never put ur current manager as a reference if looking while still employed& u can always ask 4 confidentiality.

Question 2: How do you use your network when you're looking externally?

MyPath_MP: When your network is made up of current co-workers, you need to tread very carefully.
buzzandrea: You should be specific w/your network re. what you're looking for and why. It will help them to better identify good leads.
Jill_Perlberg: Often, networks contain current colleagues, be smart about where you post infomration and what you're looking for.
CaSuPe15: if u know anyone in the industry/co ur interested in, ask about the job/co and culture to see if it's a good fit
Jobsessed: Depends on network. Social Media: send friends private msgs, not public. In person: limit who you trust/talk to.
- MyPath_MP: Exactly. Also individ. messages versus one widespread email blast will help you control who you inform.
- LesleyMWeiss: At the same time, be careful what you share with new contacts--you never know if your new contact knows your boss
LesleyMWeiss: If you have a mostly internal network, make sure you can really, truly trust them to keep quiet if you ask for help.
Jill_Perlberg: Utilize direct messaging, Facebook, and other sites where you can reach out to people confidentially
MyPath_MP: Treat anyone you meet as a potential networking contact, you never know who'll end up helping you.
bizMebizgal: Linkedin is a great tool to use to set up informational interviews to get some face time w/ people. Face time very important.
Jill_Perlberg: Look for former colleagues on LinkedIn who are now employed at your target company, ask them for info/reference, etc.
Jelfster: Also depends on what industry you're in. Some (journalism springs to mind) are very tight-knit. Word travels fast!
- Jill_Perlberg: exactly. You need to use common sense.
- MyPath_MP: Absolutely right. You know your industry best, so act accordingly.
bizMebizgal: Make separate biz cards to pass out when u meet people that list what interested in finding & email different than ur work.
- CaSuPe15: Great idea!
buzzandrea: People talk; therefore, you should always be prepared for the consequences - Don't do it otherwise.
- bizMebizgal: Good point! If you aren't ready to be honest about what you are doing, then you shouldn't be doing it.
bizMebizgal: Always follow up with everyone you meet. Never know who their 2nd and 3rd contacts are.
MyPath_MP: Don't use company time to network!
- Jill_Perlberg: Remain professional! Don't do something that would impact current rel'ships & ability to come back
LesleyMWeiss: 1 reason why it's a good idea to always have active network: new activity and queries are both easier and less noticeable
- MyPath_MP: And if you already have a presence on LinkedIn, it's easy to direct potential contacts to yr profile.
bizMebizgal: Informational interviews is a great way to meet people w/in a potential company you are looking to join. Pick up the phone!
MyPath_MP: When sending emails, make sure you have a personal sig line that includes your LI profile link & pers contact info
bizMebizgal: Make sure that your email address is very professional and not some high school one that you once thought was cool.
- CaSuPe15: haha! scary that people still do that!
Jelfster: It's always easier to get a job from a job, so less need to expose yourself to risk.

Question 3: You have an offer on the table. How do you approach your boss?

