Posted by Mark Brousseau
Today’s job market is not for the faint of heart. Unemployment seems stuck at just over 9 percent, so whether you’re laid off and looking or simply desperate to get out of a dead end job, you’ve got a lot of competition. And if you’ve just emailed your résumé in response to yet another Craigslist or Monster.com job posting, take a deep breath and back away from the keyboard. The Five O’Clock Club’s Kate Wendleton has some good news and some bad news.
First the bad news: You’re doing it wrong. When you answer a posted ad, you’re competing with hundreds, even thousands, of other job applicants. (Not good odds!)
Now for the good (no, GREAT!) news: People are getting hired, even in this dismal job market. In fact, Five O’Clock Club members who command a $200,000+ pay rate are getting jobs in less than six months. Across the board, Club members are getting multiple offers, and professionals are typically landing a job in only twelve weeks.
“If you’re using the right techniques, you will almost certainly find a job,” says Wendleton, president of The Five O’Clock Club, a career coaching and outplacement network. “But online searches and job posts are a very, very small part of the equation.”
“There are so many directions to go in when you start a job search that it often overwhelms people into inaction,” says Wendleton. “Our methodology helps job hunters bring structure to a process that seems random. It’s very comforting—and it works.”
If you’re looking to take that next step, read on for a few suggestions pulled from Five O’Clock Club methodology:
Don’t jump in without a plan. Most job hunters feel like they have to find a new job…yesterday. And while, admittedly, sooner is better than later, Five O’Clock methodology stresses the importance of first taking the time to do the necessary planning. Its job hunters must go through an assessment in which they answer important questions like: What kind of job do you want? Where do you want to work? Where do you see yourself in five, ten, fifteen years? They help people realize exactly what they want and ultimately lead to quicker searches.
“All of our job hunters have to go through the assessment,” says Wendleton. “We don’t accept, ‘I don’t have time for that’ as an excuse. Think of it this way: If you have an important project to complete for work, the project will go more smoothly and have a better result if you do the proper planning ahead of time. The same is true of job hunting.
“Don’t just say, ‘I’ll do anything and everything. Whatever job I can get, I’ll take it,’” she adds. “First of all, nobody wants to hire anyone who is willing to do anything. You won’t be valuable to that employer, and they won’t think you will be truly committed to them. You have to set targets for what you want to do and where you want to work. You set those targets through your assessment. It is a critical step in every job search.”
It’s not about what you can do. It’s about what you really, truly want to do. Many traditional outplacement services analyze the personalities of their job hunters, they analyze their skills, and then they let them start searching. Wendleton says these services are doing their clients a great, well, disservice.
“If you are analyzing only a job hunter’s personality and job skills, then he’ll be stuck in the same accounting job he had before he was fired or before he decided to leave his employer—it will just be at a different company,” explains Wendleton. “People need to envision what they would like to be doing fifteen years from now. They need to think about how their job decisions will affect their spouses and families.
“That’s why we take a whole-person approach at The Five O’Clock Club and make envisioning one’s future a key part of the assessment process,” she adds. “In fact, this step is so useful that 58 percent of the Club members who go through it decide to change careers and target a completely new field or industry than the one they were in before.”
Set targets—and keep them in your sights. You have to set targets for what you want to do and where you want to work. Basically, this means narrowing down the industries you want to work in, the positions you want to hold, the geographic areas you’re willing to move to, and so forth. Five O’Clock Club members set targets as part of their assessments. From then on, they frequently hear the statement, “If your targets are wrong, your search is wrong.”
“Targets are essential because they help drive your search,” says Wendleton. “They take a process that can be overwhelming and give you a course to follow. If you find out that a certain target is not working for you, then you can simply go after the next one. Once you have identified your targets, The Five O’Clock Club urges you to go many places, meet many people, and ask many questions.”
Remember, there’s no DIY in “job search.” The big fad for many outplacement services these days is to do everything online. They use webinars and other e-learning opportunities. They can offer long packages to their clients because they don’t require space or labor. Unfortunately, they leave job hunters without the one-on-one coaching that is necessary to keep them positive and on track.
The Five O’Clock Club, on the other hand, offers its clients both private coaching and small group coaching. In fact, it’s the only career program in which members meet with professional coaches and peers on a weekly basis in a friendly, club-type format.
“Job hunters need feedback,” says Wendleton. “They need to work with people who can get to know them, give them advice on how to improve their résumés and cover letters, set them straight when they’re off track, and hold them accountable. Let’s face it: If you know you’re going to have to report on what you’ve done—and what you haven’t done—you’re much more likely to stay on the straight and narrow.
“People who attend our small groups get jobs faster, at higher rates of pay, and that are more satisfying than those who see only a private coach,” she adds.
