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Re: Career Strategy: Be The Glue

Rob Taub — Mon, 22 Nov 2010 12:25:13 -0000

Being a selfless advocate of the company, mission, others... will almost always pay dividends; and those times you feel unrecognized ... that it didn't pay a dividend? ... ask yourself how you felt putting the company or others or a mission before yourself. Betcha you felt pretty darn good at the time (I know, right?) ... and therein lye your dividend. Thanks for reminding me Tim!! Oh, and thank you Susan @jobHuntOrg for tweeting this for me to see

Re: T.A.P. Q#367 – I Have a Passion for NOTHING

Rob Taub — Wed, 11 Nov 2009 15:14:56 -0000

Lack of passion and distaste for work are not your enemies. Only your attachment to them is.

Like fear, "it's all in your head"; thus, the good news is ... YOU HAVE CONTROL OVER IT. So, you can either focus on your 'lack of passion and distaste for work' as if they're all inclusive in your life, OR ... you can try and visit a new paradigm: What it may be that you enjoy to some degree ... to ANY DEGREE. I've included an article to help.

The article is not focused on "how to start to like work" or "how to loose distaste for work" or "how to find a passion". It is focused instead on helping you to decide what you enjoy most to least but 'enjoy' nonetheless. It is the first step to turning this around - and is effective at ANY stage or age in one's career. Read on ... http://bit.ly/3diKGM

Hope this helps!

YT,

Rob Taub of Job Search Corner www.JobSearchCorner.com
and "Job Searching with Rob" http://bit.ly/18wCkO

Re: T.A.P. Q#356 – She’s a Bully…But Only When She’s Alone With Me

Rob Taub — Mon, 02 Nov 2009 13:36:50 -0000

Bullying is not only "top down". As your experience shows, it can happen between colleagues. Read my post; I think it will help. http://jobsearchingwithrob.....

Re: Am I Too Old To Find Work?

Rob Taub — Sun, 01 Nov 2009 11:39:45 -0000

If you are 'too old to work', then it was your choice. Workplace Marketability can be age-neutral; it's REALLY all up to you. Here, read on...

10 Tips for Neutralizing Age-Bias

Yesterday’s Baby-Boomers, today’s mature workers, may be facing for the first time a bias towards younger workers. Here's the GOOD! They don’t have to.

Is there a bias towards the younger worker? If so, then our one-time “Baby Boomers”, today’s mature worker, may for the first time be facing age discrimination, yes? Well...only if you can prove it. The question then becomes ‘what good would it do you if you did...a job with that organization? Would you want that? NOT! Okay, here’s the deal: The key for the mature professional conducting a job search, according to Randolph L. Stevens, Founder and President of R.L. Stevens & Associates, a 28-year old full service career firm, is authenticating relevancy, fit and adaptability; and when you can do that better than the next person, you get hired. So, put your energy into defining your unique “value-mix” as Randy Stevens calls it – your mix of talent, experience, skills, core competencies, etc. you know, your Branding – and illustrate how that mix will benefit an organization.

Workplace marketability is almost always age-neutral. If the mature worker does not successfully convey the right message or demonstrate the right proposition – how his or her value-mix can benefit the employer, he or she may feel a bias; however, it is a bias towards the more relevant, better-fit, more adaptable candidate, not necessarily a bias against age. Prove your value and benefit and you’ll be hired!

Here are 10 Tips for the Baby Boomer seeking a career or industry change, or a transition into a new role:

1. Use your marketing letters and documentation to show employers a history of growth in and dedication to professional development.
2. Prove your continued intellectual vitality: Be prepared to outline completion of recent coursework, certifications, programs and other skill enhancements relevant to today’s business challenges and needs.
3. Show how you stay on top of technology trends.
4. Develop a “Webfolio” to show cutting-edge market awareness.
5. Be knowledgeable on the use of the Internet and Windows-based programs.
6. Eliminate everything that makes you appear older and possible out-of-step: Update your physical appearance, wardrobe and communications skills.
7. Demonstrate your marketplace knowledge (i.e. market/industry changes and trends).
8. Be knowledgeable of the day-to-day challenges (problems, concerns & opportunities) employers face and link them to you as a solution-provider.
9. Demonstrate your adaptability and flexibility regarding hours and compensation: Consider proposing alternatives (i.e. project work, contract work or consulting).
10. Entertain the idea of working part-time for multiple employers rather than just one. (Demonstrated value could lead to permanent positions)

The REAL Deal: Employers weed-out job candidates whose skills are out-dated or who exhibit low energy or little flexibility, or any combination of these. Some may call it ‘age discrimination'. I call it fielding candidates for the most relevant marketability. The operative word here is “relevancy”.

I assure you, if you follow the 10 tips above, you will discover that there is a far more interesting and robust job market for the mature worker than you may have imagined. It’s really up to you!

Hope this helps!

