General Career Coaching

Bypass HR and Get Connected Directly to Hiring Managers

· May 31, 2015 · General Career Coaching, Job Search, Networking & Social Media

Applying for jobs online can be frustrating. Job-seekers often tell me they feel they’re submitting their resume into a black hole, and wonder if anyone even received it.

At a career workshop I was facilitating today, a participant told me she’d applied for a job and it was eight weeks before she heard confirmation her application was received. When you’re looking for a job, waiting two months for initial contact is not ideal.

On average, a company with 1,000 employees receives 100,000 employment applications annually. Adding your resume to the pile is not your best approach.

A friend of mine was job searching using a conventional online search and application process. After a month, and more than 17 applications with custom cover letters submitted, not a single response was received.

I suggested using the approach I’m about to share with you, and, in the same dayshe tried it she received three emails from people in companies she was targeting. She ended up meeting for lunch with one of those people, who then passed her information along deeper into the company, and she’s now a finalist for the position she was targeting.

As a side bar, the person she had lunch with told her his company wouldn’t have likely contacted her, because they don’t hire people without an inside connection.

Here is one way to approach this process:

Step 1: Research and Target Companies

Research companies that have the type of role you’re interested in. For example, I might use the career exploration tool O*net Online. If you’re an IT Project Manager, search “IT Project Manager” and then click a job title in the search results, scroll to the bottom of the page and click “Find Jobs” to see companies in your desired area that are hiring. If you already know the companies you’re targeting, skip this step.

In my example search result, there are currently 581 IT Project Manager jobs posted in North Carolina. I can narrow and expand my search for a target location.

Step 2: Assess Your Connections

Let’s say Microsoft is a company of interest for an IT Project Manager role.

Go to the LinkedIn home page and enter “Microsoft” in the search box and click “People who work at Microsoft.”

In the search results, check if you have any 1st connections that currently work at Microsoft (you can also check for additional 1st connections by selecting people who used to work at Microsoft, as a back up).

If you do have a 1st connection and you are acquainted with them, send them a Message and ask if they’re willing to connect you with others they know within Microsoft that would know people in Project Management.

You’d be surprised how people within the target company will continue forwarding your information along until you end up in the right place.

If you don’t have 1st connections, look at your 2nd connections and expand theshared connections hyperlink (shown below) to see who you know that is connected to each 2nd connection you have.

The search results show how many 2nd connections you have (second red arrow). In the screenshot below, you can see I have 758 2nd connections and one 1st connection to Microsoft. Ideally, you want to identify 2nd connections that aremost closely related to the department or business unit you’re seeking and the person who connects you to this person is someone who has a favorable opinion of you.

Step 3: Write a Network Blurb and Ask Your Connection to Share it

Ask your 1st connection to contact the person they are connected with to ask them if they’d be willing to have an exploratory conversation with you. Make it easy for your contact by providing them with a networking blurb about you so they don’t have to conjure something to say about you.

Using the Microsoft example, I’ve written a networking blurb that states:

  • The type of role I’m seeking
  • Why I want to work at their company
  • What I’m asking of them to do for me

“I am currently seeking to join the Microsoft team as an IT Project Manager. I have 7+ years of experience managing large IT projects such as a company-wide CRM platform upgrade which was installed on time and within budget. I am interested in working at Microsoft because of the strong commitment to continuous learning and growth of its associates. Would you be willing to have a 30 minute networking conversation with me about your experience working for Microsoft?”

You’d be surprised at the high percentage of people who say yes to this request. I network my clients regularly and I have not been declined yet. Keep in mind:

  • I don’t refer people who are low potential or a poor fit for a position. Don’t ask this of people if you aren’t qualified.
  • I don’t refer people I can’t reasonably vouch for
  • I’m careful not to ask the same person repeatedly, or frequently

You increase your chances of landing a position by 42 times when networking.

If you have a great networking story using this method, I’d love to hear it!

All the best to you!​

Powerful Article on LinkedIn Profile Management

· May 21, 2015 · General Career Coaching, Networking & Social Media, Personal Brand

This is the best article​ I’ve read yet on creating a high impact LinkedIn profile. It motivated me to make some tweaks and I had thought my profile was ready for prime time!​

A Better Way to Choose Which Job Offer to Take

· May 18, 2015 · General Career Coaching, Job Search

I coach plenty of people that make a lot of money that detest their job. So why do people continue to take job offers with the best financial package?