Seek out coaching groups that consist of both unemployed and employed job hunters. That’s how Five O’Clock groups operate, says Wendleton. She says the reason is two-fold.
“One, it is depressing for unemployed job hunters to hear only from other unemployed job hunters,” she explains. “They end up sitting around talking about how they were fired, and no one benefits from that. The people who are unemployed get hope from the employed people. They see that Frank or Susan has a job, and know that they will have a job soon too.
“Reason two, the employed members are crunched for time,” adds Wendleton. “They want to come to the group, say, ‘Here’s what I’m doing,’ and get feedback from the group. They keep things moving forward and help everyone get the advice they need efficiently and effectively.”
Don’t fall prey to the “a coach is a coach is a coach” mentality. All career coaches are not created equal, says Wendleton. A coach may have ten or twenty years of career coaching experience, but if he or she is not using a proven methodology, all those years of experience might be a detriment, not an asset. If someone wants to coach for The Five O’Clock Club, he must go through a grueling, four-month certification program to un-learn what he thinks he knows based on his own experience.
“Our coaches can analyze any person’s search in five minutes,” says Wendleton. “First, they want to know how much time a job hunter is spending on her search. Then, they want to know what her targets are. If the person doesn’t have targets that add up to 200 positions—not job openings, but possible positions in her area—then the person hasn’t really started her search.
“They can analyze and improve job hunter résumés and cover letters. They help job hunters identify six to ten search tactics that work for them at any one time. Bottom line, they help job hunters be productive and keep them moving forward in a process that can be extremely tedious and disheartening at times.”
“Card” yourself. Every Five O’Clock Clubber has a special 3x5 index card that holds the personalized keys to their job hunting success. It helps them narrow down and stay focused on their most important “talking points.” You can create one for yourself, too, says Wendleton. First, your card will include the short pitch about yourself to use when you meet a new contact, in interviews, or at other events or meetings.
Here’s an example: I am a marketing manager with twelve years of international experience. In my recent job, I was able to grow revenue by 20 percent in a very bad market. The reason I am looking for a job right now is that the company I work for has decided it doesn’t want to be international anymore. I am talking to you because I can see that you are very interested in growing internationally.
Your card should also include three or four of your personal accomplishments. You want to know these like the back of your hand in case you are ever asked an off-the-wall question in an interview or meeting. Let’s say an interviewer asks you how good your tennis game is. Drawing from your card, you might say: “I don’t know about my tennis game, but at my last job I felt like I was really hitting the ball around. One thing I did was help our sales department increase sales by X percent.”
And finally, your card should include the one question you are most afraid they are going to ask you along with your answer. Let’s say your most dreaded question is Why are you looking? You might say, “I’m looking for a new job because I was caught in a downsizing like so many others in this market.” Or let’s say the question is Why didn’t you finish college? Whatever you do, don’t say, “My mother died and I had to help out,” or, “I couldn’t decide on a major.” The interviewer is not interested in you and your mother. Instead say, “I was eager to work and contribute and that’s the kind of person you would get if you hired me: someone who is eager to work and contribute!”
Shape your own interview. The unfortunate reality is that managers who are hiring don’t always ask the right questions. When this is the case, as the job hunter, you have to figure out a way to get your strengths and accomplishments into the interview. (Remember the tennis game example?) This is when it is a great time to recall all of the great accomplishments you have on your index card and use them to keep the interview moving forward.
“You might expect the person interviewing you to prepare just as much as you did for the interview,” says Wendleton. “But that rarely happens. When this is the case, you don’t have to surrender to her poor preparation. You can revive the situation by creating your own interview. Use the information on your index card to keep the conversation flowing, and keep it flowing in a direction that works to your advantage.”
Network with the big dogs. One of the problems with the way people network is that they just talk to everyone they know. Unfortunately, everyone they know is in the same field or the same age group as them. More often than not, they are peers. They might know about jobs at their companies, but they might not have the authority to recommend you to the hiring manager. Or they might be able to put you only in positions that represent a lateral move and won’t help you advance your career.
“We talk to people all the time who say they’ve been networking for a year and have met a hundred people,” says Wendleton. “Well, unfortunately, they were the wrong hundred people. Networking that counts happens when you are contacting people who are one or two levels higher than you are. You’re not going to get a job until you talk to the right people who are more senior than you and who will think of you when there is an opening at their company.”
If an interviewer doesn’t “bite,” don’t toss him back in the water. In other words, don’t just discard someone who tells you his company has no openings. If a person is at the right level and at the right company, he is just as valuable to you as someone with an opening. That’s because you can ask him this important question: If you were hiring right now, would you hire someone like me?
