Albeit current economic conditions are causing some professionals to rethink potential job switches, choosing to remain in the somewhat reassuring security of their current employment is safer for some. But there are always others who continue to yearn for 'greener' pastures and to find meaning in their work.
However, finding that connection between vocation (the work you have to do) and the avocation (the work you'd like to do) doesn't necessarily match up perfectly skill-wise. So how does one leap-frog from one career field to another, if they aren’t related?
One of my most favorite examples of this conundrum was a client of mine who has been a writer, but had a passion for wine. She had taken a staggering number of enology (wine) classes on her own, and had even visited Napa and Sonoma Valley wineries to participate in the harvest and spend time with wine-makers. Her goal: to be a wine marketing representative. We paired her experience with writing marketing materials and conducting sales activities associated with that work with her intensive wine knowledge, and wrote a functional résumé, blending those skill sets together, and presto! A new wine marketing consultant was born!
But how would you make this work for yourself?
The following areas can be keys to bridging that gap to transition from your current career to the type of work that you'd rather be doing:
Volunteering
Most busy professionals have some kind of volunteer activity going on in their lives, but in addition to 'giving back', volunteering is also a great conduit to finding out whether a specific industry is really a fit for you. And if you are seeking a career in this area, volunteering can provide skills, background, and contacts, as well as make you become a 'known' quantity to a particular organization. You never know where this might take you! Volunteering is a positive avenue that gives back to an organization, while at the same time allows for safe career exploration.
Involvement/memberships
Practically every industry has some type of professional trade or membership association. These organizations are fountains of information and contacts. By targeting an industry sector, you can research the professional groups associated with that area, and then do some digging. What kind of networking and educational activities does each group offer? Focus in on one or two groups, then get involved as a member and build industry credibility, attend networking events and gain additional sector-specific knowledge through educational programs. This can do wonders for your portfolio and network!
Education
Formal training and professional development are also excellent ways to build up skills and expertise in a new career field. Credit can be given for 'professional experience' already gained in a field, so starting from scratch often isn't necessary. Many institutions and certifying agencies not only provide the 'classroom' portion of learning, but also have connecting activities through outplacement or internships that enable 'real world' practical experience. Marrying your current relevant skill sets with formal education can help you shift career direction significantly in ways that you've never dreamed!
Vocational immersion
An exciting new concept for new career-field seekers is to actually immerse oneself into a particular career area without 'jumping ship' from a current job. "Test-driving" one's dream job is the idea behind VocationVacations, which is an organization that allows people to explore new career directions in a safe environment. 'Vocationers' are paired up with industry experts as mentors, and spend a pre-determined amount of time (akin to a vacation period) with that mentor, and learn the 'inside scoop' and ropes of that particular business. Tapping into an expert's knowledge can help you determine if this is the right fit before you make any significant life and career-altering decisions.
All of these options are all viable means to gain inside knowledge, understanding and expertise to take that 'leap' into a new career field. The best part is that you can engage in these activities while at the same time maintaining your current employment until you feel that you are ready to transition to your avocation. It’s exciting and invigorating, and can open up brand new avenues as well as providing meaning to your work life!
Tuesday, December 23, 2008
Tuesday, December 16, 2008
Seven Deadly Myths of Job References
Today, we have a guest column generously provided by www.jobreferences.com - operated by Allison & Taylor Reference Checking, Inc., which is headquartered in Rochester, Mich., and has been in the business of checking references for individuals since 1984. The firm’s services have been listed and recommended in bestselling books authored by Martin Yate. In addition, numerous articles have been published about the service in newspapers and magazines including Glamour, New Woman, Worth, NBEW, The Detroit News, and St. Petersburg Times. For more information, please visit www.jobreferences.com or call 800-651-2460.
Thinking about your prospects for landing that new job? You should think first about what your former boss and other references will say about you. There is no doubt, for many job searchers, a person’s past will have a direct bearing on his or her future.
“No matter what the nature of the job or pay scale, people should take their references very seriously,” said Heidi M. Allison, Managing Director of www.jobreferences.com.
“They can make or break a hiring decision. Wouldn’t it be nice to know what your references are really saying about you during a job search?” (There are several companies including this one who can provide that service to applicants who want to know the 'scoop' on what previous employers are saying about them.)