jobsessed: Ask boss to chat, approach openly and honestly, don't beat around the bush.
LesleyMWeiss: Respectfully. Don't burn bridges! You never know what opportunities former coworkers and supervisors can offer in the future
jobsessed: Don't say you've accepted offer yet, they may want to counter/keep you. Saying you've accepted could burn that bridge.
- MyPath_MP: Exactly, be respectful & see what they say in response first.
buzzandrea: The least non-threatening, the better. There are a whole host of reasons to make this as pleasant an experience as possible.
- Jill_Perlberg: agreed. I know many people who left a company for experience only to come back a few year later. Don't burn bridges
Jelfster: I left a company in 2002 and was back three years later. same bosses. It happens more than people think!
- buzzandrea: I went back to two companies three times each!
- - MyPath_MP: You've obviously maintained your relationships very well!
  - - buzzandrea: My new-found knowledge and experience also benefited them, too!
    - - MyPath_MP: Awesome. Win-win helps everyone!
- LesleyMWeiss: People repeatedly left and came back to my last employer--they're very good at sustaining relationships
Jill_Perlberg: Know what you want to do if they counter-offer. More money doesn't fix all of the reasons why you went looking.
Jelfster: Be honest, but not bitter. Focus on why this is new opportunity is such a good one versus why you're leaving this one.
- MyPath_MP: Great point! Your now-former boss could be a useful networking contact in the future.
Jelfster: Keep the atmosphere cordial - ask your boss what you can do to ensure a smooth transition in the lead-up to your departure.
Jill_Perlberg: Schedule time with your boss so it's not sprung on them without time to react.
bizMebizgal: Never take this opportunity to vent to ur boss about what u hate. Be open, honest and professional.
MyPath_MP: Be prepared to be asked to train your replacement - and when you train them, do it right.
Jill_Perlberg: Be prepared to be walked out of the building. Depending on where the offer is from, you might be asked to leave right away
- buzzandrea: it seems to happen in some industries more than others, too. I think that's also a consideration.
jobsessed: If you want to keep/have a good relationship, give boss more than two weeks to find a replacement/offer to train new staffer.
- MyPath_MP: Agreed, and it depends on the industry/situation. You also have a new job wanting you to start!
Kblennon: another reason why you shouldn't burn bridges is because you never know when you will need someone's help
- MyPath_MP: Agreed!
- bizMebizgal: Right on!
bizMebizgal: Try to always give 2 weeks, this allows your current employee to prepare for your transition. Never leave them hanging
Jill_Perlberg: If your boss counters w/money or responsiblity, talk about why it took the new offer for them to react.
- MyPath_MP: You may have been a temp & they're offering you a perm pos now to keep you.
CaSuPe15: Is there a way to repair damage if you have burned bridges once you've left?
- MyPath_MP: It's like a bad break-up: It takes time & nurturing. You may have to do more work to fix it than usual.
- Jill_Perlberg: sometimes you can't fix it and make sure you continue to build all of the other relationships you built within the co.
- bizMebizgal: If bridges are burned, there is a reason why you left and walk away knowing you made the right decision.
- Jelfster: It takes two to tango - do your best to stay on good terms but it depends on the other person too!
MyPath_MP: Article on why you SHOULDN'T accept a counteroffer: Sometimes it's just a Band-Aid fix! 8 Reasons Not to Accept a Counteroffer

Open Questions:

AlysondraMilano: How much do employers look at study abroad? Will it greatly hurt my job search to do local internships instead of SA?

Jill_Perlberg: Are you looking to work for a global company? If so, SA will be a huge asset.
- AlysondraMilano: I am open to any opportunity. Im doin an internship w/ a nonprofit now, but im lookin for future paid internships
buzzandrea: As more companies understand the importance of globalization, I think studying abroad will put you ahead of the pack!
LesleyMWeiss: I don't think it would hurt you at all! The real-world experience will really help your job hunt
CaSuPe15: I found an internship while I was abroad! Definitely helped with job search and experience!
Jill_Perlberg: You never know where your career will take you. Even working locally, collegaues may be from abroad.
Kblennon: studying abroad gives u a better world perspective & a better understanding of other cultures u might end up doing business with
Jill_Perlberg: studying abroad taught me more about myself-I learned independence, risk taking,&problem solving--things you'll need in work
LesleyMWeiss: It's win-win either way--you expand your experience and skills and make new contacts with abroad or internship
bizMebizgal: unpaid internships however give u the opportunity to experience more departments/activities in an organization.
- LesleyMWeiss: Yes, but a paid internship is worth the hunt --especially if you are financing your own education
- - bizMebizgal: agreed! I have done my fair share of both, paid and non-paid. Non-paid was a better experience
Kblennon: you also meet a ton of people when you study abroad so it's a great way to network
- PRjoshmorris: So true! It's a small world!
Kblennon: finding a paid internship is hard...be forewarned
- MyPath_MP: Yes. You may have to forego $$ for experience
- AlysondraMilano: I know, thats why I took an unpaid 1 to build my resume. my HOPES are to get a paid 1, but i wouldnt b closed 2 unpaid
Jelfster: International business experience is becoming increasingly important. Do it & you'll have golden eggs all over the place.
bizMebizgal: I wish I had the opportunity to study aboard. I played sports in college and no time for anything but sports.
buzzandrea: What about a paid temporary job vs. an unpaid internship?
jobsessed: Internships are smart when unemployed. Future emps will respect ur decision to better urself during tough times

Jelfster: How do you make time to look for another job while employed? At least when you're out of work it becomes your full-time 'job'.