“Because there is no opening, the contact is more likely to be honest with you,” explains Wendleton. “He might say, ‘Well, no, because you don’t have experience in the X or Y segment of what we do here.’ If you are getting similar feedback from other senior-level contacts, then you will know that you need to adjust your targets or that you aren’t positioning yourself correctly.”
Don’t be afraid to be a “pest.” Follow up, follow up, and follow up again. After you interview with a company or meet with a senior-level contact, that isn’t the end of the road. You need to spend just as much time developing that relationship after you’ve met with her as you did prior to the meeting. You have to follow up…repeatedly.
Think about it this way, says Wendleton. Say there’s a kid who wants to get his first job and he goes to his local grocery store. The first week they tell him they aren’t hiring. So he goes back the next week and then the next. Finally, the manager agrees to hire him. The same general idea holds true for senior-level people and big companies.
“Not only does the follow-up phase keep you in front of them, it also helps you find out where you stand,” explains Wendleton. “You can find out what your competition looks like, how many other people they are talking to, etc. This information will help in the salary negotiation phase if they do decide to hire you. For example, if you know you had a lot of competition for the job, then you will know you can be easily replaced, and you will have little room for salary negotiations. But if they tell you, ‘We want you and no one else’—and yes, this does happen!—that gives you a lot of wiggle room.”
If you get an offer, don’t assume you’re home free. Aim to have three concurrent offers in the works at any one time. These offers don’t have to be jobs that you actually want to take, but having them in the works prevents you from slowing your search when you think you are about to get hired. It also gives you a psychological edge—the fact is, if you have only one thing in the works, the interviewer can tell.
“What usually happens for a job hunter with only one opportunity in the works is he keeps asking the hiring company about progress, and they tell him they haven’t come to a decision,” says Wendleton. “Well, if you have other offers, even if they are offers you know you won’t take, you can tell them that you have three offers on the table, but theirs is the job you really want. If they want you, you can push them to make a decision. Having multiple offers also helps keep you positive. It helps you keep your momentum going.
“By the way: If you don’t have multiple things in the works, don’t lie and say that you do,” she adds. “Nine times out of ten you will not be able to keep up with what you told to whom. You’ll be found out, and it won’t do anything but hurt you in the long run.”
If there’s one overarching piece of advice to remember, says Wendleton, it’s simply this: Don’t sell yourself short.
“You’re not just looking for ‘a job,’” she says. “You’re taking the next step in developing and shaping your career. Your skills are valuable. You do have something to offer. And somewhere out there is a company that wants and needs that something. You owe it to yourself to do what it takes to find them.”
Showing posts with label job search. Show all posts
Showing posts with label job search. Show all posts
Tuesday, January 11, 2011
Tuesday, January 4, 2011
Connecting with the "Overqualified" Job Candidate
Posted by Mark Brousseau
When a job opens up in today’s economy, it receives a lot of attention. And no wonder: Over 15 million Americans need work. And if you’re a hiring manager, you may have found that the best way to shrink that pile of résumés on your desk is to weed out the seemingly “overqualified” workers first. After all, you reason, those candidates will want too much money and will jump ship the minute they find a better offer. Right?
Not necessarily, says Maribeth Kuzmeski. In fact, she adds, a recent Harvard Business Review article suggests that when you ignore these candidates you’re missing out on the opportunity to add highly qualified talent to your organization.
“The article points out that ‘overqualified’ candidates tend to show a better work ethic, stay, on average, longer than less qualified candidates, and as long as they are empowered are actually happy workers,” says Kuzmeski, author of The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life and the new book …And the Clients Went Wild! How Savvy Professionals Win All the Business They Want.
To back up these assertions, the HBR article cites studies from folks at the University of Connecticut, the University of South Carolina, St. Ambrose University, and Portland State University, respectively, which show that overqualified workers are high performers, less likely to quit, and value autonomy.
“Saying someone is ‘overqualified’ is basically saying he or she is too skilled or too experienced,” says Kuzmeski. “The truth is, candidates with well-developed skills, a lot of working world experience, and the right attitude are exactly what you should want. When you ignore candidates based on your own assumptions or perceptions about what you see on their résumés, you run the risk of missing out on great employees.
“Instead, take the time to connect with these candidates,” she suggests. “Invite them in and learn what motivates them.”
Below Kuzmeski offers advice on how best to approach the highly qualified hire:
Be open and honest about your concerns. If you have concerns about certain elements of the candidate’s experience, ask about it. If you see that a candidate has an impressive list of achievements, acknowledge them.
“Don’t chuck someone in your ‘no’ pile simply because you might be a little intimidated by his achievements,” stresses Kuzmeski. “Ask the candidate how he plans to use the skills that led him to his past achievements in the position you’re offering, but don’t focus too much on the past. Instead, find out about his current motivations and the goals he has for the position.”