Myth No. 1: Companies are not allowed to say anything negative about a former employee.
Reality:
While many companies may have policies that dictate only title, dates of employment and eligibility for rehire can be discussed, people do break the rules every day. Due to human nature, providing a reference may be an emotional call for some. How about the boss with whom you had philosophical differences or the supervisor who sexually harassed you? Maybe a boss was just jealous of you? Fifty percent (50%) of our clients do receive a bad reference, despite the strict policies in place.
Myth No. 2: Most employers send reference checks to their human resources departments, and these people won’t say anything bad about me.
Reality:
Most human resources professionals will follow proper protocol. However, in addition to what is said, reference checkers often evaluate how something is said. In other words, they listen to tone of voice and note the HR staffer’s willingness to respond to their questions – both critical factors. We have often heard “Check this person’s references very carefully” or on another note, the human resources department will divulge if a person is eligible for re-hire. Are you?
Myth No. 3: If I had any issues with my former boss, I can simply leave him or her off my reference list and nobody will ever know.
Reality:
Many companies actually check references without an official list or you even knowing. They conduct what is known as a “social security check” to determine where you have worked in the past and then call the human resources department or office administrator at each employer for a reference. This practice also is in place to see if a prospective employee has left any significant places of employment off of a resume – another bad move that should be avoided at all costs.
Myth No. 4: I should have my references listed on my resume and distribute them together.
Reality:
Your references should be treated with kid gloves. Only provide them when asked. The last thing you want is a number of companies that may or may not have a real interest in hiring you bothering your references. What’s more, you want to meet with a prospective employer first to leave a favorable impression before any reference checks take place. If you suspect a less than favorable reference from someone, you can use the interview to address the situation proactively, from your perspective.
Myth No. 5: Once a company hires me, my references really do not matter anymore.
Reality:
Many employment agreements and contracts include a stipulation that says the employer can hire you with a 90-day probation period. Not only are they evaluating your job performance but, in some instances, are checking your background and references. During this time, your new employer may call your former companies and, should the results be less than expected, they have the legal right to fire you.
Myth No. 6: I sued my former company and they are now not allowed to say anything.
Reality:
They may not be able to say anything definitive, but do not put it past them to carefully take a shot at you. There have been plenty of instances where a former boss or an HR staffer has said, “Hold on a minute while I get the legal file to see what I am allowed to say about Mr. Smith.” Many employers may be uncomfortable hiring someone who has a legal history, dashing your job prospects.
Myth No. 7: There is really no need to stay in touch with former references.
Reality:
As the saying goes – out of sight, out of mind. Honor these etiquette guidelines and your references should continue singing your praises for a long time. First, call your former boss(es) periodically and update them on your career, asking them to continue being a reference for you. Make sure you thank them for their time. Next, as you move further up the career ladder in your profession or achieve new educational goals, make sure your references stay abreast of your success. As you progress, a reference is more inclined to see you in a positive light.
Finally, acknowledge your references with a personal thank you letter or email; offer to take a former boss to lunch or dinner; or send them a thoughtful gift.
Thinking about your prospects for landing that new job? You should think first about what your former boss and other references will say about you. There is no doubt, for many job searchers, a person’s past will have a direct bearing on his or her future.
“No matter what the nature of the job or pay scale, people should take their references very seriously,” said Heidi M. Allison, Managing Director of www.jobreferences.com.
“They can make or break a hiring decision. Wouldn’t it be nice to know what your references are really saying about you during a job search?” (There are several companies including this one who can provide that service to applicants who want to know the 'scoop' on what previous employers are saying about them.)
Myth No. 1: Companies are not allowed to say anything negative about a former employee.
Reality:
While many companies may have policies that dictate only title, dates of employment and eligibility for rehire can be discussed, people do break the rules every day. Due to human nature, providing a reference may be an emotional call for some. How about the boss with whom you had philosophical differences or the supervisor who sexually harassed you? Maybe a boss was just jealous of you? Fifty percent (50%) of our clients do receive a bad reference, despite the strict policies in place.
Myth No. 2: Most employers send reference checks to their human resources departments, and these people won’t say anything bad about me.
