Taking On The 500# Gorilla

Compass-seaLWhy is it that even though “networking” stacks the deck in the favor of a job seeker, there seems to be this 500# GORILLA that stands in the way?

If you don’t understand the interactive nature of networking, now’s the time to learn. To be an effective networker, you need to be willing to serve as a conduit, sharing information, building relationships based on trust and reciprocity, leveraging existing relationships to create new ones, and following through to create ways to stay in touch to continue giving.


NEXT Week’s Session, Thursday, May 23rd… Implementing YOUR Personal Marketing PLAN: The creation of powerful, productive “waves” in your job search


bob-maher-4587-editThose who don’t fully understand the process, who use people for information and never build the relationship, or return the favor, give networking a bad name and lose credibility in the eyes of others. Networking is about building trust and respect, not tearing away at it!

So, what exactly IS this 500# gorilla that gets in the way of efficient, more productive job search activity?

  1. Lack of awareness regarding the effectiveness of networking. Most people in a job search spend too much time canvassing the open job market, the market everyone gets to see through job posting boards and recruiters.
  2. I don’t want to ask for a favor. Many people think that when you network you’re asking someone for a job… this is not the goal of networking.  You ask for information about an industry, company, or position.
  3. Not comfortable talking to people they don’t know. Sixty percent (60%) of the population consider themselves shy. This perception leads to less networking. If the prospect of speaking to someone you don’t know is overwhelming right now, start to build your network by talking with people you do know such as friends, family, neighbors, or your doctor or dentist.
  4. Fear of rejection. Many people fear that if they ask for information the other person might not be willing to talk to them.

While it is true that not everyone will agree to meet with you, many people will extend help to you and you have nothing to lose by asking.  If they can lead you to others who can help you gain necessary information for your search, your network will grow in a steady, comfortable way.  And at the same time, your confidence and comfort will be growing.  And as your confidence grows, “listen” for the anticipated jobs (PRE-requisition) and the opportunities for undefined roles…

Learn to embrace this OTHER Job Market… but the pathway to IT is through your comfort level in identifying and pursuing the unpublished, or hidden marketplace.

Far fewer explore the hidden market; the actual jobs that are never posted, but instead are filled through connections, internal endorsements, and post-interview placements into a better fitting role  The odds of finding a position through the smaller, hidden market are greater than those in the open market.

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Are You TOUGH Enough?

bob-maher-4587-editPersonal accountability, it seems, is something nearly everyone would like to have—and which many of us think we could benefit from working on.  In active job search, it would help a job seeker in identifying and maintaining focus on appropriate tasks and activities that generate success.  And from the more strategic career focus, it will create the confidence to be aware of, and act on, appropriate next steps along one’s career path.

Too many times, we fall victim to distractions from the job search. The trap of sleeping late, watching TV, and playing on the Web can ensnare us. With no one but ourselves to hold us accountable for our job-search goals and plans, time can just slip away. It’s so easy to lose balance between personal needs and wants and our job search.


Thursday, May 16th… Developing YOUR Personal Marketing Plan (PMP)


JigSaw-partnershipThe other end of the spectrum is becoming a “job search-aholic.” For many of us, our identity is tied up tightly in our career, while others need a job right away just to make ends meet. No matter how great the need or desire for a new position, conducting a job search 24/7 non-stop can actually be a detriment to a successful campaign.

It’s about adding good habits to your routine.  What behaviors should you engage in every day for greater grit?   Here’s a handful of the Careerpilot’s suggested habits to get you started.

  1. Set Realistic Boundaries… You can’t be mentally tough if you don’t take responsibility for your own situation. That means being firm about what is and is not acceptable to you instead of letting others influence your behavior and mood in ways that you don’t agree with. The mentally tough, in other words, “refuse to let other people dictate whether they’re going to have a good day or a bad day.” You must identify and rely on your unique internal voice/ compass.
  2. Accept Responsibility… You can’t get better if you don’t admit your short comings and weaknesses… and you can’t learn from mistakes if you refuse to accept responsibility for them. “Rather than make excuses for their mistakes or failures, seek explanations that will help you perform better moving forward.” Be assertive in creating your internal voice/ compass.
  3. Be Realistically Optimistic… When it comes to the right outlook for optimum resilience, it’s all about balance. Blue sky optimism will only lead to disappointment, but knee-jerk negativity will ensure you never even try to reach your full potential. To maintain just the right amount of optimism the mentally tough “strive to re-frame their negativity,” replacing “exaggeratedly negative thoughts with a more realistic internal voice/ compass.”
  4. Monitor Your Emotions… Contrary to popular belief, mental toughness isn’t about suppressing your emotions, it’s about being aware of and honoring them. The truly mentally tough “monitor their emotions throughout the day and recognize how their feelings influence their thoughts and behaviors.” They know sometimes reaching their greatest potential requires them to behave contrary to how they feel.
  5. Practice Self-Compassion… Nor is mental toughness about being your own harshest critic and strictest taskmaster. Instead, those with exceptional resilience speak to themselves with kindness and compassion, not judgmental self-bickering and bargaining. They forgive themselves for mistakes and cheer themselves on as they work toward achieving their goals.

Your New Routine

JigSaw-partnershipToo many times, we fall victim to distractions from the job search. The trap of sleeping late, watching TV, and playing on the Web can ensnare us. With no one but ourselves to hold us accountable for our job-search goals and plans, time can just slip away. It’s so easy to lose balance between personal needs and wants and our job search.

The other end of the spectrum is becoming a “job search-aholic.” For many of us, our identity is tied up tightly in our career, while others need a job right away just to make ends meet. No matter how great the need or desire for a new position, conducting a job search 24/7 non-stop can actually be a detriment to a successful campaign.


Thursday, May 9th…Guest Presenter: Joy Perkins, “Creating and enjoying the benefits of personal accountability”


accountability-partnerOnce burnout sets in and enthusiasm begins to wane, how can you be at your best when you interview or even network?  The buddy system is an ideal way to protect against burnout while keeping on track!

3 GREAT Reasons You Need An Accountability Partnership

A partnership can be you and one other person…or it could be a group of 3 or more like minded individuals. Having had a lot of experience with facilitating accountability teams and partnerships over the years, I offer the following reasons why such activity will boost your individual job search efforts…

1) Someone to bounce around ideas with… It can be productive when you’re stuck and not sure how to proceed on an idea or maybe with a target organization—or an individual you’re having trouble connecting with.  Sometimes you just need that extra little push. Connecting with someone who does understand is a big deal.

2) Someone to share accomplishments with… Did you research and identify a great opportunity? Land that big interview? Get your first offer?  An accountability partner is the perfect person to share those exciting times with.

As Corporate citizens, we are used to being on productive teams, surrounded by resources, and encouraged to succeed.  However, as job seekers, it is easy to lead a very isolated existence and appropriate resources are not always available.

3) Someone you can stay accountable to

Again, it’s really rewarding to have someone to tell when you have accomplished specific goals and/or tasks. Or on the flip side it’s nice to have someone there if you’re starting to feel overwhelmed and they can bring you back to reality. It’s great to know you have someone there that is counting on you to take action!

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)

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.