Connect with the candidate’s why. Your worries about a highly qualified candidate can be decreased when you connect with her why. Most candidates are not applying for jobs they seem more than qualified for because they are simply desperate for work—but many hiring managers never find this out because they discard these candidates’ résumés rather than invite them to come for an interview.
“By connecting with the candidate’s why, you can learn her motivations for wanting a position,” notes Kuzmeski. “Even if a person was downsized, maybe she was burned out on what she was doing and wants to jump-start a new career. Or she may want to give up a higher level position in order to get back to something she enjoyed doing earlier in her career. You’ll be able to tell when she is explaining her reasoning and her motivations whether or not she truly has a passion for the job in question or whether she is simply willing to take the first job that is offered to her.”
Recognize that highly qualified people require less training. If a job candidate has been around the block a few times, his adaptability to new situations and responsibilities will be better. That’s good news, because you and your managers will spend less of your own valuable time training him.
“Plus, once you have him on board, it’s likely that you’ll find he is a great help to your other employees,” says Kuzmeski. “Highly qualified candidates bring with them more life experience to pull from when challenging situations arise with clients or other coworkers. You will probably also find that you have added peace of mind knowing that someone who is highly skilled and experienced is hard at work for you.”
Hire based on attitude. This might be the best piece of advice to heed with any hiring decision. As long as a candidate has the basic skills and knowledge required to get the job done, don’t spend time wringing your hands over whether or not she might be too qualified. If the person has a great attitude and is highly motivated, then you might want to give her a chance, especially if the other candidates are less qualified and don’t seem like they will fit in with the company culture.
“Hiring is a tricky business,” notes Kuzmeski. “Sometimes it’s okay to go with the person you like the most. If that person also happens to be highly qualified, then it will only benefit you and your company in the long run.”
Once you have them, empower them. As touched on above, the study from Portland State University found that overqualified employees who are given decision making power tend to be more satisfied with their jobs. The study performed by assistant professors from the University of Connecticut, the University of South Carolina, and St. Ambrose University examined data on more than 5,000 Americans. Those examined, according to the Harvard Business Review article, were high-intelligence workers in jobs such as washing cars and collecting garbage. With those studied, high performance was the norm.
“By giving these employees autonomy, you show them that you have confidence in their abilities and respect the skills and qualifications they bring to the table,” says Kuzmeski. “As a result, they stay with the company and often outperform their fellow employees.”
"The best thing you can do is ignore the myths about ‘overqualified’ job seekers,” says Kuzmeski. “Think about it: These people became highly qualified for a reason—for the most part, they make fantastic employees. You want to hire the right person for the job, not the person you assume, sight unseen, is less likely to leave. By taking the time to connect with candidates and discuss their motivations and goals, you’ll be able to make that judgment for yourself.”
What do you think?
When a job opens up in today’s economy, it receives a lot of attention. And no wonder: Over 15 million Americans need work. And if you’re a hiring manager, you may have found that the best way to shrink that pile of résumés on your desk is to weed out the seemingly “overqualified” workers first. After all, you reason, those candidates will want too much money and will jump ship the minute they find a better offer. Right?
Not necessarily, says Maribeth Kuzmeski. In fact, she adds, a recent Harvard Business Review article suggests that when you ignore these candidates you’re missing out on the opportunity to add highly qualified talent to your organization.
“The article points out that ‘overqualified’ candidates tend to show a better work ethic, stay, on average, longer than less qualified candidates, and as long as they are empowered are actually happy workers,” says Kuzmeski, author of The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life and the new book …And the Clients Went Wild! How Savvy Professionals Win All the Business They Want.
To back up these assertions, the HBR article cites studies from folks at the University of Connecticut, the University of South Carolina, St. Ambrose University, and Portland State University, respectively, which show that overqualified workers are high performers, less likely to quit, and value autonomy.
“Saying someone is ‘overqualified’ is basically saying he or she is too skilled or too experienced,” says Kuzmeski. “The truth is, candidates with well-developed skills, a lot of working world experience, and the right attitude are exactly what you should want. When you ignore candidates based on your own assumptions or perceptions about what you see on their résumés, you run the risk of missing out on great employees.
“Instead, take the time to connect with these candidates,” she suggests. “Invite them in and learn what motivates them.”
Below Kuzmeski offers advice on how best to approach the highly qualified hire:
Be open and honest about your concerns. If you have concerns about certain elements of the candidate’s experience, ask about it. If you see that a candidate has an impressive list of achievements, acknowledge them.
