Growth Industries and Transferable Skills

Tip of the Week
Dianne Gubin

 Growth Industries and Transferable Skills

 An article in the New York Times by Louis Uchitelle on Sunday, July 19th discussed the recession and where the jobs are in this new economy.

 Job losses are steepest in motor vehicles and parts, as well as temporary help services, employment services, furniture and related products, and construction and manufacturing.

So where are the jobs?  Growing sectors include home health-care services (and areas related to an aging population), other health-care-related industries, oil and gas extraction, and the federal government (except the U.S. Postal Service).
Are your skills transferable?  Solid backgrounds in accounting, sales, marketing, and project management, for example, are highly transferable skills, regardless of industry. 

The ability to gather and analyze information, make decisions, lead, manage, organize, delegate, listen, negotiate, and show up on time are all examples of transferable skills.

As you march through your career, consider your job to be specific to a point in time and your skills to be transferable, regardless of where you work.

Expand your horizons by developing and cultivating skills that can carry you through your career.

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Tech Exec Partners now offers one-on-one coaching career services. Whether you’re re-entering the workforce or need to brainstorm how to ask for your next raise, we can help.

 

To book a session call: 818-222-0300 x 101

WHY YOU SHOULD HIRE OVERQUALIFIED CANDIDATES!

Tip of the Week
Dianne Gubin

WHY YOU SHOULD HIRE OVERQUALIFIED CANDIDATES!

 With the economy rapidly plunging, there is a plethora of “overqualified” candidates available.

Overqualified can be defined as candidates who may have more experience and education than the position requires. These candidates are now willing to work in positions below their skill set at a lower market value. For example, we’re seeing chief financial officers now applying to work as accountants or financial analysts.

Some hiring managers say they are reluctant to hire overqualified candidates because the candidate:  

• Will be underpaid and soon ask for a salary increase or promotion
• Will be underpaid resulting in personal financial issues
• Could feel resentful and become a problem employee
• May have more experience than the hiring manager, thus causing the hiring manager to feel his/her leadership or position may be threatened
• May leave when the market turns around 

None of these are solid valid reasons as much as negative thoughts focusing on why not to hire a qualified candidate. Once someone is in a job about six months, he/she usually masters the position. Now that the dot-com boom days are over, there is no evidence that overqualified candidates, once hired, leave for better positions.

Positive Aspects: Why You SHOULD hire overqualified candidates:

 In today’s economy, there aren’t jobs available for candidates to move to. Many once healthy industries are now defunct. Candidates who make the transition to new firms say they are sincerely interested in stability and long-term success.

 And candidates know that their compensation in prior positions has no bearing on what pay they may receive for a similar position in another firm. If a job is being outsourced, a candidate is more interested in maintaining a working career and a paycheck than quibbling over a salary differential, even if the difference is $20,000 or more. People are grateful for work.

 We’re hearing that some companies have cut too many employees. This is an excellent time to hire and round out a team. This is a rare time when so many excellent people with strong skills and advanced degrees are immediately available.

Overqualified candidates are our neighbors. We want to keep people in our community employed. We can’t wait for the government and stimulus packages.

 It’s up to you and your company to create jobs and hire today.

 There are currently countless outstanding candidates for every open job. More people are in the process of losing their homes. They are eager for meaningful work and a paycheck. If you have a job opening, someone unemployed and available is waiting and ready to go to work for you today.

 Let’s keep our economy strong. Let’s Keep America Working!

 Tech Exec Partners now offers one-on-one coaching career services. Whether you’re re-entering the workforce or need to brainstorm how to ask for your next raise, we can help.

 

To book a session call: 818-222-0300 x 101

Who Makes the Cut?

Who Makes the Cut?

 You leave the job interview confident that you gave it your best.  You answered all the questions and knew everything possible about the company. 

 Days pass and you learn that you didn’t get the job.  What happened?