Rob Taub, Credentialed Career Master, is a 25-year veteran in the career consulting field, Principal at RésuméPro Plus resumeproplus.com, creator of the blog, Job Search Corner: "Job Searching with Rob” bit.ly/18wCkO and is a CAREEREALISM-Approved Expert and LivePerson's Online Expert for Career Coaching www.liveperson.com/rob-taub

Re: T.A.P. Q#338 – What’s the Deal With Objective Statements on Resumes?

Rob Taub — Tue, 20 Oct 2009 12:17:21 -0000

As with the title of a book, the Objective Statement of a resume is the author's opportunity to influence the reader and send him/her off in a direction of his his/her choosing. If the book title read "Last Fifty Years of the Indy 500" without cracking open the book one would believe it was a history and about racing...and probably specific to the sort of racing associated with the Indainapolis 500. It's doubtful someone would say "Hmm, the title of book tells it's all about skiing in the Italian Alps."

Likewise, the objective statement is your first opportunity to drive someone's thinking in the direction of your choice. It should always be short, precise and impressive. Look at the following Objective Statement of one person's resume:

MANUFACTURING FINANCIAL MANAGER
Process Improvement ... Financial & Operations Management

Since this is at the top of the page and for the most part, even when scanning, we start at the top, the reader will see your objective before anything else and will likely deduce that the person is 1) a financial manager in 2) manufacturing, involved in 3) process improvement and operations, yes? Is there any chance the reader of that resume will first and foremost dismiss it as lure or say, 'I'm not looking for an Interior Designer"? I think not.

To continue leading the reader, you can have what I refer to as a "Mind-Set Paragraph" following the objective statement or a list of skills or attibutes using specific key words or phrases. Using the book analogy again, the mind-set paragraph is similar to the preface in the book; and one more opportunity to further guide the reader and influence his/her thinking.

Hope this helps!

YT, Rob Taub of the Job Search Corner

Re: T.A.P. Q#325 – How Do I Pick a Major?

Rob Taub — Fri, 09 Oct 2009 15:19:09 -0000

T.A.P. Q# 325: How do I pick a major?

Start with the end in mind. As with writing a speech, you determine what your objective is and what you want your audience to have when they leave the auditorium and THEN you begin to write your speech, correct? Same with the job search and too, picking a major, internship, related clubs and activities, etc: You start with the end in mind

Every step you take, even in the moment, is another step on a path that will lead you to one place or some other. Why not use a compass? I tell people just starting college that “job satisfaction years from now will result in some degree to decisions you make today.” That being the case, why not try to define “job satisfaction” now? The reason most people offer is that they don’t yet know what job they want. I say you don’t have to just yet; and still can define “job satisfaction”, and in turn, help yourself choose a major.

At the core of Job Satisfaction is an understanding of what it is you enjoy most. To understand what it is you enjoy most, you also have to define ALL that you enjoy, from most to least; an exercise that will help lead to a decision regarding not only your major, but internships and future job development. Sound enticing? Let’s approach this as an exercise not to "pick a major" but to "define job satisfaction" (beginning with the end in mind) and we’ll see if and how it can lead you back to defining your major; so, let’s begin!

Where or what might job satisfaction comes from? Job satisfaction for some stems from the challenges in the job or a sense of purpose while for others it's more extrinsic and may be measured by the money they make. For others it may come from the learning that takes place or from knowing that their work matters. For some, simply having a job to go to everyday in order to have other things in life is fine, and it's from accepting that they derive their satisfaction.

Defining factors for YOUR job satisfaction: Defining the factors for your own job satisfaction requires you jumping all the way back to the beginning which could be your first job as a life guard in a day camp at 16 or your paper route at 12 and walking through your life right up to today; but instead of identifying duties, responsibilities, job descriptions etcetera, as you might for a resume, look at your successes and there underpinnings, such as,

• Instinctive skills – the automatic, the intuitive, creative skills that you drew upon at that time or another
• Learned skills – customer service, inventory control, basic accounting, program management for example

Don’t limit yourself to jobs. You have successes from other experiences that may be relevant and transferable such as leading a youth group or charitable work through a church or synagogue or writing a newsletter for your bowling league or perhaps you helped a parent or friend put together a website for a business.

Other successes outside the workplace. When you take this walk-through, consider too alumni associations, community and civic organizations, councils with which you may have been involved (i.e. Habitat for Humanity or Theatre Arts Society) and teams on which you played (sports; debate; moot court competitions) or Boards on which you served (Student Council or Yearbook or Save the World).

Once you have all these successes out on the table, you can identify (a) actual skills, (b) personal characteristics, (c) professional characteristics and (c) knowledge areas, inherent or learned that you drew upon to succeed. These are the "underpinnings" to your successes, or your core competencies or “success attributes”. Don't stop here.

Divide those success attributes into two groups:

• Motivated successes - Those you are interested in perpetuating
• Unmotivated success - Those in which you have little or no interest

Very simply, the success attributes of interest are those you not only do well but enjoy doing – they motivate you. The others may also be things you do well, maybe ever very well, but are not interested in doing – they don’t really motivate you that much at all. For example, maybe you're terrific at editing research reports but don't enjoy it. If you're caught on the job being good at it and consequently it becomes 20% of what you do, well...there goes 20% of your job satisfaction out the window.