“Don’t chuck someone in your ‘no’ pile simply because you might be a little intimidated by his achievements,” stresses Kuzmeski. “Ask the candidate how he plans to use the skills that led him to his past achievements in the position you’re offering, but don’t focus too much on the past. Instead, find out about his current motivations and the goals he has for the position.”
Connect with the candidate’s why. Your worries about a highly qualified candidate can be decreased when you connect with her why. Most candidates are not applying for jobs they seem more than qualified for because they are simply desperate for work—but many hiring managers never find this out because they discard these candidates’ résumés rather than invite them to come for an interview.
“By connecting with the candidate’s why, you can learn her motivations for wanting a position,” notes Kuzmeski. “Even if a person was downsized, maybe she was burned out on what she was doing and wants to jump-start a new career. Or she may want to give up a higher level position in order to get back to something she enjoyed doing earlier in her career. You’ll be able to tell when she is explaining her reasoning and her motivations whether or not she truly has a passion for the job in question or whether she is simply willing to take the first job that is offered to her.”
Recognize that highly qualified people require less training. If a job candidate has been around the block a few times, his adaptability to new situations and responsibilities will be better. That’s good news, because you and your managers will spend less of your own valuable time training him.
“Plus, once you have him on board, it’s likely that you’ll find he is a great help to your other employees,” says Kuzmeski. “Highly qualified candidates bring with them more life experience to pull from when challenging situations arise with clients or other coworkers. You will probably also find that you have added peace of mind knowing that someone who is highly skilled and experienced is hard at work for you.”
Hire based on attitude. This might be the best piece of advice to heed with any hiring decision. As long as a candidate has the basic skills and knowledge required to get the job done, don’t spend time wringing your hands over whether or not she might be too qualified. If the person has a great attitude and is highly motivated, then you might want to give her a chance, especially if the other candidates are less qualified and don’t seem like they will fit in with the company culture.
“Hiring is a tricky business,” notes Kuzmeski. “Sometimes it’s okay to go with the person you like the most. If that person also happens to be highly qualified, then it will only benefit you and your company in the long run.”
Once you have them, empower them. As touched on above, the study from Portland State University found that overqualified employees who are given decision making power tend to be more satisfied with their jobs. The study performed by assistant professors from the University of Connecticut, the University of South Carolina, and St. Ambrose University examined data on more than 5,000 Americans. Those examined, according to the Harvard Business Review article, were high-intelligence workers in jobs such as washing cars and collecting garbage. With those studied, high performance was the norm.
“By giving these employees autonomy, you show them that you have confidence in their abilities and respect the skills and qualifications they bring to the table,” says Kuzmeski. “As a result, they stay with the company and often outperform their fellow employees.”
"The best thing you can do is ignore the myths about ‘overqualified’ job seekers,” says Kuzmeski. “Think about it: These people became highly qualified for a reason—for the most part, they make fantastic employees. You want to hire the right person for the job, not the person you assume, sight unseen, is less likely to leave. By taking the time to connect with candidates and discuss their motivations and goals, you’ll be able to make that judgment for yourself.”
What do you think?
Thursday, December 30, 2010
Why It's a Great Time to Look for a Job
Posted by Mark Brousseau
You've been on the job hunt for months—maybe even all year—and you're looking forward to the coming respite from search-related stress and disappointment. The holidays are here, after all. And it's "common knowledge" that nothing happens on the hiring front from Thanksgiving to New Year's. You might as well give the pavement pounding a rest and focus on decking the halls for a while...right?
Wong. In fact, says Kate Wendleton, now is exactly the time to hit your job search the hardest.
"Although most job seekers don't realize it, conditions are ideal for them this time of year," confirms Wendleton, president of The Five O'Clock Club (www.fiveoclockclub.com), a career coaching and outplacement network. "While they won't 'officially' tell you, many organizations are planning to hire in January. That means now is the perfect time to put yourself on their radar."
Wendleton knows all about helping people navigate the complicated job market, regardless of the season. Hers is the only career program in which members meet with professional coaches and peers on a weekly basis in a friendly, club-type format. It offers small group career coaching across the U.S. and Canada. And its website—www.fiveoclockclub.com—provides hundreds of free articles and audio recordings on job searching and career development.
"It may come as a big surprise, but looking for a job this time of year actually increases your chances of getting hired," Wendleton promises. "You have less competition, and many companies are in a hiring mood. It's the perfect storm—in a good way—for job seekers."
Read on for the case as to why you should keep on keepin' on...and some suggestions from The Five O'Clock Club for how you can maximize your momentum amidst the merriment:
Why you shouldn't wait 'til January:
'Tis the season for your competition to take a breather. Nearly everyone believes the "no one gets hired during the holidays" myth, so the majority of your competition is taking a break while you're still filling out applications. The fact is, it's much easier to out-class and out-perform the competition when there's next to none of it!
