The Career Salon

Job Searching is a Full-Time Job

Most job seekers we talk to feel that job searching is a full-time job and IT IS. Now most would assign a negative connotation to that sentiment but in our opinion, it’s not negative at all. Job searching should not be daunting, but well thought out, strategic, and organized to make it a positive experience. It might take some time to find that next great opportunity but being prepared eases the process immensely.

  1. Read the job description. Job descriptions sometimes contain fluff, but for the sake of applying for something that is not a fit, you should review before applying.
  2. If you don’t have the skills to do the job, find other avenues to make contact with the employer. Honestly, unless you have the qualifications the employer is seeking you will need to network. Networking will increase your chances of having a conversation with the employer to get feedback on how you fare against others for the role.
  3. Don’t hit the “one-click” mass apply via job search engines (all jobs are not created equal). Make sure your search is intentional and strategic. Look for jobs you are interested in and curate your resume for those specific positions.
  4. Don’t apply to every job you see, that you THINK you can do. Make a list of your skills and experience to figure out job types you might align with the most and then apply to the roles that fit your skillset.
  5. Last but not least, GET ON LINKEDIN. If you do not have a LinkedIn profile you are behind in the job search. LinkedIn is one of the most valuable tools in job searching. LinkedIn provides a place to house your online professional portfolio and also make contacts you wouldn’t have otherwise. 

Hope these tips help in your journey to a great opportunity!

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Misplaced

In the midst of the billions of working people in the world, there are many professions. In our experience, a lot of potential employees have a laser focus on what they would like to do in the working world. They apply and try their best to maintain jobs in their desired field. Later, some find out they are being disciplined and receiving unfavorable mentions from management. Many managers in the workplace get frustrated with poor performing employees and make decisions that are not carefully considered. To an employee that cares, this is often a point of anxiety and could worsen the situation affecting their performance even greater and sometimes even their health.

There are two things going on: 1) The employee could really be low performing or just disagreeable or 2) They are a good employee and means well, but their set of skills is not appropriate for this particular job. In our world this is called, misplaced. Here are a few signs of of misplacement:

  1. Employee is an average employee with good attendance and shows good effort consistently on everything but never gets the desired results (In the prime environment, being given clear expectations)
  2. Employee consistently has more questions than the time it takes to complete the work project i.e., the project should take one day but the employee asks questions all day and does not start the work in a timely manner (Again in the prime environment, being given clear expectations)
  3. The employee is overly confident and consistently makes major mistakes

The best thing for a leader to do is recognize that just because an employee is not performing well does not mean they are a substandard employee. If you are a thoughtful leader we would recommend the following:

  1. Have the employee take a career assessment test 
  2. Provide the necessary additional training to assist the employee in improving
  3. Provide continuous open dialogue and constructive feedback about their progress (and document document document)
  4. If the position is not a good fit for the employee seek out other possible options at your company where they could possibly use their skills (Some great leaders also assist with options external to their organizations)

Proactive Tip: Recruiters and hiring managers should do their due diligence to check references, research the applicant and their background, ask good interview questions and really lean into conversation with candidates, to see if they are a great fit for the company and the job role.

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Confidence brings it all together!

We have to admit, for us The Devil Wear Prada is in the Top Ten Movies of all time. Andy showed up to an interview “prepared”, or so she thought. She had the intellect, drive and determination to make it at one of the premier fashion magazine companies. She fought her way through a monologue of why she was the perfect candidate and eventually got the job. Andy struggled at the start, not knowing the industry or the top leaders in the company. Everyday she got more discouraged, her esteem seemed to lessen and she almost gave up. One day she got a pep talk from Nigel and an upgrade in the confidence department. She performed better and contributed more at work.  

There are many people who are talented and skillful. Where you are on the confidence scale can be deciphered just by interactions. The people who we most admire have that “it” factor, the glue that brings all of their intellect, common sense and know-how together. They own their presence and it sets them apart. Although, it is possible to have confidence with no skill or talent, but that combination is not much to be desired.

Let’s look at some things that can build confidence:

  1. The more you know about the company, your industry and the way things work can only prepare you to speak on a variety of subjects and do your job better
  2. An upgrade in the style department never hurt. When Andy felt better she did better. Nails, hair and clothing being maintained is important and you should do what makes you feel good and sure about yourself
  3. Surround yourself with people who are positive and encouraging. It doesn’t help when some of the people you spend time with are negative or try to hold you back 
  4. Take care of your mental health – Self-care is essential to you being a whole and healthy person. When you address issues that may create blockages for your progression in life, you are making room for greater self-esteem
  5. Challenges build confidence. Educating and testing yourself through training, projects and/or new experiences, assist in increasing your confidence. There is just something about accomplishing a goal or milestone you may have been afraid of or thought you could not do, but you did

Your confidence is personal and branded by you, the individual. The core work you do on yourself can only breed a stronger person. So, what things are you doing to work on your confidence in 2020? Success is waiting!

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Sorry to this Man

This video and meme of KeKe Palmer swept across the internet this past year, after she stated she did not know “This Man” referring to a global figurehead and former Vice President shown to her in a picture. It was quite funny, yet she was apologetic because she just knew he was a person that she probably should know, but she didn’t.