Caution: If you don’t think you’ll enjoy it don’t get caught doing it. Too many people get caught doing something well that they don't enjoy and it becomes part of their job, and depending on how much a part, will determine their level of angst - the most severe being that which requires them to pull themselves out of bed every morning and drag themselves to work. How many people like that have you met in your life? They live for Fridays and vacations. Hey... Life's too short!

Once you have defined and thus classified your success attributes you have laid the groundwork and are well on your way to defining the "best fit" for what might be your first career position after you’re graduated. With that done, you may be able to back up to the moment and with some guidance (i.e. from your school’s career development office) begin to lay a path moving forward.

A friend once said to me, “If I knew that job satisfaction was so elusive, I wouldn’t have spent half my life looking for it.” I asked him to define what job satisfaction for him would be and he responded “I’ll know when I find it” which clearly explains why it was so elusive: He never knew what to look for.

When you know what it is you can do, and moreover, want to do because you enjoy it most, you are in the best position to capitalize on the opportunities that await you in school, outside and beyond; and why? We are at our best when doing that which we enjoy doing most.

Hope this helps!

Rob Taub of RésuméPro PLUS and the
Job Search Corner: “Job Searching with Rob” http://bit.ly/18wCkO

Re: T.A.P. Q#321 – Sent Resume & Followed Up But Still No Word!

Rob Taub — Fri, 09 Oct 2009 13:16:17 -0000

You must be PERSISTENT and continue to follow up; and remember to be PATIENT and POLITE at all times. I call this the "3-P's of Cold-Calling" which also pertain to resume follow up calls.

Resume follow up calls.

I have listed some helpful “Do’s” and “Don’ts” to keep in mind when you call to follow-up on your resume:

1. Always have the name of the administrator - the "gate keeper" – to the decision-maker before you call. Use his/her name when during your brief conversation. People like being recognized; it puts a smile on their face.

2. Do research to see if you know someone who knows someone who knows someone... and have a name [referral] when you call.

3. Don’t volunteer that you are following up on your resume. You are likely to trigger an auto response such as "we haven’t finished reviewing…" or "we are still receiving resumes…" etc. Say “Mr./Ms [Referral] suggested that I call and speak with [Decision-maker].”

4. Don’t leave a message on voice mail and you will be able call back much sooner than if you do. If you do, its voice mail jail for you, and do not pass GO for at least a week.

5. If the administrator/gatekeeper asks "would you like to leave a message?" Respond with “does h/she have voicemail?” Once in voice mail you can hang up, and again, you will be free to call back sooner than later.

6. If there is no voicemail, respond with, "That's fine, I can call back another time" and do ask, "Can you recommend a best to reach [Decision-maker]?"

7. If administrator/gatekeeper doesn’t suggest a time, you can always ask, “If you were me and needed to speak with [Decision-maker] what would you do?” People like to be put in a position to give advice, be asked for their guidance. It is uplifting when others ask for your mentorship.

Lastly, I suggest you put a placard on the wall in front of you with the “3-P’s of Cold-Calling”: Patience … Politeness … Persistence.

The “3-P’s” are not just for Cold-Calls. They are useful with all calls in which there are likely a gatekeeper between you and the decision-maker. To help further, place the placard shoulder height to remind you to stand when you call. Just as a chorale group stands when they sing, you should stand when you speak. You will sound so much better during your call.

There is no one sure-all method to get you to the decision-maker during this kind of call, but give these “Do’s” and “Don’ts” I try. They work for me!

Hope this helps!

YT,

Rob Taub of RésuméPro PLUS and the
Job Search Corner: “Job Searching with Rob” http://bit.ly/18wCkO

Re: T.A.P. Q#323 – Resign Before or After the Long Weekend?

Rob Taub — Thu, 08 Oct 2009 08:45:55 -0000

You.ve heard it before: "Let your conscience be your guide." Do the right thing.

Re: T.A.P. Q#322 – How Do I Cope With Work Anxiety?

Rob Taub — Wed, 07 Oct 2009 09:47:15 -0000

As chaos of a storm brings nurturing rain for life to flourish, so too is personal advancement preceded by disorder & anxiety. Success comes to those who can weather that storm. That "success" by and by may also be disguised as loosing your job in order to push you to find another - maybe this time the right job - one that puts a bounce in your step when heading into work.

Re: T.A.P. Q#318 – Any Advice for Job Seekers With Phone Phobia?

Rob Taub — Tue, 06 Oct 2009 14:15:12 -0000

Phone Phobia is common. I have some ideas that could turn your phone into the feather-light tool it should be and not a 500 lb weight.

The calls that give people the most trouble are the "Introductory Calls”. The purpose of the call is to make you known. The goal is to get an appointment or at least another call of longer duration. This type of call is infamously known as the "Cold Call". If done right, with preparation and practice, you can turn it into a "Warm Call". Here are some basics to help you:

1. Develop a script for your call and rehearse it periodically and out loud. Make sure you keep it brief remembering the goal is an appointment or another call. If too much is exchanged during that call there will be no reason for another.