"It's amazing how many people retire from the job-hunt battle this time of year and leave the field wide open," Wendleton says. "At no other time will it be easier for you to really distinguish yourself from the pack. For one thing, hiring managers will have fewer résumés to distract them; plus, they'll be impressed by your drive and persistence, because most of your peers are taking it easy."
Managers are planning their post-Auld Lang Syne moves now. Here's a valuable tip for job hunters: January is often one of the biggest hiring months of the year. However, no organization will say that it plans to hire in January—right now, all you'll hear is that there are no openings at present (which is technically true). And guess what? Those upcoming positions won't go to folks who kicked back by the fire with a cup of eggnog—they'll be offered to the people who expressed interest and met with hiring managers in December.
"Right now, organizations are doing their budgeting for 2011," Wendleton explains. "For example, one company The Five O'Clock Club spoke with said they will not do any more hiring this year because they want to keep the numbers looking good, but they will fill those positions ASAP in the New Year, and they might even consider making offers now. Who is going to get those jobs? The folks who throw their hats into the ring during the holidays!"
The business world isn't pressing pause just because the halls are decked. The fact that the annual alcohol-laced karaoke party has been scheduled doesn't mean that business as usual stops. Think about it: The stock market is trading. Stores are still open. Deals are still being negotiated. And—shocker!—hiring managers are still reading résumés that land on their desks. (If anything, the seasonal good cheer will put them in a better mood when they do.)
"No hiring manager in his or her right mind would ever say, 'Okay, it's December, so I can't look at any résumés or communicate with any prospective applicants until January,'" Wendleton points out. "Certainly, this time of year comes with a special set of distractions, but underneath the trimmings, it's business as usual. If there's hiring to be done, it will be done."
Your momentum won't sustain itself through the merriment. Unless your job hunt started last week, you've built up some amount of momentum. You've made contacts. You've gotten your foot in some doors. You've started to prove how wonderful you are. Don't let all of that effort go to waste by slacking off now! If you do, it'll take you weeks to make up the lost ground.
"I can categorically say that the slackening of momentum is one of the greatest job-hunt saboteurs we see in The Five O'Clock Club," Wendleton shares. "When people fail to have lots of things in the works, they concentrate on the one great job that they really want—and they're devastated when they come in second or the company puts a freeze on hiring. Then, it takes them two or three weeks to dig out of the depression...and who knows how many great opportunities have slipped by in the meantime?"
What you can do to improve your job search:
The Five O'Clock Club says that there are three stages to a job search: 1) being in touch with six to ten people in your target market on an ongoing basis, 2) getting those people to actively express interest in having someone like you on board, and 3) inspiring them to discuss real jobs with you. The following strategies will help you get to Stage Two (which means you're approaching the right people and positioning yourself correctly)—and once you're there, Five O'Clockers promise, Stage Three will take care of itself.
Reconnect with the year's contacts. You've sent out cards and good wishes to friends and family...so why not extend that tradition to all of the job-search contacts you've made throughout the year? Send a card or email thanking each person for his or her help, wishing them a Happy New Year and include an update on your situation. You never know when the right memory might be sparked!
"Reconnecting with the year's contacts in a friendly, well-wishing way will remind them of who you are, what you do, and what you're trying to accomplish," Wendleton explains. "One of your main goals should be to stay on the radar of as many people in your network as possible. It takes hard work and discipline, yes, but as was the case recently for one Five O'Clock Club member, a friendly email can prompt a contact to forward your résumé to someone else, which might lead to an interview...and a job."
Expand, define, and redefine your targets. You may have a short—or long—list of companies on which you're focusing, but that list isn't definitive by a long shot. The last thing you want is a skimpy or sloppy group of targets that lacks breadth and depth. Plus, you never know when you might discover a new company you never knew about that's an ideal fit.
"You can expand your list of targets by revisiting what your skills and strengths are (maybe there's something you've overlooked!), brainstorming with friends, and doing more internet research," suggests Wendleton. "Many people are amazed to discover, after months of job hunting, an organization that isn't rich or famous but is nevertheless a great place to work."
Focus on avenues you've neglected. Everyone has a preferred method of getting meetings, whether it's through ads, search firms, networking, or direct contacts. During the next few weeks, focus on the avenues you normally skimp on. You'll probably identify new hiring trends, new contacts, and new positions. And (as we've established) now's the ideal time to get your name out there.
"Many people neglect networking and direct contacts, because they're the most labor-intensive," Wendleton shares. "If you fall into that category, challenge yourself to launch a targeted mail campaign this holiday season. Imagine what the impact might be if you send out ten intelligent cover letters per week, and then make follow-up phone calls a few days later. At the very least, you'll be a familiar name to a bevy of hiring managers."