subeehonee: Looking for work is my full time job. Was laid off 2 months ago
- MyPath_MP: Sorry to hear about your layoff. Looking for work is definitely a full-time job in itself.
- bizMebizgal: How is the job search going? What types of things are you doing to find a job?
LesleyMWeiss: You just sleep less. If you're seriously looking, it's like having two full-time jobs.
- Jelfster: Trouble is, some have other responsibilities and don't have a spare minute in their day.
- bizMebizgal: u have to be committed to finding a new job, hard work. Instead of going home to watch TV, attend a networking event.
- - MyPath_MP: Exactly. Make time for the job search the same way you make time for the TV.
MyPath_MP: Make sure not to use comp resources. Even w/out a pers. comp, go to the library during lunch/after work

Jill_Perlberg: Anyone out there who recently switched jobs and had to give their notice? How did you handle it?

LesleyMWeiss: I walked into my boss's office and told her I loved working with her but had an opportunity to try something new
- Jelfster: What was her reaction?
- - LesleyMWeiss: She was great and totally understanding. Now I freelance for both my former depts at old co -- very intact bridges
  - Jill_Perlberg: great success story
- MyPath_MP: That's an excellent way to put it.
jobsessed: I did. Asked to speak to boss, had mtg, offered 90 days to train replacement. Was told "don't come in Monday."
MyPath_MP: Ouch! You went well above what was expected, too!
jobsessed: It was something she wanted from someone, so I offered. Didn't want to burn bridges, but didn't have a choice.
- MyPath_MP: Sounds like you conducted yourself w/integrity. Great asset to a company, you are!
- - jobsessed: Why thank you. I'd like to think I did. My former boss unfriended me on FB and LinkedIn MOMENTS after I left.
- Jill_Perlberg: Yikes. Reason #22 why you have your personal belongings ready to go before meeting with your boss.
- - jobsessed: Tried to be professional, boss became irrational and took quitting as slap in the face, not me bettering myself.
  - jobsessed: Reaffirmed my decision to quit
Kblennon: read @aurorameyer blog http://bit.ly/9ZUily great blog on how to handle the last 2 weeks at your job plus more
Jelfster: My last job I left I had a good reason - was moving to the US from Scotland! Said I'd love to stay but commute was too much...
- MyPath_MP: Can't argue with that for a reason!

Remember…

judithrasband: It's all about managing a professional image -- that's how others perceive us.

===
Missed this chat? No problem! Join us next time on Tuesday, July 27, 12 PM CT. Follow along with #careerchat! Watch @MyPath_MP and @bizMebizgal for upcoming topics.

Other chats:

7/13/10 All About Interviewing

7/27/10 Negotiating Your Pay Package

8/3/10 Flirting With Office Romance

8/10/10 Generational Differences in the Workplace

8/17/10 Intern Chat

8/24/10 Personal Branding and Social Media

8/31/10 What's an MBA or Certification Really Worth?

Want to Get Hired from your Next Interview? That would "Yes"...

noreply@MyPath.com — Wed, 21 Jul 2010 15:41:42 GMT

As you are having a conversation / interview with your new employer, you need to connect you need to share stories and situations that they can relate to - remember they are the one hiring you!

As I was preparing that post, I ran across an article by Meridith Levinson, "Job Seekers: How to Tell Stories to Stand Out" that says it well:

Sensory details provide an essential element of good story-telling, says Hansen, because they help draw in audiences. Just as descriptions of a house's smell or a character's clothes make a story more believable, details about a job seeker's professional experience will make their stories more credible and enticing to hiring managers.

"In a job seeking story, numerical details-numbers, percentages-are really important," says Hansen. Key details to include in résumés and cover letters and in your answers to interview questions are the size of the IT budget you oversaw, the number of people you managed, size and scope of projects, and percents and dollars of revenue generated or costs cut.

Though detail is helpful, job seekers want to make sure they emphasize the particulars that are important to their audience-the hiring manager. They don't want to waste precious interview time describing what their employer's office looks like or the taste of the coffee in the break room.

The Two-Minute Rule

All this talk about recounting stories shouldn't make job seekers think they need to transform simple, straightforward anecdotes about their professional experiences into epic tales. Rambling responses to interview questions bore hiring managers.

