New Business Model. Problem Surfaces. Team Brought On-Site. Team Solves Problem. Team Moves On.

In my business which is career counseling, career guidance, and professional services, I’ve seen and been a part of several “new” business models. Most followed the Director – Manager – Supervisor – Worker Bee with varying numbers of associates comprising a pyramid-like structure.

Typically a company had several of these structures based on the service / product provided.  Pyramid structures look like the Egyptian model or could look like a thumbtack resting on its head,  i.e., a very thin structure where everyone does everything from top to bottom…

In the past problems that were recognized by an area were addressed within that area and with fanfare or without fanfare, most were solved. With many years experience in Information Technology (and several of the readers know) the solution maybe just was a temporary fix; A Band-Aid.  But once the problem was fixed, temporary or permanent, the offending manager could then do “chest thumping” to tell his Director or VP, “I’ve been successful and completed the fix.”

However, using some editorial leverage, Einstein once said, “”The thinking it took to get us into this mess is not the same thinking that is going to get us out of it.”

The business process of internal resolution vs external resolution has existed for some time..

Aware of this “problem – solution” method, some of my clients are assembling “swat” teams of identifiable problem solvers, putting this group together in a team with a proven leader, having presentations made to them from the “problem-area” and generating resolution(s) to the problem. Some clients are using the term Business Process Re-Engineering to identify this type of team.

Again, using my experience, some larger firms have identified internal teams that might stay together for a period of time. A rule of thumb, sometimes executed in these large corporations, is to rotate team members in order to identify leaders and problem solvers. 

The difference in the business model today is a more extensive use of Contract Staff. The request is to have a professional service firm put together an approved “swat team” to come in and identify the project, solve the problem, provide the how-to documentation and leave, appears to be gaining traction.

If you feel you want to join a team like this, be aware this is the life of an Independent Consultant. Find a group and see if you can make a difference.

If you need a direction-set, and are not finding a path to achieve the goal, contact a career coach, career guidance professional or a person steeped in consultative services for idea tracking and reaching your objective.

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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“Don’t Let Your Mom Cut Your Hair When She’s Mad At Your Dad”

As a career coach, career counselor, and professional for careers in transition, a parallel comment can be made for some interview situations. 

I’ve coached people to expect the unexpected.  Everyone has a bad day.  Human Resources people are no different.

For example, let’s say you were invited for a face-to-face interview and are sitting in the HR waiting area.  You can’t help but hear loud voices coming from a heated discussion on the other side of the wall.  I admit, HR folks should never voice opinions to be heard, but it happens.

Then a HR person then comes out to say hello and take you into the “interrogation, no wait, the interview” room.  But you recognize the voice;  It was one you heard in “The Discussion.”

After pleasantries are exchanged the first question is “I notice you have gaps in your employment.  Why?”

Wait a minute.  You need to realize that Human Resources reviewed your resume, has presented the resume to the department, and has selected you to come for an interview.  Human Resources knows about your “gaps in employment” and yet, you have been selected to interview.

The key is not to give the wrong answer and be tossed out of the interview with no chance to meet the hiring manager.  If HR is having a good or bad day, the key remains providing the correct answer.

Be brutally honest, but don’t hesitate. The HR person has done tons more interviews than you.  Do not fudge any start / end dates.  Have the resume you submitted be focused in your mind’s eye and be able to quote chapter and verse with an immediate response.

“The economy has hurt everyone, including me,” could be a good start point. 

If you have a justifiable reason, use it.  “I was downsized by XYZ  Company in January and did a last second enrollment in Whatever Community College to take a class in Technology or Networks or Advanced CAD.”  This would be a super comeback and would satisfy Human Resources completely.  And if you could add, “And by the way, I’m getting or got an A,”  even better.

If the class was totally related to the area where you are interviewing, even better.

Next case, no educational-type deal:

“When I was downsized, I took immediate steps to update my resume, put my networking efforts at 100%, and get my job search going full time.  I have not permitted myself to have any down-time until I land a new opportunity. This has been a full time effort and truthfully, I am pleased to be here and interviewing with you.”

