Career Musings

DON’T send a cover letter with “To Whom it May Concern”. It portends laziness and lack of interest.

DO the research to find the name of the person responsible for hiring.

DON’T use “References Available on Request” on your résumé.

DO use a quote from your performance appraisal or a testimonial that highlights your value.

DON’T replicate your job description when developing your résumé.

DO include powerful accomplishment-based statements that address the employer’s buying motivators or needs.

DON’T spend too much of your job search hours on the computer.

DO arrange more face time with people in your network.

DON’T send a generic Thank-you note after the interview.

DO send one that recaps key elements of the discussion and reiterates your interest in the position.

DON’T ask for a job at an informational interview.

DO ask for one or two names they recommend you contact.

DON’T relate your life story when asked “Tell me about yourself”.

DO talk about your education, work history, and what you have recently done for your company.

Image Credit: Dirjournal.com

Today’s post is about recognizing your value and asking for what you want, whether you are a man or woman!

Over the past several months I have become a fan of Morning Joe on MSNBC, with Mika Brzezinski, Joe Scarborough and Willie Geist. After watching Mika interview some of the women profiled in her book “Knowing Your VALUE – Women, Money, and Getting What You’re Worth”, I decided to buy a copy. It’s an excellent read. She talks about how difficult it is for women to ask for what they want, especially asking for a raise or a promotion. While men are comfortable promoting themselves, and almost demanding what they want, women prefer to work, work, work hoping the boss will take notice.

While reading the book, I was struck by a couple of quotes from Valerie Jarrett, President Obama’s senior advisor.

“I felt like if I was deserving, then my boss should recognize that I was deserving.”

After one of her mentors said to her, “You can’t sit around waiting for people to recognize your work, you have to ask for it”, she gathered her courage and went to her then boss.  Soon after that discussion, she got the promotion and the front office she had wanted.

That bold, courageous move prompted Jarret to say, “If you’re not asking for a promotion…you’re not going to get the gold ring”.

See, even high profile people like Valerie Jarrett, Mika Brzezinski and others quoted in the book, found it difficult to ask for what they truly deserved, and when they did, they got what they wanted. You are no different! You are ‘high profile’ in your own right. What is it that you would like to ask for, but are fearful about? Are you afraid to ask for the job during the interview? Are you worried that in the current economy you can’t ask for a raise? Are you waiting on your boss to give you the promotion that you know you deserve? As a small business owner or a coach, do you feel uncomfortable charging the fee you deserve for the services you provide?

Whatever it is, you owe it to yourself to ask for what you want…today! Go ahead, promote yourself, and see what happens!

Have a productive Monday!

Every so often I read a blog post or hear comments about the death of the ubiquitous résumé, and I am sometimes tempted to believe it. After all, it draws its competition from the overabundance of social media tools and, to a lesser degree, from individuals with the ‘gift of gab’ who can talk themselves into any job without a résumé.

But, let’s pause for a moment! Probably, the résumé isn’t dead after all. A few days ago, one of my clients was interviewed for a Senior Vice President position by the top three honchos of a company. They were impressed with the content and structure of his résumé because after the interview, he sent me the following note:

The Top Guy stated he had never seen a better résumé and appreciated the time and effort I put into it.  I was straight up and told him I solicited assistance. I said, “No one stands alone but draws on other people’s expertise as required”. He loved that.

Naturally, I was happy for him that things went well, and by the looks of  it, he may be getting an offer soon, but I also reflected on the CEO’s comment. This couldn’t have happened if it was a collaborative effort between the client and me. Before crafting the résumé, I put him to work by having him complete an assessment to uncover his strengths and the work environment in which he strives best. It was a worthwhile exercise for him as he wrote to say, “I want to express how important this process has been for me to re-evaluate my worth and experience. I have a fire I have not had in a while!”

The next step was to delve into his background, unearth his success stories and formulate them into a cohesive value proposition that articulates what he is good at, what he consistently does well, and how he delivers tangible results. He was stunned when he received the draft document and remarked, “To say we are blown away (the wife and I) would be an understatement. This is GOLD!”