2. Always stand when making a call. This will help you sound better and project confidence. Did you ever see a Chorus sitting when they sing?

3. Learn to talk with a smile. People hear your smile; and since they can't see you don't have to worry about looking silly if you've not done it before.

Hint: Hang a small mirror opposite you at the height you are standing. I dare anyone to stare at themselves in a mirror during a phone call and not crack a smile.

4. Make a list of your most feared questions. Script your answers and rehearse them out loud. Practice delivering each answer in 5 to 10 seconds.

5. Use an exercise-call: Always call a friend for exercise before calling someone who could be influential in your search. Having a friendly voice at the other end can do wonders before an important call.

6. Care & Feeding of Gatekeepers: Before calling a potential contact direct, try this: Call the company’s main number and ask for the name of the contact’s administrator. Call that person direct, and use his or her name.

7. Well begun is half done: Using a person’s name (the gatekeeper’s) may win you favor. Be polite and brief and understand you may not get through during that call and that’s okay; it’s an opportunity to demonstrate your flexibility. Ask the gatekeeper to suggest what you should do.

7 1/2. Don’t call me; I’ll call you: If asked to leave a number you can say that you will be in and out for the next several days and it would probably be best for you to try to call. Ask when h/she thinks it would be best.

8. Get Referrals: Research companies, reconnect with all your past contacts and seek referrals. Introductory Calls should be calls to persons to whom you are referred. It’s easier to get through a gatekeeper if you call and mention that Mr/Ms suggested you call.

9. Contacts to referrals: Treat your personal contacts as you would influential persons: Have a script and keep it brief. Brevity helps to ensure they don’t avoid your next call.

10. Voice Mail Jail: If you get sent to voice mail, you can try “O” to get an operator and perhaps find another number or person. Do not leave a voice mail message. If you do, you cannot call back anytime soon. You placed the ball in their court.

In a job search, we sometimes attach the “phone call” to all sorts of negative emotions, the greatest being rejection. Practicing the basic skills outlined in 1 through 4 and the other techniques suggested here will lessen an instinct to avoid the phone. This is the first step in overcoming phone phobia. Also, learn from experience. As they say, if you want to learn golf, play golf. After a few calls, following your exercise call to a friend, it starts to get easier.

Hope this helps!

YT,

Rob Taub of RésuméPro PLUS and the
Job Search Corner: Job Searching with Rob http://bit.ly/18wCkO

Re: T.A.P. Q#315 – Am I Doomed Without a Good Network?

Rob Taub — Mon, 05 Oct 2009 13:45:17 -0000

You're job search is not doomed but without networking you are doomed to suffer a longer more difficult one.

Although networking is important it is only one piece in a multiple-channel job search marketing strategy. You help yourself best by working ALL your channels. Some other channels are,

· Online networking portholes such as LinkedIn, Facebook and MySpace;
· Recruiters and Search Firms;
· Job sites such as Indeed, Ladders and CareerBuilder;
· Targeted mailing and Informational Interviewing;
· Career Fairs, Trade Associations, Community Organizations, and more.

Nevertheless, many jobs are found by being at the right place at the right time and that means a lot of deliberate networking. Some may say ‘Being at the right place at the right time’ is all luck. I don’t. I say it is resultant of "preparation" meeting "opportunity". If you are not prepared, you may have opportunities looking you in the face and never know it; or you may recognize an opportunity and not be prepared to take advantage. It is only when preparation and opportunity meet that you are likely to win a job.

The caveat: Opportunity is actually a compound-variable in the equation (I think I made that up – “compound-variable”). The other piece to “opportunity” is “time”. In other words, you can be in a lot of right places (potential opportunities) and be prepared for each, but without a crystal ball you will not know it the right time until you get there. So… you must be in a lot of right places at ONE time. Implementing a strategy using multiple channels simultaneously will virtually have you in many places at one time. Equation solved! Of course everyone will say, "You were lucky". I'll say, “You were prepared”.

Now ... for the networking piece of the simultaneous multiple-channel marketing strategy.

I will tell you what I tell those who have substantial networks and still suffer hard times: Make it easy for others to help you and they will. Whether you are looking to build a network or jump-starting a stalled (existing) network, here ere several tips that can help:

1. Start building permanent relationships while you are still employed.

2. Become known in professional associations.

3. Reacquaint yourself with peers in other companies.

4. Push out emails to update friends and acquaintance.

5. Know yourself. What it is you stand for; what drives you; what it is you value; why it is you do what you do.

6. Demonstrate how focused you are and tell others how to help, i.e. leads, additional targets and referrals.

7. “Be in the know”. Know your market. Stay informed of changes and events; the flow of money and movement of people; signals of things to come (markets; companies; industries; players).

8. Have a communication strategy that captures and presents your strengths, competencies and verifiable experiences in 15 to30-second stories.