 Here are some of the “closed door reasons” hiring managers and team interviewers have regarding candidates and why things don’t work out:

 

• Overqualified and won’t stay  
• Too much of a learning curve  
• Not strong enough in _____  and we don’t have time to train  
• Working with him/her would drive me crazy  
• I didn’t like the way he/she answered a question  
• We have stronger/more qualified people who work here already  
• Talked too much 
• Talked to me, but didn’t talk to everyone in the room  
• Not enough eye contact  
• Ugly outfit  
• Won’t pass a background check because…  
• Said too much about why last job didn’t work out.  
• I know “So and So” who worked with candidate at his last company.  We don’t want him here.  
• He/She will be too distracted with family/child care/eldercare issues  
• I don’t think he/she will get along with…  
• He/She just won’t work out here.  It doesn’t feel right.

Candidates don’t usually hear the true reason a position doesn’t go forward. 

 

Larger companies and educational institutions generally include all stake holders in a hiring process.  This can mean that 10 or more people participate in the hiring process, each taking a minimum of an hour per interview from normal work, and ranking the candidates.  All candidates are asked the same questions and graded on answers. This process is subjective at best and designed to weed out as many as possible.  

 

If you’re not offered the position, chalk it up as a learning experience and continue the search process.   

 

 

The right job is out there for you. 

12 Lessons Learned from the Recession

12 Lessons Learned from the Recession  

1)      Jobs.  Jobs come and go.  Is your identity attached to your work?  If your job goes away, will you have a life after your job?  Have you developed other areas of your personal and professional life for balance?    

2)      People come and go from our lives.  Who are the people who are really there for you when you need them?  

3)      Money.  Living on credit is not as solid as having cash in the bank.  Most of us have significantly pulled back on spending to live within our means and to save.  

4)      Local businesses.  If we don’t support the small businesses in our community, they go away.  Do we really only want to work with and shop at the mega stores?  

5)      The federal bank bailouts are not helping Main Street.  The middle class is eroding. Self-sufficiency is necessary today.  

6)      If we don’t bring back manufacturing and re-establish a significant manufacturing base, the jobs that have left the state and the country will be gone forever.  As a country, we need a significant commitment from the government and private sector to fund manufacturing.  

7)      New jobs.  Finding a job in today’s economy is all about who you know.  More people find jobs through their personal networks than by submitting résumés into online databases.  

 8)      Ask for what you want.  It’s easier to negotiate, barter, and deal as everyone is eager to move things forward.  Credit card and mortgage companies are now willing to negotiate more than ever.  

9)      Step up your personal and corporate marketing efforts.  Staying visible both personally and professionally online and in the community will continue to create new opportunities.   

10)  Volunteer.  Look for ways to give back.  Volunteering will make you feel good, as well as give you the opportunity to help others who are less fortunate.  

11)  Appreciation.  Appreciate and be grateful for what is important and already in our lives.  It’s nice to have nice things, but many of us realize that materialism is not what makes up happy.  We don’t need to collect more to have more.  

12)  Stay positive.  Stay focused on what’s important in your life and let the rest be background noise.  Everything is a cycle and this too shall pass. 

 

 

To see more of Stuart Rosen’s work: www.gurustu.com  

Are Handwritten Thank You Notes Outdated?

Are Handwritten Thank You Notes Outdated?  

Thank you notes are never outdated. Sending a thank you note is an excellent way to express appreciation for advice, gifts, and job interviews.   In today’s technology driven world, an emailed thank you note is acceptable.

Thank you notes are best sent within 24 hours of your interview. If you are working with human resources or a recruiter, the correct protocol is to forward the note to your primary contact, who will then send it along for you.   

Thank you notes are second opportunities to establish a touch point with a hiring manager or recruiter, as well as restate sincere interest in the position. They keep you in mind after your interview and everyone has returned to busy work lives. A thank you note will always set you apart from other candidates, as most people don’t write them.  

When you write a thank you note, briefly reiterate how your skills and background fit the position. The focus of the note should be how you will make the hiring manager successful.   And if you’re not seeking new employment, thank you notes are an excellent way to stay in touch with prospects, clients, and referral sources. A thank you note with a token gift card for coffee or juice will always be remembered.  

We all feel guilty over thank you notes not written. It’s best to forget past guilt over things not done and just start fresh.   Start writing your thank you notes today.    