Before meeting with company officials, we also discussed interview strategies – what to say, when to say it, and what to hold back.  This brings me back to the question, “Is the résumé really dead as some would have us believe?” Not really! Hiring managers and recruiters usually request one; job postings ask to submit one, and CEOs sometimes want to see one before agreeing to meet a candidate. What is on its way out is the résumé as it used to be. The one devoid of value-based scripts, filled with ‘responsible for…’ statements and does not address the employer’s needs or buying motivators. Such a résumé cannot stand up to the competition and will certainly meet its demise if it hasn’t already. On the other hand, the one that tells stories, focuses on major strengths, and promises value, that’s the résumé that will lead to interviews and then to a job offer.

What are your thoughts? Have your say below.

Several of my clients are professional immigrants, aka Internationally Educated Professionals. While they are trying to navigate and understand the job search maze, they are either not working or they are working in survival jobs. Invariably, these jobs are not related to their professions, and some prefer not to mention such jobs on their resumes. Those who haven’t yet found a job face the same challenge – how to account for their time away from the job market.

In a recent survey, a group of Canadian HR professionals and hiring managers were asked “How should candidates address gaps in their employment history?” Nearly thirty-six percent (35.9%) said they should include a statement in the ‘work experience’ section and twenty-three percent (23.4%) indicated that they should give an explanation in a cover letter. Sixteen percent (15.6%) said that candidates should explain (in a chronological resume) where the gap occurred, or they should fill the gap with professional development. From this statistic, it is safe to conclude that 75% of respondents want you to account for the gap.

While keeping the hiring managers’ preferences in mind, here are some additional ways to compensate for, or explain gaps in your employment:

1. Prepare to tell stories about what you have learned in the survival job without focusing on the title
2. Register with employment agencies to get some short-term assignments, or look for freelance projects
3. Use the functional resume format to emphasize notable skills and accomplishments gained from a number of jobs
4. Arrange practice interview sessions with a family member or friend and make sure you are prepared to answer the ‘gap’ question
5. Reflect on some activities you have been involved in and see if you can link those activities to the company’s business strategy
6. Remind yourself that unpaid work is ‘experience’
7. Attend industry-related seminars, engage in professional development activities or gain an additional certification

Employers understand that there are various reasons why someone may have gaps in his or her employment history. Just be honest about it, and always steer the conversation back to the value benefits they would derive from having you on board.

OfficeTeam recently conducted a survey asking executives to recount their most embarrassing moments. One fell asleep while interviewing a candidate, another sent the offer letter to the wrong candidate, and yet another answered the phone using the wrong company name. One even went to work with two different shoes on. I can relate to that as it happened to me years ago one dark winter morning.

These moments can happen to just about anyone, and while the executive may be forgiven, as a candidate vying for that coveted position, you might not be so fortunate. That embarrassing mistake could cost you the job of your dreams.

Here are four tips from OfficeTeam to help you rebound from embarrassing mishaps:

1. Remain calm. It’s easy to lose your nerves after a slipup, but try to keep your composure. Take a deep breath and collect yourself.

2. Own up. Acknowledging a blunder before someone else does can alleviate any awkward tension that may arise. If appropriate, address the situation in a humorous way to make everyone feel more at ease.

3. Make amends. If your accident affected another person, immediately apologize and take steps to ensure a similar mistake does not happen again.

4. Move on. Rather than dwell on a misstep, focus on getting back on track. The faster you recover, the less memorable the incident will be.

What has been an embarrassing moment for you? Share it here.

*Post courtesy of OfficeTeam

Have you heard of Ted Williams? He is the homeless man whose Youtube video has captured the hearts of millions of people around the world, thanks to a Columbus Dispatch videographer Doral Chenoweth III.

Williams is an ex-radio announcer who fell on hard times, but two years ago he changed his lifestyle and began looking for help and for work. Since the Youtube video went viral, he has received so many job offers that he is still trying to determine which offer to take.

As a job seeker, what can you learn from Ted?

1.       Know yourself and what you are good at. Although homeless, Williams knew he had (and still has) a “God-given gift of voice”.

2.       Craft a clear, concise and compelling branded message that’s unique to you. Williams’ crisp cardboard message read, “I have a God given gift of voice. I’m an ex-radio announcer who has fallen on hard times. Please! Any help will be gratefully appreciated. Thank you and God bless. Happy holidays.”