Try and diffuse a negative situation as soon as possible.  Don’t let these questions that potentially put you in negative posture to continue, if you can stop them.  Try and end these questions as soon as possible.

If you need further assistance on how to deal with questions that put you on the defensive, contact a career coach, or career guidance counselor, or a professional who has dealt with careers in transition.   Be prepared!

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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Don’t Be Fooled. Executive Interviewing Today Is Behavioral and Situational

Let’s presume you are a Senior Manager or “C” level professional who passes the “Posting-Selection-First Screen” gauntlet, to use a phrase from an earlier article. 

Once at the potential employer’s site for a face-to-face with senior management, you have had a morning of interviews and now you are meeting with the person you will report to. 

This is the litmus test. 

This is the Big Kahuna. The Chief. The Big Guy.  The Man.  And yes, the real decision maker.  This my friend, is show-time, this is make or break time, this is use all the knowledge you can muster.  

It’s in your hands to respond to The Man correctly and be hired, or, not respond correctly and start the process all over with another firm. 

Don’t let The Man see you sweat.  Don’t be nervous.  Use that breath-strip and get some moisture back in your mouth before you sit.  You’ve used a career coach and have reviewed a number of potential questions.  You are prepared, you hope.

Chit-chat about sports, asking how the interviews have gone with potential peers, asking a small opinion about the company, etc is first. 

You wait for The Man to pounce.

As the interviewee, you should potentially be even more focused on behavioral interviewing than the interviewer. The preparation can help with the land-mine questions.

For example, on a recent interview one of my clients was given a situational question: “Let’s say there is a project in trouble. You have been assigned to fix it. What would you do in the first week when you get here?”

Her answer was much more compelling because she didn’t answer, “What I would do is…” or “Here’s what I would do…”

Rather, she answered, “Interesting.  This situation is a parallel of the time when……. and here is exactly what I did.” This response is referred to as antidotal and when you are able to demonstrate not only do you have the “right” answer, but you had the experience in stating, “been there, done that” your antidotal response will go a long way in gaining needed respect. 

This type of response is much more powerful than a statement that would at best stated, “I know what I think I would do.”

If you want to prepare for ”land-mine” type questions and responses, seek out a professional career coach, or professional career guidance counselor who has the experience in working with senior level candidates.  You can’t afford to get this far and fail. 

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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Interviewing Today. It Ain’t What It Used To Be.

If your career is in transition and you are closing in on an interview, you may want to see a career coach or career guidance professional so you don’t “tank” the interview.

As a former corporate senior staffing professional, all interview candidates were asked technical questions related to the area.  I interviewed technology professionals, finance professionals up through and including directors and “C” level executives.  Certainly the executive interviews were different, but the trend was started toward “behavioral interviewing.”  

Today’s interviews are primarily “behavioral.”  I certainly wasn’t the person who started behavioral interviewing, just a person who embraced and recognized the behavioral-style.

For technical interviews, in the day, technical questions were asked.  Today, technical questions are asked.   In the day, rote-memory questions solicited rote-memory answers.  Today, the same questions is asked with a “how did you do this?” Or, “Explain in detail how you did that?”

In other words, interviews today are “situational” and you need to explain the how-what-when-and-why factor.  Companies want people who know when to use something and why to use something.  

Whether it’s Information Technology, Finance, Accounting, Engineering, or whatever, be prepared to explain situations and use life-examples.

For directors and “C” level individuals, be prepared for the same…..situational type questions, such as:   “How would you describe your leadership skills?” Or, “What is more important – creativity or economics?”  Or, “What is the toughest challenge you’ve faced?”  

Of course for director and “C” level professionals, also be prepared to add the “Why-Reason” for every question.  Be prepared to use personal experience and leadership examples.

Additional study questions are available via many sources, but if you still have a question, do not hesitate to seek a career coach or career guidance professional to prepare for an interview.  You’ve cleared several hurdles and the “interview hurdle” is critical.

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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And The Meek Shall Inherit A …… New Job.

What?  In today’s job market, if you are meek, sorry.  You will not inherit anything.  In fact, you will not be considered for anything.  In fact, stay home or change your ways.  Immediately.