 Come to the Job Hunting Game Seminar!   

 A NEW interactive workshop designed for YOU.  

 Saturday morning, June 27, 2009.  Let’s Keep America Working! ™  

 

To see more of Stuart Rosen’s work: www.gurustu.com

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Advice on Dealing with Hostile Interviewers

Tip of the Week by Dianne Gubin     

Have you ever been on a job interview and felt the situation spin out of your control, maybe to the point where you even felt the interview turned hostile?   Hiring managers are more cautious now about hiring and ensuring a match for the team.

In addition, they want to know that your skills, background, and interests will make THEIR projects successful.   With this mindset, hiring managers interview looking for reasons to disqualify candidates.   Hiring managers may not know what questions to ask you, as interviewing may be a skill that is used infrequently. Or large corporations, nervous regarding discrimination issues, may ask every candidate the same question and rank the answers for comparison between candidates.  

Typical interview questions regarding your background, particularly transitions regarding reasons for leaving companies, are salary history, past projects, manageability, and more. It’s your responsibility to make sure that your interview highlights your strengths.  

 It’s easy to get frustrated during an interview. You are doing your best and the hiring manager is looking for reasons to disqualify you.   It’s your responsibility to make sure that your background is conveyed as succinctly as possible to everyone involved in the interview process. Look at an interview as a sales call. When the interviewer asks a question that makes you feel uncomfortable, answer the question to the best of your ability and then add information that brings the conversation back to your skills and background fitting the position.

For example, you quit a job where you didn’t get along with your boss. Instead of describing the situation at length, gloss over your history in one sentence or less. You can say, “I left because there really was no room for growth and this is very important to me at this time.”   When new people are brought into the room during your interview, don’t assume that they are familiar with your background or have even seen your résumé. Bring new arrivals into the conversation. You can say, “I know I said this before… I’m currently working at XYZ Company as a project manager working on enterprise wide systems. I’m PMP certified. My project is ending soon and I’m looking for a new opportunity in the healthcare industry.”  

Take charge of the interview. Answer questions, ask questions, and, if appropriate, bring samples of your work.   An interview may seem hostile as not everyone knows how to be a gracious host to a guest in an office. Or the interview may follow a tangent for which you’re not prepared. Studying lists of common interview questions and have prepared answers are helpful.  

Just know that even if you don’t get the job because the interview turned to what you perceive as hostile, this probably isn’t an environment in which you want to work.  

Just chalk up the interview to one more sales call that brings you one step closer to your next position.   Come to the Job Hunting Game Seminar!   

 

Downtime at Work During a Recession

Tip of the Week by Dianne Gubin    

Downtime at Work During a Recession  

Some employees are finding that with sales down in this economy, they have fewer projects to keep them busy.  This doesn’t mean that their jobs are at stake, but that there is a lull in a normally fast-paced business.   It’s anecdotal, but we’re hearing more stories of workers taking on side projects, playing video games, job hunting at work, or leaving early.    Joyce, a marketing director at a leading healthcare company, said that her normally frenetic schedule has lightened up recently.  She still has plenty of work, but her skill level allows her to finish her work earlier than most on her team.  Joyce spends the extra time at the office researching a side Internet marketing business she’s getting ready to launch.  She said she’s careful not to leave evidence of her personal work on the company’s computer.   Scott, a Web developer, left a job, even during this economy because he was no longer challenged.  Scott said that his colleagues are all busy playing video games at work as there just isn’t enough work to keep them in a hectic pace all day.   Annie, an administrative assistant, was fired for job hunting at her desk. One quick look at her Web browsing history showed the activity.   When employed seeking a new job during a down economy:  

• Put your personal cell phone and email on your résumé
• Avoid using your corporate email account for personal business
• Don’t job hunt at the office 

In most firms, there is always work and projects to create that can move the business forward.  Ask how you can help.  Seek out new projects.  Or volunteer for a professional association where you can learn new skills.     A down economy and less work at the office mean this is a good time to maintain and expand your professional network, take classes, and create better balance in all areas of your life.   