9. Set up meetings with contacts to share your strategy and ask for suggestions.

10. Talk to your competition - a source for information that also may be looking for someone.

11. Do your homework! Take the time to understand other people’s agendas before setting up a meeting for your own.

12. Encourage brainstorming; ask open-ended questions.

13. Use simple language when talking with others. Don’t make the listener plow through jargon.

14. Be entrepreneurial! Think and act creatively, i.e. consider joining or starting a small venture with other knowledgeable professionals.

15. Finally, call a friend and get energized before calling a contact for a meeting.

There’s plenty more on this subject. These are only some tips that hopefully will get you motivated. Whether you are employed “but looking” or unemployed and “need to look”; whether you are networking for the first time or re-energizing a current network, rebuilding past relationships and developing new ones should be a deliberate and ongoing practice throughout your career …

… I hope this helps!

Rob Taub of RésuméPro PLUS and the
Job Search Corner: “Job Searching with Rob”

Re: T.A.P. Q#308 – How Do I Determine a Company’s Culture?

Rob Taub — Mon, 28 Sep 2009 15:33:33 -0000

Tell-Tail Characteristics of Company Culture

Many companies today promote building teams over individuals; respecting the entry-level mailroom clerk and the top salesperson equally; consider failure the beginning not the end of developing talents and careers; and where ‘Values’ are not fads. Still in other companies you will find a lack of esprit de corps where departments operate as fiefdoms not work in partnership with one another; where leadership is assigned not earned; where secretaries still bring their bosses coffee (ala 1960’s) and where you are only as good as your last sale. Both are Company Culture.

I’ve listed my tell-tail characteristics of company culture for you here so you will know what you are getting into when you accept your next position.

1. Key Job Aspects & Workplace Characteristics

Determine to what degree the following may play a role in the job and the workplace. One way or the other, combined, they all play a role in determining culture. Tip: Assign a value from 1 to 5; 5 being the highest degree you require for your job satisfaction. There are many more aspects of a job and workplace you may want to consider. This is only a short-list to start you thinking.

• Telecommuting
• Workspace design
• Personal items in the workspace
• Competition
• Teamwork
• Professional Development
• Defined career paths
• Employee interaction
• Esprit de corps

2. Company Website

Some companies promote themselves by discussing their corporate culture on their Website or in their annual report (usually on the website if flattering). On its own, may not be telling enough as it is the company selling itself. Combined with other tail-tale characteristics can be valuable.

3. Other Characteristics to look for in the Workplace are,

• How decisions are made
• How decisions are communicated to the employees
• How employees are recognized
• Interaction among departments
• Interaction among managers
• Interaction among top management

4. Researching Behind the Scenes

Using LinkedIn, Facebook, MySpace and other websites, try to connect with people from the company and get their perspective on culture. I like to ask a few questions in particular; they are,

• What 5 key words or key phrases best describe your company?
• What 5 key words or phrases would your (husband/wife…) use to describe?
• What is your favorite day of the work week? Why?

Other questions you can ask employees are,

• Do you feel your work there, your contribution, is important? (Everyone says “yes”) How do you know?
• Are you encouraged to spend time on training and education outside the office?

Finally, how the company measures up to your Best Company Culture profile is very personal. Teamwork, for example, may be a lot less important to you than the flexibility of telecommuting on occasion. Define the motivators and incentives that are important to you in the job and the workplace; define that which inspires you most. It may be a code of ethics or glittery perks that dazzle. It’s for you to define. This should help to get you started in the right direction.

Hope this helps!

YT,

Rob Taub of RésuméPro PLUS and the
Job Search Corner: http://bit.ly/18wCkO

Re: T.A.P. Q#293 – How Often Can I Use My Network for Help?

Rob Taub — Tue, 22 Sep 2009 09:39:15 -0000

I assure you, how often you can use your network contacts is ENTIRELY up to you. If it becomes “work” for them, expect it to be infrequent at best and short-lived. If you manage it right, it’s forever.

Let’s agree in theory that most people like to help others. Given the opportunity and the wherewithal they will, and why? … Because it feels good! That’s human nature. Unfortunately, in some situations, like networking, we don’t know how to help.

Too often we leave it up to others to figure out how they can help and when they can’t, they experience disappointment – they offered but couldn’t deliver! It’s a difficult position for both networking contacts and job searchers. Time and again job searchers put their networking contacts in a position where... http://bit.ly/1fCJO4

Re: Q#296 – Bullied On-the-Job…How Do I Fight Back?

Rob Taub — Sun, 20 Sep 2009 20:37:30 -0000

You cannot easily protect yourself from being bullied. We have nothing to do with the behavior directed towards us, only the behavior we return. If someone in the workplace is out to harm you with words or action, they do so out of ignorance and you have no control over his or her ignorance. Confrontation or public condemnation may make matters worse. It can get quite messy. When it happens to you, still, there are things you can do!

On Bullying…

Sometimes it’s hard to tell if you’re working for a boss who is very, very tough and extremely demanding to a point where h/she overwhelms you, or a bully who uses his power to hurt or take advantage of others who are not in a position to protect themselves... (read on)... http://bit.ly/zZt5x

Re: T.A.P. Q#292 – Job Rejection: How Can I Get Back on the Horse?