Reality:
Most human resources professionals will follow proper protocol. However, in addition to what is said, reference checkers often evaluate how something is said. In other words, they listen to tone of voice and note the HR staffer’s willingness to respond to their questions – both critical factors. We have often heard “Check this person’s references very carefully” or on another note, the human resources department will divulge if a person is eligible for re-hire. Are you?
Myth No. 3: If I had any issues with my former boss, I can simply leave him or her off my reference list and nobody will ever know.
Reality:
Many companies actually check references without an official list or you even knowing. They conduct what is known as a “social security check” to determine where you have worked in the past and then call the human resources department or office administrator at each employer for a reference. This practice also is in place to see if a prospective employee has left any significant places of employment off of a resume – another bad move that should be avoided at all costs.
Myth No. 4: I should have my references listed on my resume and distribute them together.
Reality:
Your references should be treated with kid gloves. Only provide them when asked. The last thing you want is a number of companies that may or may not have a real interest in hiring you bothering your references. What’s more, you want to meet with a prospective employer first to leave a favorable impression before any reference checks take place. If you suspect a less than favorable reference from someone, you can use the interview to address the situation proactively, from your perspective.
Myth No. 5: Once a company hires me, my references really do not matter anymore.
Reality:
Many employment agreements and contracts include a stipulation that says the employer can hire you with a 90-day probation period. Not only are they evaluating your job performance but, in some instances, are checking your background and references. During this time, your new employer may call your former companies and, should the results be less than expected, they have the legal right to fire you.
Myth No. 6: I sued my former company and they are now not allowed to say anything.
Reality:
They may not be able to say anything definitive, but do not put it past them to carefully take a shot at you. There have been plenty of instances where a former boss or an HR staffer has said, “Hold on a minute while I get the legal file to see what I am allowed to say about Mr. Smith.” Many employers may be uncomfortable hiring someone who has a legal history, dashing your job prospects.
Myth No. 7: There is really no need to stay in touch with former references.
Reality:
As the saying goes – out of sight, out of mind. Honor these etiquette guidelines and your references should continue singing your praises for a long time. First, call your former boss(es) periodically and update them on your career, asking them to continue being a reference for you. Make sure you thank them for their time. Next, as you move further up the career ladder in your profession or achieve new educational goals, make sure your references stay abreast of your success. As you progress, a reference is more inclined to see you in a positive light.
Finally, acknowledge your references with a personal thank you letter or email; offer to take a former boss to lunch or dinner; or send them a thoughtful gift.
Thursday, December 11, 2008
Why the cover letter matters as much as the résumé
I have the occasional client who pauses when they are told what the investment level is for a cover letter. Why so much, they wonder. Is it really that important?
Let me put it this way: What would happen if you had THE perfect résumé, but then sent along an accompanying cover letter that had grammatical, spelling and punctuation errors? What if you didn’t express thoughts in a clear, compelling way? How would an employer respond to this? If you guessed not favorably, you are right!
Proofreading errors in a cover letter are the number one job prospect killer for résumés and applications. In fact, the same rules for résumés apply for cover letters. They HAVE to be perfect. Cover letters are in equal standing to résumés for the very reason that it tells a lot about a candidate that a résumé can't communicate.
Whereas a résumé is usually presented more in the abbreviated or ‘telegraph’ style of communication, a cover letter is a premier demonstration of your professional writing skills… much along the lines of how an employer might expect you to communicate via email messages or letters on their behalf, should you come under their employment.
Another key clue to prospective employers that a cover letter delivers is an understanding about the candidate that goes beyond the words on the page. Does the applicant actually ‘get’ what the employer is seeking in applicants for this particular position?
I recall one applicant who sent in a fairly qualified résumé paired with a cover letter that addressed the position we were recruiting, but the person clearly ‘elevated’ themselves to a much higher management role than what the position mandated. It was very clear that there was a disconnect between what the person’s perception of the job duties were, and the ones being sought after.
Another thing employers check is whether the prospective employees follow the application directions. Failure to comply in the specified guidelines could be red flags about how this person might perform in a company - will they do it 'their way' or follow company procedures/policies? By failing to follow application guidelines, many job seekers make their own obstacles to employment by getting weeded out simply by not following directions.