Don't withdraw from your support network. Five O'Clock Club members attend a weekly meeting in order to receive support, advice, and help in their job searches. If you belong to such a group, don't use the holidays as an excuse to skip meetings. One of your primary goals should always be to make sure your search is moving forward.
"Accountability and outside input are crucial in helping you stay on track, and they also ensure that your job search doesn't lose originality and momentum," Wendleton says. "If you don't have a support network and are worried that you'll slack off despite your best intentions, ask a friend or family member to serve as a sounding board and check in on your progress."
Accept those party invitations! You might be tempted to become a hermit because you don't want to field questions about "what you're doing right now" or "how your job search is going." To some extent, that's understandable, especially if your situation hasn't changed in a long time—but avoidance is the wrong attitude to have. This is a party time of year, so get out there and network! Tell people you're looking for your next situation, and be sure to tell them the kind of job you're looking for.
"Take advantage of as many opportunities to meet new people as possible, and be ready to share your 30-second pitch on what you're looking for," advises Wendleton. "And if it's appropriate, ask for a more formal meeting at a new contact's office in the near future. Also, remember that those who are in a direct position to hire aren't your only allies. If you favorably impress a project manager, for example, she might mention you to her boss...and bingo—you've got an interview."
"Remember, keep adding to your job-search to-do list...and check it twice," concludes Wendleton. "There's absolutely no reason why you can't start out the New Year with one resolution already crossed off your list—a job you're excited to accept."
What do you think?
You've been on the job hunt for months—maybe even all year—and you're looking forward to the coming respite from search-related stress and disappointment. The holidays are here, after all. And it's "common knowledge" that nothing happens on the hiring front from Thanksgiving to New Year's. You might as well give the pavement pounding a rest and focus on decking the halls for a while...right?
Wong. In fact, says Kate Wendleton, now is exactly the time to hit your job search the hardest.
"Although most job seekers don't realize it, conditions are ideal for them this time of year," confirms Wendleton, president of The Five O'Clock Club (www.fiveoclockclub.com), a career coaching and outplacement network. "While they won't 'officially' tell you, many organizations are planning to hire in January. That means now is the perfect time to put yourself on their radar."
Wendleton knows all about helping people navigate the complicated job market, regardless of the season. Hers is the only career program in which members meet with professional coaches and peers on a weekly basis in a friendly, club-type format. It offers small group career coaching across the U.S. and Canada. And its website—www.fiveoclockclub.com—provides hundreds of free articles and audio recordings on job searching and career development.
"It may come as a big surprise, but looking for a job this time of year actually increases your chances of getting hired," Wendleton promises. "You have less competition, and many companies are in a hiring mood. It's the perfect storm—in a good way—for job seekers."
Read on for the case as to why you should keep on keepin' on...and some suggestions from The Five O'Clock Club for how you can maximize your momentum amidst the merriment:
Why you shouldn't wait 'til January:
'Tis the season for your competition to take a breather. Nearly everyone believes the "no one gets hired during the holidays" myth, so the majority of your competition is taking a break while you're still filling out applications. The fact is, it's much easier to out-class and out-perform the competition when there's next to none of it!
"It's amazing how many people retire from the job-hunt battle this time of year and leave the field wide open," Wendleton says. "At no other time will it be easier for you to really distinguish yourself from the pack. For one thing, hiring managers will have fewer résumés to distract them; plus, they'll be impressed by your drive and persistence, because most of your peers are taking it easy."
Managers are planning their post-Auld Lang Syne moves now. Here's a valuable tip for job hunters: January is often one of the biggest hiring months of the year. However, no organization will say that it plans to hire in January—right now, all you'll hear is that there are no openings at present (which is technically true). And guess what? Those upcoming positions won't go to folks who kicked back by the fire with a cup of eggnog—they'll be offered to the people who expressed interest and met with hiring managers in December.
"Right now, organizations are doing their budgeting for 2011," Wendleton explains. "For example, one company The Five O'Clock Club spoke with said they will not do any more hiring this year because they want to keep the numbers looking good, but they will fill those positions ASAP in the New Year, and they might even consider making offers now. Who is going to get those jobs? The folks who throw their hats into the ring during the holidays!"
The business world isn't pressing pause just because the halls are decked. The fact that the annual alcohol-laced karaoke party has been scheduled doesn't mean that business as usual stops. Think about it: The stock market is trading. Stores are still open. Deals are still being negotiated. And—shocker!—hiring managers are still reading résumés that land on their desks. (If anything, the seasonal good cheer will put them in a better mood when they do.)
