How to Begin a Job Transition

Do you have a vision for your future life?  It may be just getting the next job to sustain yourself for the coming year or two.  Or you may be ready to really envision life moving forward for the long term.  Whichever it is, the same steps prevail to your goal.  You are ready for a change.  A new job, a new career, a new life.  “I am ready to start over and really find what I am meant to do.”  Transitioning into a new career can be a great adventure.  One that is exciting and filled with new insights and learnings.  I choose to think of it as an inspiring blessed time of discovery.

To begin the adventure of discovery, you have to be ready.  You will know you are ready when you are excited about the possibilities that you have before you.  Perhaps you are like myself.  I had a laundry list of careers I wanted to “try” and had no idea which would be a good fit for me.  Or perhaps you are like a friend of mine who knew, instinctively, what she was are meant to do next after a job loss.  One thing is for sure you have to be ready to take the next step.  Without it, you will have a difficult time tackling the tactical side of moving into a new line of work.  Discovering what you want to do is the first step.  Next is the hands on work to get you to your career goal.

After the readiness check-in with yourself, comes the discovery.  All job searches have to have a target / a goal.  Do I want to work as an Account Rep in the health care industry or financial services industry?  Or do I want to work part-time at the art museum?  Or do I want to work as an independent consultant?  The list could go on and on.  The least effective job search has no target to shoot for.  The job seekers that will “take anything in any industry” will not be successful.  I have seen too many job seekers just putting out their resume to all kinds of job boards, company websites, agencies, and and personal contacts without any rhyme or reason behind it.  No one will hire you without knowing what you want.  If you don’t know what you want how can anyone else.  

How do you discover what you want to do next?  You say, “Lisa, I really want to do something with meaning, that has flexibility, that is no longer doing....” whatever.  “How do I figure this out?”  Great question.  First I it will take some uninterrupted time to remember what it is that you enjoy, are passionate about, or have always wanted to do.   To help get the thoughts going I have listed some questions for you to ask yourself.  Go get a coffee or a glass of water, a comfy seat, and something to write with.  Write out your initial answers to the below.  Get started even if it is brief or a bulleted list.  Writing it down is key. 

Which of my skills do I enjoy using?  Which of my skills do I least enjoy using?  What industries interest me?  What hobbies do I have that I enjoy?  What type of people do I enjoy working with?  What legacy do I want to leave behind?  What values must be present in my work for me to be successful?  What impact do I want to make?  Who are my role models and why?  How do I learn best?  What kind of environment do I thrive in?  Do I prefer work to make decisions that are based on logic or how they will effect people?

From this list, go back and continue to look at at various times.  See what other thoughts or ideas come to mind.  Once you get started you will be surprised that more ideas will come to mind.  There is more to this discovery and defining your target but the above questions, answered honestly, will get you heading in the right direction.  

Once a target has been determined, the next step is to develop a job search strategy.  Determine, from all the various job search tactics out there, which you feel comfortable using.  To get you thinking about the available tactics, here is a list to get you started with a brief description of each.

Networking Face to Face:   In person meetings with other professionals to introduce yourself and discover contacts that can help you in your job search.  There are many local networking meetings at libraries, job seekers groups, or business workshops which will get you connected.  This tactic is essential to any job search.   

Networking Online:  There are many online sites that allow you to manage your contacts and reconnect with co-workers, friends, and find future hiring managers.  The best known are LinkedIn and JibberJobber.

Niche Job Boards:  These are online job boards that are specific to an industry or type of work.  Targeting with in your area of industry is a time-saver and will give you and idea of what is happening currently in the industry, who is hiring and who is not.

Company websites and blogs:  More and more companies are posting their open positions directly on their websites and are not paying the job boards to do this for them.  Many companies will also provide descriptions of their culture and programs they provide to employees.  These are helpful tools in your research for opportunities as well as networking and preparing for interviews.

Job Aggregation Sites:  These sites search company career sections as well as the major job boards and consolidate them onto one site.  Indeed in one such site.  This can be a real time saver.  You can see the company’s name on the posting or the site from which the aggregator found the job posting.  Many of them have job alert emails that you can sign up for.

Online Professional Communities:  Think of these as the associations and organizations you belong to but online.  Again going as industry specific as you can is the best way to go.

Recruiters:  Recruiters are hired by companies as consultants to find qualified candidates for certain positions.  Many times the recruiters know of job openings at certain firms before any are posted.

Career Fairs - Online or in-person events that allow you to meet / talk to / interview with a live corporate recruiter.