We should know by now that money doesn’t make us happy. Polls show that satisfaction after receiving a raise fades in less than six months.

Realistically salary does matter. You have bills to pay. However, you shouldn’t simply choose the job offer that has the best salary offer on the table. Before you ever receive a job offer, you should outline exactly what is most important to you so you aren’t tempted to compromise when you receive an offer.

In addition to base salary, bonus, stock options, tuition reimbursement, vacation, and insurance, you should evaluate the attributes of the job.

The American College Testing (ACT) Program has identified 25 common attributes of work associated with personal job satisfaction. The assumption is that if the attributes of a job match one’s personal preferences, then one is more likely to be satisfied in that job, all other things being more or less equal.

You can create a simple table in Word or Excel spreadsheet and list the 25 attributes shown below.

 Next, arrange the work attributes into thirds:

  • The top third are workplace attributes that are desirable to you.
  • The middle third are neutral; you can take them or leave them.
  • The bottom third are work attributes that are undesirable to you.

Review aspects of the job description, as well as information you’ve received about the job from your interviews and other research. You can also add your own attributes to the above list.

Color code attributes that are present and desirable (top third) in green under the role.

Color code attributes that are present and undesirable (bottom third) in red under the role. This indicates the presence of work attributes that you don’t enjoy.

For example, if you want a job that allows you to contribute ideas, you color code it in green if a job offers this (shown in the example above). If do not want a job that requires you to create order (also shown in the example above), and a job has this attribute, you color code it in red under that role.

The job with the most green in the top third and fewest red in the bottom third is the best match.

Here are the definitions of the 25 work attributes:

Authority: similar to management, but towards non-employees, as in a traffic cop job—telling people what to do or what not to do (lawyer, consultant)

Certification: careers certifying competence by a degree, license, etc. (doctor, actuary, realtor)

Creating Order: using rules to arrange things (quality inspector, administrator)

Easy Re-entry: easy to move, or quit and come back, as after maternity leave (sales, mechanic)

Financial Challenge: advising others so that much could be gained or lost (investment/financial planner)

40-Hour Week: work that entails no overtime, taking work home, on-call status, etc. (postal clerk)

High Income: to be in the top 25% of money earners (NFL quarterback, executive)

Immediate Response: working/performing around others where immediate feedback is the norm–applause, laughs, boos, cheers, attaboys, attagirls, handshakes, etc. (comedian, flight attendant)

Influencing Others: convincing without authority (sales, counseling, health care, social work)

Making or Fixing Things: working with your hands or tools on electro-mechanical objects (mechanic)

Management: planning, directing, and evaluating the work of others (manager, supervisor, etc.)

New Ideas: creating new ways to do things – trying new combinations of ideas (advertising, consultant)

Non-Standard Hours: preferring work that is seasonal, temporary, part-time, shifts, etc. (consultant)

Occasional Travel: out of town travel about once a quarter (small-business owner)

Physical Activity: work that results in a significant amount of exercise–walking, lifting, sporting (construction, firefighter, baggage handler)

Precision: work that is done according to exact standards or procedures (assembler, fabricator)

Problem Solving: spending time figuring out how to do things, to get things done, to fix things (consultant)

Project Work: tasks lasting one week or longer (project manager, engineer, and architect)

Public Contact: work in which you can talk and be seen by non-co-workers (customer service, sales)

Routine Travel: getting out of the office/town once a week or more (many sales positions, consultant)

Short Training Time: less than 6 months required training after high school (construction work, receptionist, delivery driver)

Working in an Office: work most of the time inside, in an office (accountant, writer, banker)

Working In/Out: partially inside and partially outside (material handler, elementary school teacher, coach)

Working Outside: working outdoors in the weather, good or bad (cowpoke, mail delivery, door-to-door sales)

Working Separately: solitary work that requires little talking or other contact with co-workers (bookkeeper)

This is just another data point in addition to the total package being offered, but if a role has less green and more red than an offer with a little more money, you’ll likely be better off taking the job that has the attributes that will lead to better job satisfaction than just going for the dough.

All the best to you!

Should You Work for Yourself?

· May 9, 2015 · Career Transition, General Career Coaching, Strengths

Self-employment isn’t for everyone. Some personalities enjoy the routine, structure, and perceived stability of being someone’s employee. Others feel like a caged animal.

