CareerDFW: An Insider’s View

roadsign-banner2As a NEW job-seeker, especially one that has enjoyed long tenure with a “good Company,” or succession of terrific jobs within a “cookin’ Industry, it is quite easy to be overwhelmed by the prospects of the jobsearch, or career transition, ahead.  There’s all those swirling emotions to deal with, the changes in job search strategies, and, most challenging of all: replacing that comfortable, confident “vibe” that you’ve enjoyed in prior years of employment!


THIS Week’s Session: Thursday, May 2nd… Guest Presenter Jeff Morris is onboard to help you navigate “the challenging waters of career transition”  with THE BEST, single online tool for Dallas area job seekers, CareerDFW!


chalk1Find out about CareerDFW & CareerUSA.org and how to use it!

Jeff Morris, Founder of CareerDFW & CareerUSA.org (his LinkedIn profile) will be talking about the history of CareerDFW & CareerUSA.org, take you thru each tab of the website live on the internet, point out items you may not know about and then share some of his top career tips from his book YOUR JOB SEARCH.

Get your career search in high gear and learn about http://www.CareerDFW.org and http://www.CareerUSA.org

To find out other dates for the CareerDFW presentation go to: https://www.careerdfw.org/J/calendar/find-out-about-careerdfw.html

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DFWCareerpilot is a FREE, weekly workshop event held most every Thursday Morning, 8:45 ’til 10:30 AM. The Egg and I Restaurant in Addison (NW quadrant of Arapaho and Montfort… 1 block east of the NDallas Tollway)

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Building on CareerFIT

JigSaw-partnershipYour work in Achieving CareerFIT led you to the determination of your career objective, exactly what is the best next step for you in your career transition?  It also suggested strongly that you set your straw-man offer criteria to guide you in moving forwardKnowing what your next right employment  is.

This will help focus your actual search. With clarity in your positioning and targeting goals, you can write a great resume to convey “your story.”


NEXT WEEK’s Session: Thursday, April 25th… Developing a GREAT Resume, and other Personal Marketing COLLATERAL MATERIALS


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WRITTEN COLLATERAL…

 A GREAT Resume that positions you clearly as a terrific FIT with your career objectives… and in today’s technologies, a database-friendly, .asci or .txt version;

  1. A correspondence template package that consistently carries your communication strategy, your message… and in today’s technologies, a reformatted, text only version of your resume ready for email needs;
  2. A high impact, personal biography and/or NETWORKING PROFILE that you can lead with in your referral based networking strategies.
  3. A clear and complete LinkedIn Profile, one that is based on your communication strategy and in synch with your other written collaterals.

VERBAL COLLATERAL…

 A well rehearsed “two minute commercial,” your answer to the most asked question during career transition, “Tell me about yourself.”

  1. Several, well though out, “elevator speeches,” examples that support your primary, positioning, key words. These are usually your representative accomplishments under the SUMMARY of your resume. (30 seconds to 1 minute)
  2. A succinct “qualification statement” that you can use as an introduction at networking events. (usually 20 – 30 seconds)
  3. An “exit statement” which explains your availability, to address the second most asked question during career transition.

Having your collaterals prepared and rehearsed prior to active personal marketing is central to your success and builds confidence.

Execution

Consistency in the delivery of your message is what creates memory… and frequency of your message helps you get there… strive for top-of-mind awareness where it relates to your candidacy.

Your personal marketing COMMUNICATION STRATEGY, your story, must be built around keywords and phrases that best describe your unique value proposition. These words come from your concerted self-assessment process. The challenge is matching the words that best describe your next right employment with the words that best describe a potential new employer’s needs.

A communication strategy that does not achieve that is doomed to otherwise controllable difficulties—and, worst…failure. So, understand that getting recruited involves two distinct elements…

  • Being screened for meeting a JOB’s requirements… a subjective process created by the potential employers of the marketplace. They set the bar HIGH, defined by functional experience, skill set, and knowledge standards so they don’t have to interview every JOB applicant.
  • Being selected by the hiring authority… another subjective process which now involves their assessment of a job-seeker’s FIT with their needs, including personality, work habits, and other ‘cultural’ standards. They cannot hire all qualified candidates. They must choose.