This is not a complete list but it gives you an idea of the options that are out there in 2011.  Each tactic has pros and cons depending on the needs of your job search.  Look through this list and decide which strategies you would like to use and in what order?  As I mentioned earlier do not fall into the trap of only posting your resume online.  You must use several tactics to be truly successful.  I will tell you that good old fashioned networking is still the leading tactic to finding a job - online and offline.  Nothing works better than having direct contact, outside of an interview, with the hiring manager.  This can only be done through networking.

After determining the strategies you wish to use and the phase in which you will execute them, it really is just getting to work.  Work on your plan and you will hit the bulls eye.   

If you continue to feel overwhelmed, seek out professional advice.  There are several organizations such as local job clubs, networking groups, and associations that offer workshops and services to job seekers.  If you prefer a more personal approach, seek out a career management coach.  Do not hesitate to “interview” a few to see with whom you feel most comfortable.  Most coaches offer an initial phone consultation for free.  

“The journey of a million miles begins with one step.”

I wish you much success in your journey.  Continue on your plan and you will succeed and find work that you love and that fits into your life.

Why Is LinkedIn A Must Use Tool

As professionals or business owners, connections are key to our success.  Keeping up with our connections, both business and personal, are so important and I think even more difficult to do in 2011.  There are so many online opportunities to connect that it is overwhelming.  In addition to that, the question may be do we really get enough face time with our connections to make these relationships deeper?  In all honesty we all need both, online and offline connections to make a difference in our businesses or job searches.   For today, let’s focus on the online tools.  We can discuss offline at other time.  

When it comes to the online world you need to be picky about which tools you spend your time on.  Be as picky as what your weekend plans will be.  Choose a tool that will give you the biggest bang for the time.  Social media tools can be total time sucks, if we allow them to be.  In many ways we reconnect, and can now stay connected, with individuals that we would have never connected with 20 or even 10 years ago.  These online tools connect us with other professionals who can promote our companies and consumers who can buy our products or services.

I am very picky about where I spend my time online and off.  I have two school aged children and a husband with a very intense work schedule.  I am a business owner that loves what I do and could do it all the time.  I love my community and could volunteer in many areas.  I am blessed with many options but with those options comes decisions.  Where do I spend my time?

In my humble opinion for online connection tools, LinkedIn is near the top.  It is a place to find and be found.  I tell all my clients that if they are not on LinkedIn, they have to be and now.  I work with young to mid-level professionals who are in a career transition or tactical job search.  Even if they still have no idea of their job target I tell them to get on it and begin a profile today.  I work with them to fine tune that profile.  I give the same advice to fellow business owners or really anyone who provides a product or service.  There really are few audiences that I think LinkedIn could not help.

So what does it take to get a good profile up on LinkedIn and searchable.  The key is searchable and content rich.  More and more individuals and recruiters are searching LinkedIn for future employees, providers, and partners.  As job postings shrink more corporate recruiters are scouring LinkedIn for the right people.  There are a million, or it seems like that many, of articles telling you what mistakes to avoid etc.  I agree with much of it.  But let’s focus on getting started and the most important pieces to begin with.

1. Your Profile.  Complete it.  Be sure to look at it from the perspective of “How am I presenting myself to others?”  Always keep in mind the value proposition you bring.  Ensure the readers know who you are and what you are all about professionally.

2.  Professional Headline.  Know what it is and use it to your advantage.  The professional headline is the field below your name.  This field is longer than you think.  Most individuals enter a simple job title but this, many times, is not descriptive enough.  This field is shown whenever another user mouses over your photo.  Your name and professional headline show in a popup.  In some parts of LinkedIn, the popup has your name, professional headline, geographic area, and current job title.  

3.  Website Link.  Change the “My Website / My Company” links to be specific.  You can edit these fields within your profile.  When you edit, use the option of “other” then enter the text you want to display on your profile.  I suggest entering the name of your company and have it link to the part of the website you want people to go to.  I have my link going to the home page of my website.  It is the best place for people to start and to discover more about my business and what I specialize in.

4. Make Your Profile Public.  In the privacy settings, be sure to set your profile to public.  It makes it much easier for people to find you and utilize your services or reach out to you for a job opportunity.   The more you allow people to view your profile the more likely you will be contacted.  Also be sure to change the default URL of your profile to your name.  This is a great tool when you add a link to your profile on marketing documents.