Rob Taub — Wed, 16 Sep 2009 11:20:57 -0000

First & foremost - IT IS NOT YOU FAULT! I suggest you read Jill Ireland's column (& my comment) which may help to get you back on the horse again. Key: If you can take care of yourself you can take care of your job search, and maybe ... you'll get a job when no one's looking.

The recession is actually a pretty good time to look for a job, but you need to stand out from the crowd. One way is to arrive at a company AHEAD of the crowd (eg. the"Spot Opportunitiy" job search). These are not average times and companies are not looking for average people. Just showing up and communicating a link between your value (experience, talents, core competencies...) and their needs, BEFORE the crowd gets there, seperates you from the competition as a "stand-out" -- above average. Sure, it sounds difficult to do and frankly it is even harder to do than it sounds ... scary I know; nevertheless, people do it.

Now, back to the basics: I originally wrote 'you need to take care of yourself before you can take care of your job search' so again, I recommend you read Jill's column (the first link) and the return to read mine: Finding a Job in a Bad Ecomony. Here's Jill: http://joblounge.blogspot.c... ... and here's mine: http://www.ibtimes.com/cont...

Hope this helps!

YT
Rob Taub of ResumePro Plus
and the Job Search Corner: "JobSearchingwithRob"

Re: T.A.P. Q#287 – Is My Personality Ruining My Career?

Rob Taub — Tue, 15 Sep 2009 14:02:55 -0000

It sounds as though your enthusiasm and focus on being the best you can be, either in an interview or one the job may be working against you. I am not suggesting you completely "curb your enthusiasm" during an interview or on the job but rather that you work on developing good communication sense.

High Self-expectation + Tenacity (does not) = Arrogance. On the other hand, high self-expectation + tenacity MINUS a well-developed "communication sense" might.

Communication "skills" and communication "sense" are not one in the same. Good communication skills is the foundation, underpinnings, for developing communication sense, just like knowing the functions of the pieces on the Chess board is ultimately necessary for developing strategy. Pieces do not win the match, strategy does; and perhaps that's all you need - a better strategy for "Communication Sense".

Here are some tips to help develop sound "communication sense".

1. Truism: You create a more meaningful connection by becoming interested in others than by first trying to interest others in you.
2. Do not oversell yourself: Talking to much is perceived as over-selling. Focus and listen and show the interviewer that h/she matters.
3. "Two ears, one mouth blah, blah, blah..."
4. Do not bury your listener with incidentals and unnecessary details of a situation. When showcasing your value if it is not relevant to a result, drop it!
5. Use simple language when talking with others. Do not make your listeners plow through jargon. If they recognize it they will be turned-off; if they do not they will take out a book and read.
6. Use brief anecdotes to communicate your value and strengths; keep each under 90 seconds and invite interviewer questions. (People will remember your anecdotal stories more than a litany of duties and responsibilities).
7. Do not rush. Stop and wait to see if there are questions after your response.
8. Choose your words carefully. Mark Twain once said, "The difference between the right word and the almost-right word is like the difference between lightening and lightening bug."

I would also suggest,

9. "Informational interviews" with knowledgeable and/or influential people with the specific intention of gaining job information. Informational interviews are also great low-risk practice grounds for developing your communication sense.
10. Seek "referrals" which results in less stressful interviews for all parties. When you are referred you enter the interview "pre-sold" to some degree and thus less burdened.
11. Target "spot opportunities" that are resultant of new activities in the business community: Plant openings; new business developments, diversification or product introductions; mergers, acquisitions, divestitures; IPO's, LBO's, etc. These can result in other networking opportunities or leads to jobs that you can get to before of the crowd; and too, result in a more comfortable meeting.

Hope this helps!

YT,

Rob Taub
of ResumePro PLUS & the Job Search Corner:
"JobSearchingwithRob" http://bit.ly/18wCkO

Re: 10 Ways to Use Your Ears to Advance Your Career

Rob Taub — Tue, 15 Sep 2009 13:14:57 -0000

Andy, the techniques you describe here are great. All of them! Thanks for the post!

Re: T.A.P. Q#284 – Why Do Employers Hold My Life Hostage?

Rob Taub — Thu, 10 Sep 2009 15:59:55 -0000

One might say, "Build a bridge and get over it!" I won't, because I understand your frustration...I really do, but now YOU need to understand, understand first, why a manager may act that way. To do that, you have to look first at what it is managers in that sort of setting have to deal with everyday.

Unlike a setting where employees are on salary and have the potential to learn and develop and perhaps move up or on commission and paid upon performance, in your setting that's not likely where the majority the hourly employees stand - to them it's just a job. When you understand this you can start to understand why certain managers act like they have a right to hold your job hostage, right?.

Say for example you are the manager in a CVS store and many of your employees are high school or college students. They are there only for the time being, not for a career. Try to imagine how difficult it is to motivate them to go above and beyond doing there job. They are there to put in the time and leave, save the few who perhaps want to be a "CVS Manager" in this example.