A job-seeker, then, can give themselves choices when they choose to embrace the OTHER Job Market. They improve their probability of success by nearly eliminating the pre-mature screening and rejection process.

Instead, the SMART job-seeker chooses to build relationships with potential employers first, researching attractive trends and targeted organizations in order to maximize probability of success, avoiding the HR-driven screening process to identify appropriate opportunities for securing their next right employment.

Input OVERLOAD

roadsign-banner2Many people talk about “information overload” and “decision fatigue” when it comes to how to conduct your job search, or write your resume, or develop your LinkedIn Profile…or answer those challenging interview questions.  THE Careerpilot  believes there’s another side to the coin… Receiving options is actually motivational and liberating, with the right mindset.  Asking for someone else’s advice isn’t about getting the right answer out of them. Rather, it’s about adding perspective to your view so you can choose the right answer for youSo, how can you ensure another ‘second opinion’ doesn’t cloud your judgement?


NEXT WEEK’s Session, Thursday, April 18th… Achieving CareerFIT: Understanding why Step #1, ASSESSMENT, leads to setting your career objectives, job search offer criteria, and determination of communication strategies.


bob-maher-4587-editFirst and foremost, understand that your ‘core personality,’ defined by your unique strengths, skills, interests, preferences, and values (Step#1: ASSESSMENT), drives your “gut feel” on matters of choice.  TRUST that!

In THE Careerpilot’s 12-Step M.A.P. for career transition, Steps #1 and #2 are in place for one simple reason: If you don’t have a grip on what you want to do next in your career, work toward giving yourself that grip!  Your core personality should be represented in your offer criteria BEFORE development of your Personal Marketing collateral materials, like your resume!

If you cannot connect your motivated skills and strengths to supportive and confirming episodes from your actual experience, you should be utilizing your first wave of implementing your Personal Marketing Plan (Step#9) to identify and resolve this vital issue.  Lean on your A-List connections (people you already know)…

Only then will it become effective to proceed with Step#3 in the development and practice of your collective communication strategies (keywords) in the design of your collateral materials, both verbal and written.

Remember: Perfect practice makes PERFECT!

 And that brings us to Step#4, once you are satisfied with a market-ready resume, share it with your references, coaching them to be in sync with your communication strategies.  Your references should know you well, better than any other editorial resource available to you.

WHY CREATE REJECTION?

Compass-seaLIn every marketplace, there are buyers and sellers.  In the traditional job market, the one that our Department of Labor measures for us, job seekers are the sellers and their potential employers are the buyers.  The commodity is productive work and the competition is fierce.

It doesn’t matter if you are an operations manager, an internal HR professional, senior finance executive, or a key player on the IT team—ANY experienced and valued professional job seeker—ALL want to become a valued partner in the business of their next employer.

Everyone wants a voice in strategic decisions and to be included in ‘the conversation.’ To truly be included, you need to be invited. And you will only be invited if you are seen as absolutely essential to the TEAM.  Remember, team player and team leader CAN BE interchangeable terms.


THIS Week’s Session, Thursday, April 11th… Embracing The OTHER Job Market, our introductory and overview session which defines the OTHER marketplace and get’s into THE Pilot’s basic philosophies…the best place to start for new comers and tire kickers.


chalk1In the OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process.  When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek.  Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot.  Once identified, they simply select their choice and buy their services.

 The JOB Market The OTHER Job Market
Characterized by “requisitioned” jobs being filled by chosen job seekers. Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc.
JOBS rigidly defined by requirements and qualifications… reflected by the screening process aimed at identifying key candidates. Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates.
Process overseen by Human Resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines. Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
JOB Seeking PUBLIC is screened for most desirable candidates. Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
Screening defined by KEYWORDS, often accomplished through computer/internet job banks and resume databases. Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
Recruitment process subject to scrutiny of regulation and political correctness. Often selection process has occurred before active recruitment has been fully engaged.
Actual selection still subject to formal process and subjective choice. Actual selection often a rubber stamp formality to satisfy regulation requirements.

On the other hand, if an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services.  Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

Personal Marketing is a contact sport.