5.  Status Updates and Tweets.  Once you are up and going on LinkedIn be sure to utilize the status updates.  Promote your business, articles you have written, an event you are attending or presenting at, etc.  If you are not posting status updates somewhat regularly you will be viewed as an inactive LinkedIn member.  Not good.  But on the other hand, posting all your Tweets or doing daily updates is over-kill.  The rule of thumb  here is, keep it professional and balanced.

6.  Recommendations.  Do not be afraid to ask for and give recommendations.  They build your credibility.  An easy way of breaking into this area is to be generous yourself.  Give a few authentic recommendations for your colleagues.  Many times the favor is quickly and easily returned.

There you have it, six quick ways to get yourself up and utilizing LinkedIn as a business building or job attraction tool.  Make it a regular practice to get on LinkedIn as least once a week for an hour.  Stay active and continue to build your network.  You will be glad you put in the time.

What is the Hidden Job Market

I hear this term a great deal in my profession and try to explain it to my clients.  Especially today, February 2011, the hidden job market is becoming more hidden.  Job openings are going up but online job posting are dropping off.  Why?  Well, it is simple.  Employers are becoming more and more overwhelmed with the number of resumes they receive for each posting.  The time it takes to review and respond is killing their productivity.  So the employee referral path is much more inviting.  Employee referrals are potential candidates that current employees refer to the company.  They recommend the people that could be their future co-workers.  Many times companies will offer a bonus to go with the referral.   If the new hire stays for a certain amount of time, the employee who referred them, gets a bonus.  Not bad and a good incentive all the way around.  

What does this mean to you?  It means that your networking, to get you into your A list of companies and in front of the hiring managers, is crucial to your future employment.  I have included an article written by Beverly Harvey, of Harvey Careers, an expert in the job search strategy world.  She explains the hidden job market.  I hope you find it enlightening.

- Lisa

Understanding the Hidden Job Market

Often referred to as the “hidden job market” this segment of unadvertised positions has been recently increasing. A few of the reasons why jobs may not be posted and thus, classified as “hidden” include:

• Staff reductions have left many Human Resource departments operating with a bare minimum staff. The HR department simply does not have the resources to respond to the hundreds or thousands of resumes they receive for advertised positions. Therefore, they do not post the open positions.
• In an effort to cut costs, many companies who regularly contracted with an executive search firm have decided to eliminate this expense. Some companies are conducting a referral-style recruitment process and some have created a small internal group to manage recruitment of senior level executives.
• The board of directors or venture capital owners may want to replace a non-performing senior executive, however they do not want to upset the current executive and cause him to leave before they have identified a new candidate to replace the existing executive.
• The current executive may have submitted his resignation but agreed to stay until a replacement is secured. The company may not advertise the position because it may gravely impact the subordinates performance and an important initiative the executive is leading.
• While there are many frozen positions, there are many that are simply sitting vacant and the company is not in a rush to fill the positions unless the “perfect” candidate appears on their radar screen.
• A company decision maker may be formulating a new position, but has not yet developed the job description, skill requirements or received budget clearance for the new position.

In reviewing the Department of Labor, Bureau of Labor Statistics reports, the majority of all jobs are hidden or unadvertised. The actual percentage changes month to month but has been interpreted by some experts to be as high as 80 percent. This would indicate that only 20 percentof jobs are posted.

Given these percentages, pursuing the hidden job market makes sense. This unadvertised segment will require a targeted search, extensive networking, and a crystal clear value proposition. One of my clients who followed this plan of attack identified several target companies and began a focused networking process. The result: he landed a position in the function, geography and salary range of his choice.

Another client identified one target company, began an internal networking process, met with several senior executives, and was offered a newly created position at a favorable salary.

As such, pursuing the unadvertised market makes sense.

Negotiating When You Get the Job Offer

I wanted to bring this article to you regarding salary negotiations.  It is so important to be prepared and to not just take what they offer, especially if it is obviously below market value.  I hope you enjoy Sherrie's tips.
- Lisa

Negotiation 2.0: How to Get the Job Offer You Want

Author:

Sherrie A. Madia, Ph.D.
If you made it to a job offer with an employer, chances are it\'s because the primary message you tried to instill in the minds of employers throughout your job search was your value to the company. To be successful with the offer negotiation process, you must first understand how that value translates into a monetary figure.
Research Comparable Salaries
The first step is to obtain some reliable salary figures for someone with your skill set, experience, industry, and geographic region. There are many resources available on the Web (such as salary.com), in business libraries, and through your business network that can provide you with comparable salary information. While it is unlikely that you will find an exact salary for your particular situation, the more research you conduct, the more confident you will become that the salary you quote will be realistic and present a 'fair market value' for your skills and accomplishments.
Relying on multiple sources for salary information means that you will obtain a fairly accurate picture of the range for your profession, years of experience, and current job market trends with regard to your industry.
In deciding on an appropriate salary range, don\'t forget to factor in the 'opportunity cost' of leaving your current position in terms of any commissions due, year-end bonuses, annual review, and pay raises, or stock options not yet vested.
After you analyze your findings, you will create three levels of salary:

• 
  Your 'Bottom Line' Number:This is the lowest salary you will accept in order to meet your financial responsibilities, while allowing you to work toward your longer range career and lifestyle goals.
• 
  Your 'Comfort Zone' Number:This is the salary at which you believe you will be adequately compensated in terms of the title and responsibilities of the position. This figure will also permit you to live comfortably in a manner to which you are accustomed.
• 
  Your 'Ideal' Number:This is the level of salary earned by top performers in your field.

Negotiating an Offer
Now that you have the three sets of numbers laid out, it\'s time to lay out a strategy for when an employment offer is actually made. When an employer offers you a given salary or quotes a salary range, your initial research will tell you if the number is too low, too high, or on target.
Many companies that offer an impressive benefit package may attempt to persuade you accept a lower salary. Only you can decide what will be best for yourself, your family, your career, and current situation. Keep in mind that if you accept a lower salary now it will affect the amount of increases you obtain as you move forward with the company since pay raises are based on a percentage of current salary.
Negotiating When the Offer is Too Low
When an offer is too low, your initial response might be to repeat the number in a non-judgmental tone and then stop talking. During this interval you will be comparing this number to your 'Bottom Line' figure. If the salary offered does not fall within even this bottom level, a possible response might be:
'Ms. Smith, thank you for the offer. I am truly appreciative that you believe I am the right person for this job and excited about getting started in meeting the challenges we discussed.'
Then clarify:
'Please allow me to clarify my understanding of the position. This is a full time, exempt position as IT Division Manager for your Cincinnati office. I would be reporting to the Vice President of Technology and be responsible for the supervision of seven staff. I would be required to manage the implementations of new technological initiatives within the branch office during the first six months of employment and spearhead some cost-cutting measures to trim at least 15off the department budget.  
'Do I have this correct?'
Make a strong case for a higher salary based on the value you will bring to the role. Be sure to mention any critical needs discussed during the interview and your ability to solve those issues.
'As we discussed, I have the requisite skill set to make an immediate contribution. As you know, I have led the successful implementation of new equipment in my current role and feel confident of my ability to reproduce that success with this company. Based on my expected contributions and what I have come to understand to be fair market value from some industry-based research for this level of position, a salary range of X to Y would be more appropriate. Can you work with me in this range?'
Three Possible Responses from the Employer
1. Employer doesn't budge!
Suggested response:
Remain enthusiastic and display an attitude of cooperation: You want to give the impression that you are trying to work out a win-win situation
'Okay, I do understand your position. I remain confident in my ability to excel in this role so perhaps we can build in some performance-based bonuses? I would certainly also factor in the scope of the benefit package offered.'
2. Employer raises the offer a bit but still below your expectations
Remain positive and reiterate key challenges of the position. Once again, express your confidence that you can meet and exceed performance expectations.
'I remember our discussion about the difficulty the department is having with team morale and how it is adversely affecting productivity. I have a consistent history of building strong teams in very similar situations, and I have full confidence in my ability to drive consensus and enhance overall productivity. I have calculated that even a 5boost in productivity would increase your bottom line by $50,000 in the first year alone. Based on this assessment, could you agree that a salary range of X and Y would be fair?
Continue on in this vein as long as the employer is receptive and you are able to continue documenting relevant past experience. As in the above example, it is always helpful to translate your value in terms of hard numbers.
3. Employer counters with an offer that is aligned with your needs and expectations
The negotiation process is now over and you can move forward to discussing benefits, bonuses, and special perks.
Article Source: http://www.articlesbase.com/interviews-articles/negotiation-20-how-to-get-the-job-offer-you-want-3664752.html


About the Author
Sherrie A. Madia, Ph.D. is an educator, author, and trainer.  Her most recent books include The Social Media Survival Guide (Also available in Spanish), The Online Job Search Survival Guide, and S.E.R.I.A.L.PRENEURSHIP: The Secrets of Repeatable Business Success. She is frequently cited by the national media as an expert in social media.  She is Director of Communications, External Affairs, and a Lecturer at the Wharton School of the University of Pennsylvania.