It's very frustrating for managers when the majority of there employees would just as soon quit with no notice because that evening a bunch of them decided to go to the movies. Managers in that environment grow thick skin over the years and some will begin to care less and less.

Now you won't find the hourly employee at Ford Motor company who likely has a family to feed and healthcare bills to pay quitting because something come. there too, if you want to leave and you don't have sick days or professional time available, that manager too will likely say "no".

This doesn't help you feel any better, but probably helpful to know; maybe you might even feel a little empathy. In fact, if you could express your empathy, perhaps if you there for a while, over time, a "connection" may develop and who knows, maybe it'll be more palatable for you.

Although yes, it is easier to say, "hey, build a bridge and get over it!" ... or ... "if you don't like it, you have two feet; get up and find something else" ... but maybe right now you can't. So, I think the next best thing, I guess, is to try to understand. With understanding comes patience; and with patience irritability and anger subside and the people, conditions and things around you are much easier to endure, including of course the manager who seemingly doesn't care. Make sense?

Hope this helps!

YT,
Rob Taub of the Job Search Corner & ResumePro Plus

Re: T.A.P. Q#282 – How Do You Tell If a Job Is Dead-End?

Rob Taub — Wed, 09 Sep 2009 17:47:18 -0000

How to Know if You Are Interviewing For a Dead-End Job … OR …
Top 10 Reasons to Run For The Door!

Number 10: The position for which you are interviewing is vacant. Well run companies don’t create vacancies. Before letting someone go or sensing if someone wants to go, they will be ready with a replacement

Number 9: When asked how the company measures its success in the market, the Interviewer offered a self-constructed analysis based purely on unclear assumption, meaning … he's making it up!

Number 8: Interviewer could offer only vague generalizations about where the company would like to be, concluding with “hey, if it ain’t broke don’t fix it”. The correct thinking: Better improve it before someone else does.

Number 7: When you bring up Internet Marketing or SEO his or her eyes start to close

Number 6: When asked who they feel are their main competitors, you’re fed the old unsubstantiated line, "we don’t have any".

Number 5: When you ask how the position has changed over the years the response is “it hasn’t”

Number 4: When you ask the interviewer to tell you something about the particulars of the job you hear “very steady work; lots of job security”. In other words, you’re not going anywhere from here!

Number 3: When you ask if the Interviewer has any tips before you leave and he or she says, “Just make sure you have some fun out there”

The Number 2 reason you know you are interviewing for a dead-end job: When you ask the interviewer, your would-be boss, how long he or she has been in their job and you hear “since the company started”

And finally, THE NUMBER 1 REASON YOU WILL KNOW IT’S A DEAD-END JOB AND SHOULD HIGH-TAIL IT TO THE DOOR …
When asked if happy with where the company is today, he or she replies “Hey, it pays the bill at the Club and keeps the kids in tennis lessons!”

Hope this helps!

YT,

Rob Taub
www.ResumeProPlus.com

Re: T.A.P. Q#280 – Are Career Experts Full of It?

Rob Taub — Tue, 08 Sep 2009 13:21:02 -0000

Are we (Experts) full of it? I can only speak for one–me; but YES! Absolutely! That is of course if “it” refers to substance as in a body of knowledge and not substance (eh-hem) as in matter.

Although I can only write as one Expert, I am sure there are others like me who will say “we are full of it”. For starters, when advising an individual, the “Positioning” as I like to refer to “it”, is where I begin. Positioning is identifying a job or career focus. This covers not only what one’s talents, background and qualifications are, but the job role that should fit them best, the field or industry, and target employers–the specific "customer" for his/her talents, experience etc. Positioning is determined by probing interests, credentials, background, personal attributes, success factors, and values too. “It” is done through the use of various profile systems, any number of assessment tools… and a great deal of discussion.

There is also the “Marketing”. “It” consists of advertising tools - the written and verbal communications conduits that will be used to promote, as we say in marketing, your value and benefit to an employer. Some examples of “it” may include the development of a resume, letter, resume/letter combo, marketing letter, executive bio/summary, value-proposition and lots more.

Finally, there is “Exposure” to the marketplace. “It” may include various marketing channels (i.e. events, job fairs, online portholes, public forums, associations…) and multiple strategies (i.e. networking, targeted mail, referral marketing, database reports, setting up job alerts, spot opportunities, writing articles, volunteerism …) all coordinated to gain maximum exposure. The end-game is the right position, with the right organization; and “it” happens sooner than later, with the least amount of pain involved.

Now not all of us do this work the same way; and some of us are as different as night and day (rhyme not intended), but, yup … speaking for myself, perhaps some others, in this context “I really am full of it!”

Hope this helps!

YT,
Rob
The Job Search Corner and “JobSearchingwithRob”

Re: T.A.P. Q#279 – What Questions Should I Ask In An Interview?

Rob Taub — Sat, 05 Sep 2009 12:19:03 -0000

Good Question!