Those that dream of working for themselves but won’t take the leap generally fear they won’t be able to generate enough income to live, and that’s a reasonable concern. Here’s something interesting to consider:

A team of researchers once followed a group of 1,500 people over a period of 20 years. At the beginning of the study, the participants were placed in two groups.

Group A, 83% of the sample, were people who chose a career path based solely on the prospect of making money now in order to do what they wanted later in life.

Group B, the remaining 17%, were people who selected a career path to do what they wanted now, and would worry about money later.

At the end of 20 years, 101 of the 1,500 people became millionaires. Of the millionaires, 100 out of 101 were from Group B — the group that pursued what they loved.

Ask yourself the question, What would I do if money was no object? and check out this thought-provoking video about pursuing work you love.

Maybe passion isn’t enough motivation for you. Perhaps you’re a person who needs some convincing data to decide if you should take the plunge into your own business.

The Gallup organization has identified the top 10 talents of highly successful entrepreneurs. It’s unlikely you will possess all 10 strongly, but you can find out your dominant talents, and where you’d likely need some support to ensure success. The 10 talents are:

Creative Thinker
Definition: People who are especially talented in the Creative Thinker talent have a curious intellect that helps them constantly imagine new products, services, and solutions. They are quick learners who explore various options and consider novel solutions as they anticipate the future needs of their customers.

Determination
Definition: People who are especially talented in the Determination talent pursue their goals with tenacity. They are intensely committed to success and are eager to take quick action. They rely on high motivation to turn adversity into opportunity. They can see beyond roadblocks and visualize a better future.

Confidence
Definition: People who are especially talented in the Confidence talent are keenly aware of their abilities. They harness this awareness to take quick and decisive action. They seize opportunities knowing they will succeed and use their talents to persist in the face of uncertainty and failure.

Independent
Definition: People who are especially talented in the Independent talent can single-handedly start and operate a business. They rely on high energy and extreme commitment to succeed in the grueling grind of business creation. They firmly believe their actions decide the fate of their business and are motivated to make things happen.

Promoter
Definition: People who are especially talented in the Promoter talent speak boldly on behalf of their company. They consistently communicate a clear vision of their business to customers and employees. They are great salespeople with an ability to form deep relationships and convince others to follow their well-defined business growth strategy.

Business Focus
Definition: People who are especially talented in the Business Focus talent couple sharp business instincts and a fascination with making money. They have an uncanny ability to look at data from which they can form unique insights. Ultimately, they evaluate decisions through the prism of profitability.

Risk-Taker
Definition: People who are especially talented in the Risk-Taker talent embrace challenges with enthusiasm. They have a strong, charismatic, and confident personality. They naturally focus on the rewards of success instead of potential failure. They emotionally connect with customers and exceed their expectations.

Knowledge-Seeker
Definition: People who are especially talented in the Knowledge-Seeker talent understand that information is a valuable asset. They have a deep desire to acquire knowledge about all aspects of their business. They search for new information to solve problems and succeed in complex business environments.

Delegator
Definition: People who are especially talented in the Delegator talent can trust and empower others to help grow their business. They know what their employees do best and position them to take responsibility for tasks at which they are most likely to excel. They can relinquish control and focus on growing the business.

Relationship-Builder
Definition: People who are especially talented in the Relationship-Builder talent have strong interpersonal skills that allow them to build a robust and diverse personal network. They rely on relationships to access resources and information essential to the success of their business.

If you’d like to take the EP 10 assessment to discover your entrepreneurial aptitude, you can find it here (scroll down to the very bottom of the page).

I’ve coached a number of people who just can’t seem to fall in line with being an employee and it’s usually because they have a strong entrepreneurial bent, so instead of helping them find a job, I helped them identify steps toward self-employment.

To some, the thought of starting a business can be exciting, scary, daunting, and thrilling all at the same time. If you’ve found limited satisfaction in your career, and feel a strong pull to go your own way, maybe it’s time to spread your wings and fly!

All the best to you!
Kristin

Salary Negotiation

· May 6, 2015 · General Career Coaching, Uncategorized

Money talk can be awkward, but it’s critical to negotiate your salary and get it right when you’re offered the job, because once you’re in the company, negotiation can be more difficult.

Here are two articles that are helpful:

  1. ​Good advice on negotiation language: View Article
  2. Five steps to help calculate your “worth” so you’re prepared for salary discussions: View Article

​All the best to you!

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