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5 WAYS TO COMMUNICATE WITH CLIENTS

5   WAYS TO COMMUNICATE WITH CLIENTS

Most of us have internal and external clients with whom we maintain contact. What are ways to stay in touch? 

1.           Phone:  Email has become the traditional way to communicate status reports when working on a project. However, we’re all inundated with email. To get someone’s attention, calling—or leaving a voice mail—is a superior way to get your message through the clutter.

Look through your calendar and find people with whom you had lunch or coffee within the last 24 months or so. Phoning “out of the blue,” with no reason to call except to say hello, will always be appreciated. This is an excellent way to circle back with clients, as well as family, friends, and colleagues.

2.           Online.  In addition to regular email, watch the action on LinkedIn, FaceBook, and other social networking sites for updates on clients and colleagues. Connect and join online groups that are of interest to you and your clients.

3.           Send Mail.  A snail-mail letter, card, or invitation will sit on someone’s desk and remind that person of you. Emailed newsletters are an excellent way to stay in touch. And you can use your email auto signature to convey tag lines and contact information. When sending email, be sure to include your contact information on all correspondence.

4.           In Person.  There’s nothing like seeing someone in person. Pop down the hall; schedule an in-person, follow-up appointment; or invite a client or colleague to an event. Nothing says “I care about you and how you’re doing” more than making and taking time to see someone in person.  

Consider ways to support your clients on their projects. Ask if there’s anything that you can do to help. Consciously look for opportunities to connect people in your network with each other.   If it is appropriate, or during the holidays, bring a token gift, such as a plant, to say you are thinking about them.  

5.           Events.  Attend industry and professional events. Invite clients and colleagues. Event organizers always like a full house.  

Host or co-host events, speak at professional associations, and volunteer selectively to maintain visibility with your clients and within your industry.    

Out of sight is really out of mind. Maintain contact with your clients and professional network. It’s a great way to form and maintain career-long friendships.

 

 

5 Tips to Effectively Delegate = SMART Goals

Tip of the Week by Dianne Gubin    

5 Tips to Effectively Delegate = SMART Goals   Delegating allows you to get more done without doing it yourself.  And yet, how often do all of us think that it’s easier to do it yourself, then to ask some one to help?   How can you delegate a project, or piece of a project, and make that that it’s done satisfactorily?     One way is by setting what are known as SMART goals.   Smart goals are:     

 

1. Specific.   Give clear instructions as to a specific, or agreed upon outcome.  
2. Measurable.  Are there metrics or an outcome which can be measured?  
3. Attainable.  Is the agreed upon project achievable?
4. Realistic.  Is the goal realistic and relevant? 
5. Timely.   Set deadlines for feedback, completion or tracking milestones or deliverables.

 

When possible, delegate the whole project or make sure that the person to whom you delegate understands how their piece fits in with the whole.

 And don’t forget to congratulate and say thank you when a job is done!    Delegating allows you to share the workload, while cultivating team work, skills and accountability with others in your firm. 

www.letskeepamericaworking.com   www.techexecpartners.com  www.diannegubin.com

 

ORGANIZATION SKILLS

HIRING MANAGERS 

You’re set to hire additional staff members. How do you organize your hiring process?

• Know the job. Prepare a written description that thoroughly documents the skills required for the position.
• Prepare a list of interview questions relating to the candidate’s skills and accomplishments.
• Consider work-related and personal qualities important to you and to the position.
• Make hiring a priority. Set aside time to interview as quickly as possible.
• Jot down notes and impressions. Keep a spreadsheet so you can evaluate each candidate.
• Have members of your team participate in the process.

Most important? Trust your instinct.

JOB SEEKERS 

It’s prudent to keep a “Career Spreadsheet” in Excel or other software program.

TRACK:

• Datesyou upload your résumé and refresh to on-line job boards
• Dates you send your résumé to recruiters
• Dates and feedback from all phone and in-person interviews
• Dates you directly apply to companies via corporate HR Web sites
• Contacts you have met through networking events

Keep track of all dates. When you submit your résumé directly to a corporate database, there may be a period of time which must pass before you can be represented by an outside recruiter.

Be sure to keep your job search documentation in one place.