Today’s job market is close to guerilla warfare. Statistics indicate there are five or six applicants for every job opening, so you better have all the angles, all the hype, all the good information on that resume to make a substantial first impression.

The resume in most cases is your introduction.  If you have established a network connection and gain an inside track to a firm, then somewhere along the path you have listened to a career counselor, or a career coach, and managed your career in transition.  

But now following the path into the firm, you need to produce a substantial resume that is spot-on to the job opening. You did research the job opening,  didn’t you? 

Your resume should not have an Objective Statement, and there better not be a incorrectly spelled word, your grammar needs to be super accurate and your resume better have experience that aligns with the job opening.

Remember when you’ve made network connection and get a referral into a company, the person making the referral needs to look like they know what they are doing by recommending you.  This is often times a point people miss when using a referral.

The cover letter needs be spot on also.

And you can not be “meek.”  In today’s job market, you need to stand tall, you need to have that substantial resume, career coaching, and career guidance so you do not stumble.  You need to have the confidence to succeed.

Practice in front of a mirror.  Practice what you will say when you meet the HR person or the department manager for the first time.  It’s my experience that decisions are made almost immediately.  If you can get liked by the people you are meeting, you have an inside track. 

Try and get pointers from friends or reading from the internet.  Find out what works and what doesn’t work. If these paths turn up short on answers, find the professional to discuss various scenarios.  If you get an interview via a reference, you can not be meek or act like a wall-flower.  You have to go get ‘em!

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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Resume Posted. Done. Interview Completed. Done. Job Offer. What Now?

First, congratulations on running the Job Search Gauntlet.  All the career coaching and career guidance paid off.  You even brushed up on your interviewing techniques focusing on behavioral questions and the responses that relate to your exact background.  And this was preceded by a resume rewrite that focused on accomplishments, not just on your past responsibilities.

Way to go!  But now the heat is really on. 

You have been invited back to the company for a meeting with Human Resources.  This could be it and you really don’t want to “tank” on this meeting.  Will HR discuss a job offer?  Think about it, could there be another reason?  Maybe it’s uncertainty about how you responded to a question?  Maybe it’s to have you sign a Release document to do a background check.  Yes, keep on talking.  This is a fantastic sign.

In my corporate career and professional services career, when a candidate was invited back to the company to meet with HR, in 99% of occurrences, there was a job offer.

Did you do your homework?

Let’s presume you have determined an acceptable pay range.  The compensation source was good. You even verified the proposed pay range with a career coach and career guidance person.  So you have a targeted salary.  You’re in good shape or are you? 

Let the negotiations begin!

Things you will need to negotiate are:

.  Complete understanding of benefits offered.  Medical coverage (single / employee and spouse / family), dental coverage,  employee contribution, disability insurance, retirement benefits, domestic partner benefits, paid time off including holidays and vacation, and other benefits, such as tuition assistance, flexible medical or child-care spending accounts (pre-tax accounts to pay qualified expenses), other child-care benefits, and non-production bonuses (bonuses not tied to performance).

My point is you need all these items to determine a fair and complete compensation package.  If you don’t have them all on paper from HR, you do not have a complete picture of the job offer.

Human Resources should have this complete package.  Many of my clients today will forward or give a complete benefits package to a potential employee beforehand so a review can take place.

If you have a lingering question, seek a career coach or career guidance professional to prepare for the HR meeting. If possible, you must review the needed information before going to HR.

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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Move / Don’t Move. . .Get a Job / Don’t Get A Job . . .Salary / The Inverse

Not everyone is struggling in the job market. 

I’ve read that jobs and careers, salaries, opportunities are booming for professionals in career transition today.  What an intro-line! 

I want to be a career coach and offer career guidance in those areas!

This past week an article in …. 

USA Today has reported that college towns and state capitals are doing okay in the recession. College towns and state capitals “are a refuge from the boom and bust of the private market,” said Robert Lang, urban sociologist at the University of Nevada Las Vegas. “State capitals are where the action is because they developed a white-collar service economy around government.”  Proper resume writing, proper interviewing, proper follow-up, career coaching, career guidance, are magnified when the job market is booming.  