"People buy your questions, not your answers". Interviewers already know what sort of answers you're likely to provide. If you're interviewing for a job that was posted, you're also interviewing against other candidates. Since you are all candidates for the same job, you are all similar in one respect or another and therefore probably similar in your answers to questions as well. YOUR QUESTIONS MAY BE THE ONLY WAY TO SEPERATE YOURSELF FROM THE PACK! Thus you need to be prepared with a short-list of 'employer-specicfic core questions that are relevant to the business challenges of that organization'. Ask the questions in a manner that allows the interviewer an opportunity to connect with you; in other words, allow the interviewer to feel s/he is mentoring you. To some it may sound like giving up power and a sign of weakness. THIS advisor is telling you it is a sign of respec and a sure vehicle to a relationship. Finally, space out your questions. In a 30-minute interview you can ask about 3 questions, spaced out in a manner that appears unrehearsed and with enough time to allow discussion around that topic which you brought to the table and are prepared to address; in 60 minutes, 6 questions. You do not want to wait to the end and have the interviewer ask "do you have any questions" for then it already too late. S/he is done; you don't have time to enter into more discussion. The clock ran out on you; do not pass go; don not collect job!

Rob Taub
@RTResumePro

Re: Job Seekers: Don’t Play ‘Trust Fall’ Game with Your References (I Mean It!)

Rob Taub — Fri, 14 Aug 2009 14:15:50 -0000

Another perspective on the importance of references:

I had worked with a client who was a very successful senior executive from a well-known convenience store chain; and quite marketable he was. Nevertheless, during the job search campaign he was always a bridesmaid and never a bride (perhaps I should have gone with Best Man et al). My frustration drove me to call his references and see what they were saying. One went like this: "Tell him what you need to get done and it gets done!" Well, that may be fine for most, but a senior-level Operations Executive? I don't think so. I shot the reference; no hard feelings, and the next opportunity turned into an offer. To show you how marketable he was despite the negative affect his well-meaning reference had, in the eleventh-hour, he said "no" to the offer - he didn't want to leave N.E. and move to PA. The firm countered and offered to move Operations from PA to MA and as a bonus if he accepted, he and his 2 kids could have a two-week paid vacation in Paris on this French-owned company. You have to ask yourself, if he was this marketable all along, how important, REALLY important are references?

I thought this may help.

YT,
RT

Re: T.A.P. Q#36 – Feel Like A Failure at Job Search – What Else Should I Do?

Rob Taub — Wed, 18 Mar 2009 17:47:08 -0000

HAVE you done everything? Aside from contacting your colleagues, job postings and career fairs ... what else have you done? Have you researched the market to see exactly where ELSE other than where you were last that you are marketable AND WHY you are? In other words, have you explored your "other" options (not like the local burger shop)? Consider also the various avenues or tools you are using; are you maximizing on that which is available to you? Do you honestly know all that is available to you to help uncover opportunities and decision-makers?

You see, many people do all that think they CAN do, but you'd be surprised how much they (you) may NOT be doing. For example, have you thought to review companies that have gone through recent mergers, acquisitions, and divestitures? These are all clues for where there may be a future opportunity or a hiring pattern unfolding. Consider that there's usually a 3 to 5 month window after a merger ... after systems and people have been integrated; duplication has been eliminated and now the organization is preparing to re-emerge. THAT's when you have to make contact, not after the "help wanted" sign goes up and EVERYBODY knows. By getting in early and demonstrating your "brand" - you know, your unique value-mix (skills, characteristics, competencies, experience, core values, education et al) - you are in a unique position to present yourself and a personalized solution to some of their needs going forward.

There are many examples of these "spot opportunities" and many avenues for uncovering them: Emergence of new markets; product introductions; leadership vacuums; Board-level changes; IPO's LBO's, relocations and expansions and many more. If you catch wind on a company relocating from a major metro area to say, Central PA, it's likely many of the folks won't sell their homes in this market at a loss and relocate with the company; so there are going to be new opportunities. Rather than waiting for the relo to take place and then have to compete with the new locals, get in there now - again, ahead of the crowd.

Most people are doing all they can do with all that they know, but do they know it all ... really? Simply stated, if I had to go to court for something serious, I would probably NOT go to law school first, nor even bone up and a lot of Law - I'd get a lawyer. (I also wouldn't drill my own teeth). I don't mean to be harsh, but most job searchers don't know a heck of a lot about the art and science of job searching. But there are those that do. If you haven't investigated getting help beyond resume critiques maybe you should now. You sound as though you could use that type of counsel. Like a serious legal issue or a problem with you teeth, the result can be profound. Is that not the same with you career search? The result will affect everything in your life, the quality of your life and that of your loved ones...and for that matter others who also care about you. That's Profound ... AND you health! It's already affected your health: Your self-esteem taking such hits and your waning confidence.

There is a lot of free advice, here and everywhere else, but there are always some people who need extra help pulling it all together. Could you be one? Invest in yourself for this go’ round. I think it makes sense.