3.       Look for opportunities to demonstrate your value proposition. Williams didn’t just hang out his cardboard sign, but he demonstrated his rich, radio-announcer delivery whenever he got a chance, and he caught Mr. Chenoweth’s attention.

4.       Follow Williams’ example and revamp your resume to make sure it has the right message that will grab attention. Notice he didn’t have a long laundry list of job descriptive statements, but a short and compelling message.

5.       Brush up on your interview skills to be ready to articulate the value you can bring to your next employer. During his subsequent TV appearances, Williams articulately demonstrated his value when asked to do impromptu voice-overs. He was ready!

6.       Never give up, even when the going gets rough. There’s light at the end of your job search tunnel.

Have you hit rock bottom in your job search? Reflect on the Ted Williams’ story, realize your circumstances are not as bad, then pick yourself up and try again!

Salary negotiation is not an easy task for many people, but it’s even harder when you are a newcomer to a country. The case study below shows how a little bit of research and some coaching strategies led to job search success for one client.

My client and his family arrived in Canada two months ago – July 2010. We began working together months before he left Asia, and by the time he arrived, he had had his professional resume, cover letter and other related resources ready to begin his job search.

His first interview was in response to a job posting for a temporary position as Senior Research Advisor with a major Canadian institution. The position required a Masters Degree or a PhD, and he has the latter. After his second interview he was sent an email with a preliminary offer, but there was one glitch; the hourly rate was not quite what he was expecting. He asked me to help him prepare a negotiation strategy as he wanted to accept the offer, but at a higher pay rate.

I asked him to consider questions such as: What’s the minimum he would be willing to accept? What was most important to him – the money or the experience? How important would the experience be for him as he moves his career forward? What would he do if they stuck to, or withdrew the offer? I advised him to research the pay rate for similar positions so he would know where to start his negotiations. I also advised him to have a Plan B just in case they said they couldn’t raise the offer. He was also concerned about hours of work and benefits, considering it was a six-month temporary position. We brainstormed on how he would handle those issues if and when they came up. At the moment, the money was the sticky issue.

With all bases covered, I helped him to craft the following response:

Dear Mr. ________:

Thank you very much for your email indicating that you would like to offer me the temporary position of Senior Research Advisor. While it would be a privilege for me to work for ___________, and contribute my knowledge and experience to the position, I find the hourly rate of $24, lower than I had expected. Having met with me twice, I am sure you have recognized the value I would bring to __________. Would you consider raising the rate to $28? If you could do that, I would accept your offer.

Not only did they consider his request, but they offered him $30 per hour – $2 more per hour than he had asked for, and $6 more than their original offer.

Careful research, understanding his value, and a little bit of coaching helped him to ink the deal. He could easily have accepted the first offer on the basis that he was new to Canada and should take what was offered, but he did a few things right. First, he researched the salary range for similar positions. Second, he sought help, as this was a new arena for him, and third, he presented a counter-offer, knowing that his offer could be rejected.  He took a risk and his efforts paid off, and he will start his new job in two weeks.

What do you think of this approach? What additional advice would you have given him? Please add your comments below.

In the daily discourse on career matters, a lot of time is spent discussing how to create resumes that are  tight and focused on  the employer’s needs. This attempt to be brief becomes even more relevant in this 140-character Twitter era, when ‘less means more’. If we are going to aim for brevity in our writings, let’s forget the resume for a bit and take a look at the cover letter.

It is widely said that half of hiring managers don’t read cover letters, so it’s safe to assume that  the other half does. For those who do, we wouldn’t want them to throw the cover letter in ‘File 13′ (the garbage bin), because it contains too many clichés or over-used phrases.  Here are some popular phrases to avoid in your cover letter if you want to capture and keep the attention of the hiring manager:

1.     “Please be advised…”. Unless you are in the role of an advisor, eliminate this phrase. Simply state what you have done. “I have sent a copy to Human Resources”.

2.     “Enclosed please find” or “Attached herewith.” If it is enclosed or attached, the reader will find it. Use “Enclosed (or Attached) is…”.