Now let's tackle cover letter content. Earlier in this blog, Ernest White, the human resources professional, wrote about addressing skills. The cover letter is the prime spot to relate the skills and keywords of the job position to your experience. This component should be straight to the point, compelling, and make the reader want to read your résumé. One technique I use when teaching résumé-writing classes is to create the following equation to illustrate this point:
cover letter (why hire me) + resume (the facts) = the job
Personalization is also a key component of a cover letter. If the job opening has a generic “Attention Human Resources Manager” person to direct your application to, spend the time to try and ‘dig’ out a name. Call the company and ask the switchboard operator outright what the name of the HR director is. Google them on the Internet- chances are the person’s name is mentioned in a press release when making high-profile hiring announcements. The person might be also a member of the local human resource professional association. Or, you might even find the person’s name listed in an online business networking group like LinkedIn. Any steps you can take to personalize the cover letter and direct it to an actual human being is important. It could be that 99% of the other candidates submit their applications to “Human Resource Manager” and yours comes in addressed to Jane Smith, HR Manager. Don’t you think that Jane might be at all curious as to how you got her name?
Finally, this introductory document should only be one page – no dissertations, please. Remember, you have the short span of mere seconds to either capture employer interest or get tossed into the rejection pile. You need to be concise, relevant, demonstrate an understanding of the job opening and be able to relate your skills as a solution to their staffing problem. It is a lot to do, but critical to making the pitch to employers as to why they should hire you.
The last thing I’d like to mention is that your cover letter should never be a litany of your skills nor should it repeat what you’ve already stated in greater detail in your résumé. You have to position yourself in the following ways: knowledgeable about their company, a perfect match to the skills that they need, and capture interest to compel the reader to turn to your résumé for greater detail. It’s a tough thing to accomplish in just one page, which makes this document just as important as your résumé.
In short, cover letters can reveal a lot to employers, or they can show nothing at all. But remember, even nothing can show you something, so it is important that you realize that the cover letter is important and needs to be as perfect as your résumé!
Let me put it this way: What would happen if you had THE perfect résumé, but then sent along an accompanying cover letter that had grammatical, spelling and punctuation errors? What if you didn’t express thoughts in a clear, compelling way? How would an employer respond to this? If you guessed not favorably, you are right!
Proofreading errors in a cover letter are the number one job prospect killer for résumés and applications. In fact, the same rules for résumés apply for cover letters. They HAVE to be perfect. Cover letters are in equal standing to résumés for the very reason that it tells a lot about a candidate that a résumé can't communicate.
Whereas a résumé is usually presented more in the abbreviated or ‘telegraph’ style of communication, a cover letter is a premier demonstration of your professional writing skills… much along the lines of how an employer might expect you to communicate via email messages or letters on their behalf, should you come under their employment.
Another key clue to prospective employers that a cover letter delivers is an understanding about the candidate that goes beyond the words on the page. Does the applicant actually ‘get’ what the employer is seeking in applicants for this particular position?
I recall one applicant who sent in a fairly qualified résumé paired with a cover letter that addressed the position we were recruiting, but the person clearly ‘elevated’ themselves to a much higher management role than what the position mandated. It was very clear that there was a disconnect between what the person’s perception of the job duties were, and the ones being sought after.
Another thing employers check is whether the prospective employees follow the application directions. Failure to comply in the specified guidelines could be red flags about how this person might perform in a company - will they do it 'their way' or follow company procedures/policies? By failing to follow application guidelines, many job seekers make their own obstacles to employment by getting weeded out simply by not following directions.
Now let's tackle cover letter content. Earlier in this blog, Ernest White, the human resources professional, wrote about addressing skills. The cover letter is the prime spot to relate the skills and keywords of the job position to your experience. This component should be straight to the point, compelling, and make the reader want to read your résumé. One technique I use when teaching résumé-writing classes is to create the following equation to illustrate this point:
cover letter (why hire me) + resume (the facts) = the job
Personalization is also a key component of a cover letter. If the job opening has a generic “Attention Human Resources Manager” person to direct your application to, spend the time to try and ‘dig’ out a name. Call the company and ask the switchboard operator outright what the name of the HR director is. Google them on the Internet- chances are the person’s name is mentioned in a press release when making high-profile hiring announcements. The person might be also a member of the local human resource professional association. Or, you might even find the person’s name listed in an online business networking group like LinkedIn. Any steps you can take to personalize the cover letter and direct it to an actual human being is important. It could be that 99% of the other candidates submit their applications to “Human Resource Manager” and yours comes in addressed to Jane Smith, HR Manager. Don’t you think that Jane might be at all curious as to how you got her name?