"No hiring manager in his or her right mind would ever say, 'Okay, it's December, so I can't look at any résumés or communicate with any prospective applicants until January,'" Wendleton points out. "Certainly, this time of year comes with a special set of distractions, but underneath the trimmings, it's business as usual. If there's hiring to be done, it will be done."
Your momentum won't sustain itself through the merriment. Unless your job hunt started last week, you've built up some amount of momentum. You've made contacts. You've gotten your foot in some doors. You've started to prove how wonderful you are. Don't let all of that effort go to waste by slacking off now! If you do, it'll take you weeks to make up the lost ground.
"I can categorically say that the slackening of momentum is one of the greatest job-hunt saboteurs we see in The Five O'Clock Club," Wendleton shares. "When people fail to have lots of things in the works, they concentrate on the one great job that they really want—and they're devastated when they come in second or the company puts a freeze on hiring. Then, it takes them two or three weeks to dig out of the depression...and who knows how many great opportunities have slipped by in the meantime?"
What you can do to improve your job search:
The Five O'Clock Club says that there are three stages to a job search: 1) being in touch with six to ten people in your target market on an ongoing basis, 2) getting those people to actively express interest in having someone like you on board, and 3) inspiring them to discuss real jobs with you. The following strategies will help you get to Stage Two (which means you're approaching the right people and positioning yourself correctly)—and once you're there, Five O'Clockers promise, Stage Three will take care of itself.
Reconnect with the year's contacts. You've sent out cards and good wishes to friends and family...so why not extend that tradition to all of the job-search contacts you've made throughout the year? Send a card or email thanking each person for his or her help, wishing them a Happy New Year and include an update on your situation. You never know when the right memory might be sparked!
"Reconnecting with the year's contacts in a friendly, well-wishing way will remind them of who you are, what you do, and what you're trying to accomplish," Wendleton explains. "One of your main goals should be to stay on the radar of as many people in your network as possible. It takes hard work and discipline, yes, but as was the case recently for one Five O'Clock Club member, a friendly email can prompt a contact to forward your résumé to someone else, which might lead to an interview...and a job."
Expand, define, and redefine your targets. You may have a short—or long—list of companies on which you're focusing, but that list isn't definitive by a long shot. The last thing you want is a skimpy or sloppy group of targets that lacks breadth and depth. Plus, you never know when you might discover a new company you never knew about that's an ideal fit.
"You can expand your list of targets by revisiting what your skills and strengths are (maybe there's something you've overlooked!), brainstorming with friends, and doing more internet research," suggests Wendleton. "Many people are amazed to discover, after months of job hunting, an organization that isn't rich or famous but is nevertheless a great place to work."
Focus on avenues you've neglected. Everyone has a preferred method of getting meetings, whether it's through ads, search firms, networking, or direct contacts. During the next few weeks, focus on the avenues you normally skimp on. You'll probably identify new hiring trends, new contacts, and new positions. And (as we've established) now's the ideal time to get your name out there.
"Many people neglect networking and direct contacts, because they're the most labor-intensive," Wendleton shares. "If you fall into that category, challenge yourself to launch a targeted mail campaign this holiday season. Imagine what the impact might be if you send out ten intelligent cover letters per week, and then make follow-up phone calls a few days later. At the very least, you'll be a familiar name to a bevy of hiring managers."
Don't withdraw from your support network. Five O'Clock Club members attend a weekly meeting in order to receive support, advice, and help in their job searches. If you belong to such a group, don't use the holidays as an excuse to skip meetings. One of your primary goals should always be to make sure your search is moving forward.
"Accountability and outside input are crucial in helping you stay on track, and they also ensure that your job search doesn't lose originality and momentum," Wendleton says. "If you don't have a support network and are worried that you'll slack off despite your best intentions, ask a friend or family member to serve as a sounding board and check in on your progress."
Accept those party invitations! You might be tempted to become a hermit because you don't want to field questions about "what you're doing right now" or "how your job search is going." To some extent, that's understandable, especially if your situation hasn't changed in a long time—but avoidance is the wrong attitude to have. This is a party time of year, so get out there and network! Tell people you're looking for your next situation, and be sure to tell them the kind of job you're looking for.
"Take advantage of as many opportunities to meet new people as possible, and be ready to share your 30-second pitch on what you're looking for," advises Wendleton. "And if it's appropriate, ask for a more formal meeting at a new contact's office in the near future. Also, remember that those who are in a direct position to hire aren't your only allies. If you favorably impress a project manager, for example, she might mention you to her boss...and bingo—you've got an interview."
"Remember, keep adding to your job-search to-do list...and check it twice," concludes Wendleton. "There's absolutely no reason why you can't start out the New Year with one resolution already crossed off your list—a job you're excited to accept."
What do you think?
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