Consequently, Hansen says job seekers' responses to interview questions shouldn't run longer than two minutes. She recommends that you draft your stories on paper, rehearse them out loud with friends or family who can provide feedback, and revise them as necessary until you can hit all necessary points in two minutes or less.

Delivery

Even well-structured stories can fall flat if they're not delivered with emotion. This is particularly true for challenge-action-result formats, admits Hansen, so job seekers should speak about their work with enthusiasm. A job seeker's passion for his or her metier is infectious and demonstrates another quality that hiring managers find irresistible in prospective employees-confidence.

Well, thanks to Meridith for these thoughts. However it is presented-in conversation or the resume, connecting with the person interviewing you is the key!

As a Nationally Credentialed Career and Life Transition Coach, I help people like yourself get more out of life through their career! Is coaching for you? Learn how career and life coaching can help you personally, can help your company, and can help your church. Check out more at www.CCubedCareer.com.

Stigma of the Unemployed

noreply@MyPath.com — Sat, 17 Jul 2010 13:31:53 GMT

When the current recession began, I posted the question about whether any being laid off carried a stigma. The general feeling at that time was no, in light of the unprecedented economic conditions resulting from financial market collapses. Employers would likely view layoffs as beyond the control of most candidates.

A year and a half later, two recent articles made me want to re-examine the issue of stigma’s laid off job seekers face. The first addressed job seekers describing how they feel such stigma now, while the second documents where some employers flat out instruct the unemployed not to apply.

I would love to hear feedback on this from job seekers facing today’s market. Since I deal with both job seeker and employer points of view, I’m inclined to believe this may reflect more of a labor market struggling with unprecedented numbers than a growing discrimination against unemployed people.

Three factors to consider:

The increasing lengths of unemployment periods. I know from tracking Bureau of Labor Statistics that currently nearly half of those drawing unemployment benefits have exceeded the initial 27-week period. As recently as 2007, only seventeen percent reached this length. Employers reviewing résumés and applications are not accustomed to seeing such long gaps in unemployment. During normal times, such long periods have been viewed as a red flag for employers and many may be falling back on such biases since they have no other baseline. It will take successful performances by employees hired after long gaps to erase such long held biases.

Unprecedented volume. Yes, the current economic conditions favor employers. But they now receive unprecedented levels of résumés and applications. It’s not only high unemployment numbers driving this. The Internet allows so much more access to company web pages, local announcements etc., making applying for jobs just a mouse click away. Evaluation methods employers previously used to reduce the résumé pile down to manageable levels barely scratch the surface today. Additional criteria must be applied. While one article cited cases where unemployed candidates were told not to bother applying, such cases appear isolated. More commonly, employers may increase the level of qualifications or factor in previous or salary requirements to whittle the pile down.

There must SOMETHING wrong! We all struggle with reconciling misfortunes that happen to us. Some tend to want to blame things outside of themselves, certain that employers are discriminating against them due to age, gender, race, ethnicity, unemployed status-you name it. Others assume they must be a making a mistake or have a flaw somewhere in their search strategy. I want to share with you the experience of a C-level executive I recently worked with I’ll call Gil. A few months ago, Gil landed after a search that lasted more than two years. Countless times, we reviewed his approach to opportunities that had not resulted in an offer. Based on everything he read and was told about job search, Gil believed he was doing all the right things, but could not understand why no offers had come.

Shortly after he accepted his position, the company authorized filling two new positions in his department. During his extended search, Gil built a very strong network, even going as far as facilitating his own semi-monthly professional networking meetings. In addition to the standard company recruiting channels, he put the opportunities out to his network as well. The response amazed him in terms of both the volume and quality of the candidates expressing interest. As he proceeded through the hiring process, he was impressed at how each candidate followed all the protocols he had both read about and encouraged in his group meetings. Having gone through such a search himself not only gave him a special empathy for those he did not select, but a better understanding of how tough a labor market we face today. He witnessed several dozen talented people present themselves very well and do all the correct protocols, but had to select the one best suited for his needs and company. Gil made sure he reflected how difficult a decision he had while offering encouragement to those not selected. Plus he also realized the volume and quality of candidates forced him to clarify more about what he believed was most important for the position rather than introduce arbitrary criteria just to cut down the numbers.