Finally, this introductory document should only be one page – no dissertations, please. Remember, you have the short span of mere seconds to either capture employer interest or get tossed into the rejection pile. You need to be concise, relevant, demonstrate an understanding of the job opening and be able to relate your skills as a solution to their staffing problem. It is a lot to do, but critical to making the pitch to employers as to why they should hire you.
The last thing I’d like to mention is that your cover letter should never be a litany of your skills nor should it repeat what you’ve already stated in greater detail in your résumé. You have to position yourself in the following ways: knowledgeable about their company, a perfect match to the skills that they need, and capture interest to compel the reader to turn to your résumé for greater detail. It’s a tough thing to accomplish in just one page, which makes this document just as important as your résumé.
In short, cover letters can reveal a lot to employers, or they can show nothing at all. But remember, even nothing can show you something, so it is important that you realize that the cover letter is important and needs to be as perfect as your résumé!
Sunday, December 7, 2008
Do résumé distribution services really work?
In this economy, when competition for open positions is the worst in decades, some measure of desperation takes over job seekers. How can a person get their résumé in the hands of of the right employers or job placement agency?
In the maelstrom of searching for a job in a turbulent marketplace, many resort to résumé distribution services, posting services, and even direct mail.
But to what avail?
What does the end user think of the barrage of unsolicited résumés arriving daily, and even hourly in their email box, mail slot and fax machine?
I talked to one such recipient, and they basically likened the onslaught to spam. It's unwarranted, un-asked-for, and oftentimes, not what they are looking for.
"It's basically money wasted... and I know that people are paying for these distribution services," this person said. "I feel bad, but when I know what I am looking for, I know where to find the right candidates, and don't need a blanket email sending me a whole bunch of people I don't even look at!"
If you chose to follow this path as a hopeful way to improve your chances of a candidacy for a particular position, here are some questions you should ask a prospective distributor and/or posting and direct mail service:
1) Who do you target and what type of relationship do you have with them?
2) Do you match the keywords of the job to the keywords in my résumé?
3) If so, what percentage 'hit' on the keyword ratio has to happen before you forward my résumé to the employers?
4) What types of employers do you specialize in working with? (Industry sector)
5) Do you have any testimonials of previous clients who have experienced success?
6) What success ratio do you have?
This is just to protect your investment, and to help provide a targeted approach for your résumé.
Make sure to also do some research on the company to ensure that they are reputable as well.
In the maelstrom of searching for a job in a turbulent marketplace, many resort to résumé distribution services, posting services, and even direct mail.
But to what avail?
What does the end user think of the barrage of unsolicited résumés arriving daily, and even hourly in their email box, mail slot and fax machine?
I talked to one such recipient, and they basically likened the onslaught to spam. It's unwarranted, un-asked-for, and oftentimes, not what they are looking for.
"It's basically money wasted... and I know that people are paying for these distribution services," this person said. "I feel bad, but when I know what I am looking for, I know where to find the right candidates, and don't need a blanket email sending me a whole bunch of people I don't even look at!"
If you chose to follow this path as a hopeful way to improve your chances of a candidacy for a particular position, here are some questions you should ask a prospective distributor and/or posting and direct mail service:
1) Who do you target and what type of relationship do you have with them?
2) Do you match the keywords of the job to the keywords in my résumé?
3) If so, what percentage 'hit' on the keyword ratio has to happen before you forward my résumé to the employers?
4) What types of employers do you specialize in working with? (Industry sector)
5) Do you have any testimonials of previous clients who have experienced success?
6) What success ratio do you have?
This is just to protect your investment, and to help provide a targeted approach for your résumé.
Make sure to also do some research on the company to ensure that they are reputable as well.
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