I have a personal example of a client who had the proper resume, solid career coaching and solid career guidance, and she could not find a position in the metro area.  The “metro-area” happens to be Detroit, Michigan where one of the worst unemployment calamities is taking place.

However, this client re-focused her job search to Ann Arbor, the home of The University of Michigan and within one week had three job interviews.  She accepted a job and had a second job offer.  I agree Ann Arbor is 45 / 50 miles West of Detroit.  But this isn’t the point.  The point is there are opportunities in Ann Arbor, a college town.  There also is unemployment, don’t get me wrong.

My point is “Be Flexible” if you can.  Be open to finding an opportunity outside of your geographical area and go for it.

My second point is “Salary / The Inverse.”  You need to step back from compensation in a previous position, consider the current situation, and the future. And always be aware that many times promises are empty. 

“Company A will hire you at one rate and you will still be at that rate one year from now.”

Three points:  Negotiate mid-year performance appraisals leading to compensation reviews;  Next, add the benefit cost to your received compensation;  And, finally, look in the mirror to see if you are performing at your best.

There also could be extenuating circumstances:  Business performance including stagnation not expansion, declining market share, the economy could all be present. 

These are difficult times. You will need strong self-evaluation.  Never permit yourself to be unemployed in the future.  If this means retraining, get it.  If this means networking, do it.  If it means moving or commuting, face it.

Seek a professional if you don’t know where to start, seek a professional to get a reality check.  Find out areas where there are jobs for your background.  Be willing to refocus and look at a new geographic area. The world is not and will not ever be the same. Don’t wait until the eleventh hour of the eleventh day…………..   

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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:) Purple Hair With Yellow Polka Dots?

As a former technical recruiter and still very involved with candidate presentation, I try and deal with bright, focused, and talented professionals. 

I might ask if a professional is belongs to Mensa.  Some professionals just don’t list this organization, because they feel perhaps a bias could occur.  But, back to bright, focused, talented and maybe Mensa-type individuals where sometimes this is a help and sometimes a hindrance.  For instance, I like Master Degree individuals if completing a search for Big Five Consulting firms.  In fact, for senior level consultants with any firm, the MA, or MS, of MBA is a good sell-point.  CPA’s, MSA’s,… CISSP’s, and so on.  They all are a plus. 

I like India Institute of Technology graduates.  This is a prestige school that produces great and talented graduates.  I like particular  U. S. schools where I know the curriculums are focused and a graduate with a GPA of 3.85 / 4.00 is bright and has applied themselves.  This is good stuff.

Honest event; I won’t say when and I will use a fictitious name but I had a great opportunity for a Senior Creative Director / Web Developer for one of my major clients.  This individual had difficult requirements to qualify including an undergrad GPA……, many years of experience, CSS, HTML, XSL/XML,  and so on.

If possible for all candidates, I ask to meet candidates before the interview in person or by SKYPE.  This is mandatory.

Purple Hair With Yellow Polka Dots….

I was able to set up a noon-time meeting to meet my number one candidate. This guy was a rock-star on paper and in several phone conversations, Reynolds K.

I like sitting in a window booth and looked up to see a young man approaching me with . . .  purple hair and yellow polka dots.  I said a quick prayer that this was not the “Reynolds K” I was meeting. 

Wrong, it was.

Fortunately, it was a meeting where I told him in no uncertain terms HIS HAIR HAD TO CHANGE or I would cancel the interview. 

He was devastated.  I further told him, once on site and passing the 60 day guarantee period (every staffing professional will know the meaning of that comment), he could color his hair any manner he wished to color.  But until then, his hair had to be natural.  Period.

Sure enough, he complied  I know because I meet him at the client site!  And interviewed and got the job with flying colors.

I try and keep track of contract and direct hire professionals that my firm or I place.  This translates into on-site meetings with candidates every few weeks or lunch.  Reynolds K was true to his work and kept a light-brown color hair until………………….. 70-plus days. 

We spoke at about two and one-half months and he mentioned if I thought it would be appropriate to have a small, not-to-noticeable (yea, right!) pattern in his hair.  The position was “creative” and there were several, maybe the same, creative people at the firm.