3.     “Yours very truly”, “Very truly yours”, and “Respectfully”. These archaic phrases disappeared many moons ago. Using the word ‘yours’ gives the impression you belong to the reader. Use “Sincerely,” instead.

4.     “Feel free to contact me”, or “Please do not hesitate to contact me”. These clichés have outlived their times. It’s better to say “Please contact me.”

5.      “Above-referenced”. Don’t ask the reader to take his or her eyes back to the reference line. Instead, re-state whatever you are referring to – the subject, title or position.

6.     “I have forwarded…”. Say “I sent” instead. Short and to the point.

Is there a phrase or two you would like to add? Go ahead and comment below.

Job searching and managing one’s career is a daunting task for almost anyone, particularly in the current economy.However, new immigrants face an additional set of barriers commonly referred to as “no Canadian experience”. Recently, I had a chance to interview Daisy Wright, award-winning career coach, resume writer, interview coach and author of “No Canadian Experience, Eh?” I have read this book myself and it is a great resource. In our interview, Daisy shared some of her insights on this prevailing issue as well as her motivation for writing a book on this topic.

Read more…

Lydia Fernandes, founder of MotivMode, is the Career & Education Coordinator for the Goan Overseas Association. She can be reached at lydia@motivmode.com

Fall is here, and it’s time for a new beginning. You could be starting a job search after a layoff; starting a course to enhance your chances for a promotion, or even starting a business. You are at a crossroad, and it’s decision time. You are asking yourself, “Where do I go  from here and what route should I take?” Before you make a decision, reflect on the following tips. They could  help you move your career forward…one step at a time:

1. Revisit your core values. What is important to you in a job or career other than the pay cheque? What do you enjoy doing? What work or vocation you could easily do for free?
2. Establish your preferences. Do you like working within a group or alone? Does the idea of sitting behind a desk appeal to you, or would you prefer a job working outdoors?
3. Research companies that share your values. Is the company eco-friendly or family-friendly, and are those values important to you?
4. Be Prepared for lateral moves in your company. Climbing the corporate ladder does not necessarily mean moving up immediately. It could mean going sideways sometimes.
5. Expand your knowledge base. Become more literate by formal or informal means. It’s easier than ever these days for you to enroll in courses, attend seminars, read inspiring books and contribute to discussions that will educate and inform. Take advantage of your employer’s tuition reimbursement program if they still have one.
6. Commit to your job 110%. Mediocre performance breeds mediocre results. If you cannot commit to your job, it might be time to start looking for another job or change your career. If you are underperforming, it will be noticed and when it’s time to reduce headcount, the employer will look first in your direction.
7. Retool your skills. Find opportunities to update your skills or learn new ones. In an ever-evolging workplace, you will need to demonstrate that you are comfortable with the latest technology and that you are willing to take risks and experiment with new things.
8. Brush up on your job search skills. Even if you are not thinking of leaving your employer, you should brush up on your skills. When last have you done an interview? Are you familiar with current interview practices? If called on to interview for your current position, how confident are you that you would get your job back? What about your résumé? Is it current and does it have a list of your achievements?
9. Avoid your comfort zone when networking. According to Martin Zwilling of Start Up Booster, if you want to be successful at networking, you must first identify your “comfort zone” (the circle of people you are most comfortable interacting with), then avoid spending too much time with that group.
10. Make it a habit of tapping into and nurturing your network. Once you have your network going, make the relationship memorable. What information can you share with people in your network? Have you read an article or found a website that could benefit someone in your group? Networking is not a one-shot event and must be constantly nurtured. That’s how you’ll be memorable and kept on someone’s radar for the next opportunity.

With these 10 tips, you are ready to take charge and move your career forward! If you would like professional assistance in any aspect of your career, find an experienced career strategist who has walked in your shoe!_

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Daisy Wright is Chief Career Strategist at The Wright Career Solution, a Certified Career Management Coach and author of No Canadian Experience, Eh? A Career Survival Guide for New Immigrants. She can be reached via Email: daisy@thewrightcareer.com, Blog: www.daisywright.com, Websites: www.thewrightcareer.com  and www.nocanadianexperience-eh.com.