How many times have you been asked if you knew someone because they indicated your name on an application as “someone I know” or  asked to give a referral? Asked to pass a person’s resume along to a hiring manager/Human Resources? Professionals need to evaluate more closely who they decide to put stock into when these requests are made to them. Even on LinkedIn there are easy options to endorse individuals for various skills. People have endorsed us on LinkedIn and they’ve never worked with us or experienced our quality of work. The gesture is nice, but we would caution you to think about who you are endorsing without more information.  It may seem cruel, especially if you have a long history with a person. If you do not recognize the clear signs of someone you shouldn’t be referring, maybe consider the points below to protect your reputation:

  1. They volunteer your name in an interview process without talking to you first
  2. They have been separated (not laid off)  from several jobs in the last few years and cannot explain why or do not feel comfortable talking about it
  3. They are unpresentable 
  4. They’ve shared information with you regarding policies they have violated at previous jobs, such as stealing
  5. You’ve seen no progressive track record or work history since you last worked with them

As a quality professional, we’re sure you want your stamps of approval to have value. Remember to do your due diligence or in the words of Keke Palmer,  just say “Sorry to this Man (Woman)”.

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Why do Recruiters Hate Phone Screens

 

why recruiters hate phone screens- (1)

Okay, I’m back! Recruiting got busy for a minute so I took a much needed break.  During this heavy recruiting season my disdain for phone interviews has increased. Trust me I’m not the only one! It amazes me how many people want jobs and those that get the opportunity to interview don’t prepare themselves.

Phone interviews can be tricky because you have to put a level of energy and preparedness into a conversation where you can’t see the person. If you want to get your dream position, most likely a phone interview will be a part of the equation. Here are some tips that will guide you in preparing for a successful phone interview:

  • Familiarize yourself with the company
    • This is almost a deal breaker for me. To know that a candidate is “interested” in a position with a company they know nothing about is truly disappointing. Research the company website, use LinkedIn and other social medias sites to find out about the organization and it’s inner workings as much as you can.
  • Smile and stay engaged
    • Make sure you are energized and smiling before you get on the phone. This can help translate your interests and level of engagement to the interviewer.
  •  Know your resume
    • Please make sure you are familiar with the work you’ve done (i.e. dates, companies, major projects, project results, etc.). If you don’t have a copy of your resume readily available study your work history, so you are better prepared.
  • Be able to give specific examples
    • Not only are hiring managers looking for results-oriented individuals, recruiters are as well. If a question begins with, tell me about a time… or give me an example of… it requires an example that is specific (Behavior, Action, Results).
  • Have questions prepared
    • Nothing like asking a candidate if they have any questions and they say, “No, I think you’ve answered most of my questions” or “No, I don’t have any questions”. If you are interested in a position you should ALWAYS have questions. Not only is the company interviewing you, but you are interviewing them as well.
  • Send a thank you note
    • Follow-up notes are scarce these days but I believe in them for all stages of the interview process. Even if it’s just a phone interview, thank you notes can separate you from other candidates.

I hope these tips get you started on the right track to becoming a better phone interviewee!

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Smiling Faces

Help end global warming

You think you’re awesome…In fact, you do good work and it’s regularly documented in your performance reviews.  I hate to be one that has to bring out what goes on behind the scenes, but this will help you if you let it. Corporate America and some of the leaders it produces will have you living a farce.  If you are not having regular discussions with your manager discussing your performance, key performance indicators, constructive feedback, etc. you might not be doing well as you think.  I’ve heard many stories and seen things (i.e. out of the blue terminations, performance improvement plans after years of mediocrity) that indicate there are managers who are scared to manage, which is a disservice to your career.

Let’s take a recent case study, Pepsi (a moment of silence)… There are many reasons why the advertisement was a disaster but that’s for another post. Who was the rockstar marketing executive who signed off on the mediocre misguided musings of their direct report(s)? It’s unfortunate, but leadership is fading and the consequence is your reputation and your job. Leaders need to step up and tell the truth instead of going behind closed doors with their colleagues to say “Johnny isn’t cutting the mustard” or “Becky is good but not great.” Where are the fruitful honest conversations that are needed to produce high-performance? I’ve seen many managers that are afraid to have direct conversations in the workplace, that then want to fire an employee without warning or documented conversations. If you wear a passive aggressive ‘banner’ you should not be a manager.

I’m very passionate about great leadership as you can tell but don’t let management’s incompetence diminish the responsibility you have for YOUR career. You have a duty to be proactive and take control of your career. Don’t take what your manager has to say for face-value. Have those conversations and really dig deep on your work performance. We all have areas of improvement and those need to be discussed on a regular basis along with the kudos. Here are some recommendations on how to be proactive with the status of your work performance.

  1. One-to-One Meetings – If your manager is not facilitating bi-weekly or monthly conversations with you, take it upon yourself to set those up. Be proactive when it comes to your career. Receive and give feedback on a regular basis.
  2. Thought out goals/objectives – Make sure you have carefully thought out goals and objectives. Consider your company and team objectives to come up with individual goals that are achievable and challenge you to do something amazing.
  3. Professional mentorship – Reach out for mentorship within the company and another point of view. Sometimes higher level individuals within the company who don’t manage you directly can give feedback or suggestions that are more direct especially if your manager is not forthcoming enough.

Sometimes when I think about passive aggressive managers in Corporate America, a tune by The Undisputed Truth, “Smiling Faces” comes to mind:

“Beware. Beware of the handshake that hides the snake,
I’m tellin’ you beware of the pat on the back it just might hold you back.
Jealousy, (Jealousy) misery, (misery) envy.
I tell you can’t see behind

Smiling faces, Smiling Faces, Sometimes they don’t tell the truth.
Smiling faces, smiling faces tell lies and I got proof.
Your enemy won’t do you no harm, ’cause you’ll know where he’s comin’ from;
don’t let the handshake and the smile fool ya.
Take my advice I’m only tryin’ to school ya.”

https://youtu.be/8CJZcVi5BA4

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