His next foray into hair-style-color was a thunderbolt pattern and not only do his hair with the thunderbolt on both sides, mirror-image, but he put the same thunderbolt pattern on his car doors.  Mirror image, of course.

Gaud, I love genius-category professionals.

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Job? Career? Hey, It’s 2010!

I read a blog with interest today pointing out a searching for jobs versus careers.

First, I respect anyone taking time to assist job seekers, job holders, and even people like myself that read as much as possible.  And the article was well written.

As I travel the path of career guidance,  today is so different than years ago.  In the past, I’ve worked on organizational development with solid results when it came to job families, salary ranges, job descriptions and guidance for managers and associates when to look moving  up the career ladder. 

I’ve seen many professionals from my organizational development days that have far surpassed my expectations and I darn proud of the accomplishments.

Today statistics continue to point to “six applicants for one opportunity.”  Those are not good reasons to quarrel over opportunity.

Of course, to every point there mostly is a counter-point.  High end positions in Oil-Gas, some areas of Information Technology including specific languages, Data Communications, and Finance seem to be “hot” today and should stay hot.

The issue with many professionals searching for jobs today is you-have-training-in-the-wrong-field.  For example, there are mainframe programmers (typically COBOL) who did not take training in more current disciplines. OR they chose not to consider management positions if given the opportunity.   Although there are selective few jobs primarily in contracting (work for a professional services firm for a specific period of time, then hope to be hired at another location) the key could be several directions;  Back to school for additional training, or stay in COBOL and continue to take contract positions.  Or change careers.

This all leads me back to jobs versus careers:

-  If you need retraining, consider “No Worker Left Behind”

-  If you have time, get retraining in something where you know you can earn a solid living and not be in this situation again.  Specialized computer training, nursing, study and get that CPA, get a certificate for data communications

-  Find an area that you can love and has a future.  View sites to find the “Hot Careers”

Whatever you decide, do not sit around and wait for something to happen. 

BECAUSE IT WILL NOT HAPPEN. 

You must have an action to cause a reaction.

If you don’t know where to start, seek a professional to get a reality check.  Find out what’s hot, and what’s not.  If it’s continued job search, find the professional.  If it’s a new direction speak with your spouse, trusted advisors, whomever to get that guidance.  Remember, this is a critical juncture in your life.   

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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Should I Be Paid For What I Know Or What I Produce?

In a recent article an observation was made, stating to move to a new job an individual could be hampered by a comment “What I Have To Do?” versus “What I Want To Do?”   This is a definite discussion point and it must be considered when making a career transition.

I had a meeting late this afternoon with three clients who wanted to discuss the comment above in detail.  The composition of the group was two females, one male.  All three were in their fifties; all three had recently been downsized.

An excellent point was made concerning moving to a new career or just moving to a new job, a new direction.

Specifically, the comment revolved around, should I look at a new opportunity where a company pays me for “what I produce?” or should I look at a new opportunity where a company pays me for “what I know?”

A nice thing about an odd numbered discussion group is seldom the consensus-decision results in a tie.

After listening to an extensive discussion, the following summarization was:   

-  Every company that hires you will hire for what you know.  Sales and Marketing, Information Technology, Engineering, Human Resources, etc.  Every company pays you for what you know and what you bring to the company.

-  But a counter-point was, don’t you get paid for what you produce?  This sounded more Sales and Marketing oriented.  

After several specific points and counter-points, the follow summary conclusion was: 

You get hired for what you know, but you are ultimately paid for what you produce.

As an existing career potentially draws to a close and you re-invent yourself for a second or third time, use the knowledge, business savvy, decision making, and leadership qualities learned.  Translate and use those “learned-actions” into what you can bring to a new job or a career change.

These are items a company should consider and pay you for what you know. Once the company is convinced and you’re hired, then you need to produce!

This is something a recent college graduate does not have and can not bring to a job.  In other words, ‘ya got ‘em.’ 

If you don’t know where to start, seek a professional to get your resume / job search approach / targeted sectors into a business format.  Remember, making a career move is difficult. 

Call (248) 630 – 5555 or visit www.careers-in-transition.com for further information.

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