Career & Business Coaching

Overcome Your Job Search Competition

MIchael Trust SPHR1 — Sat, 06 Mar 2010 19:57:00 GMT

Overcome Your Job Search Competition

In today’s highly competitive job search market, anything that gives you a legitimate edge is worthwhile to use in your job search. Below are a number of items that you can use, today, in your job search to help you overcome the completion.

· Research Your Target Companies: this point can’t be more important in today’s market. In the current environment, you have to know more than just what the position requires: you have to know people within the organization, the organization’s strengths and weaknesses in their marketplace, and how you can provide solutions to those weaknesses. If you don’t have this, you won’t be able to effectively interview.

· This is where your network comes in. Hopefully, you’ve been cultivating and active in your network for some period of time prior to your needing their help. No one in a network likes to be contacted only when they’re needed. Networking is a two way street, and you have to give to get. I promise you that if you only contact your network when you need something, your network will not be responsive to your needs. Instead, stay in touch, provide useful information, care about what’s going on with the people in your network, and share useful information, tips, and leads with your network. It will come back to you in a positive way.

· An outstanding cover letter that succulently and clearly articulates your value as an innovative problem solver, with brief highlights that are related to the problems that the organization to which you’re applying has. This will make you stand out. Are all cover letters read? No. Are some? Absolutely. Is there any harm in submitting one? No. Could it hurt you not to? Yes, for sure.

· The Thank You Note. Over the last 15 years or so, this has become a lost art. What better way to tell the prospective employer how professional you are than with a timely thank you note, thanking them for their time, reiterating how you are great for the position (and if you’re not, that you have a great referral for them), and helping you to further brand yourself in the hiring manager’s eyes. It’s fast, cheap, and simple. And, it goes a long, long way.

· Follow-up: Most people don’t follow-up. If you’ve invested the time and energy to research the organization, custom write a great cover letter, tailor your resume to the specific position, follow-up with an excellent thank you note, why wouldn’t you follow-up? It’s perfectly appropriate to follow-up in a reasonable amount of time (depends on the type of position) without being overly persistent. Professional, but persistent is the rule.

If you follow these tips, your search for a new position should be more successful.

Michael Trust, MPA, SPHR-CA is a Career Strategist, and president of Michael Trust & Associates, www.MichaelTrustAssociates.com, a Career & Business Coaching firm. His Coaching, Business, and Human Resources experience spans twenty years, and he has had major roles in staffing in all of his Human Resource positions. In addition, he has coached individuals at all career levels relative to their career paths, job search strategies, business strategies, and related areas. Mr. Trust is also a member of the International Coach Federation (ICF).

Blog Update

MIchael Trust SPHR1 — Mon, 01 Mar 2010 04:57:00 GMT

This blog is currently undergoing a major overhaul, which I expect will be completed by the end of March. The overhaul should make this site much easier to use. Please pardon my dust as I work to make this blog better. The blog will continue to be updated during this time. Thanks.

Keep Motivated During Your Position Search

MIchael Trust SPHR1 — Mon, 22 Feb 2010 01:19:00 GMT

Keep Motivated During Your Position Search

It can be very frustrating during a job search, especially an extended search, to stay motivated and on track. It’s very easy to become undisciplined and unfocused, especially as the financial and emotional toll of an extended search mounts. There are some tips that can help to keep you focused an on track, and that can help you stay upbeat, and keep your position top of mind with those around you.

Think back to the last political campaign you followed or know about. How did you come to know anything about the candidate or the issue? What steps did the candidate or cause use to advance their agenda and your knowledge of them or the issue? This same thinking should be part of your overall position search strategy. Most candidates or causes knock on doors, network heavily, shake hands, invest time and energy in community causes, and the like. They become *visible*. They let it be known what they are after and why. The same principle applies in your position search. Be visible. Meet people. Let people know what you need. If things aren’t working, take a hard look at what you’re doing – perhaps, for example, you are always the second finalist for a position – could it be that you have unrealistic expectations about salary, or perhaps you just need to fine tune your interviewing skills. Doing the same things over and over without evaluating what’s working and what’s not will result in the same less than desirable result.

Evaluate your last or current position. Does the function or even the industry still exist? If it does, is it growing or shrinking? Is the writing on the wall? Perhaps it’s time to evaluate the industry or position type and look at new options. Daunting as this sounds, it’s not hard to do, but it does take committed time and effort, and quite possibly, some financial investment. There are a multitude of people – career counselors, career coaches, resume services, interview preparation services, even the people at your local Unemployment Office – all of whom help people like you everyday. So, this may seem daunting to you, but to them, and to me, it’s their/our job. They (and I) help people, hopefully because it’s their passion. It’s mine. We will help you get over it. You may have to invest some money – the investment is in yourself and your future, and quite a bit of time. But, that time is better spent preparing for a new career than chasing after one that may no longer exist, either now or shortly. That investment may be in coaching or a new resume, or even more training and/or formal education. If this is you, sit down and evaluate where you want to be, what you think you need to get there, what’s realistic given your circumstances, and then map out a plan of action. Breaking something like this down into smaller parts will make it less overwhelming, more comfortable, and ultimately, more achievable.

One of the best ways to stay visible, keep your skills (or learn new ones) up to date is to volunteer. There are a ton of volunteer opportunities in any community, and it’s a great way to meet new people – people who may be able to lend a hand, an introduction, or some other information about someone who needs to fill a position. It also shows potential employers that you weren’t sitting around watching soap operas all day; that you did something to better the community, to keep yourself productive, and to keep your skills sharp. This is a huge plus when you’re invariably asked in the interview what you’ve been doing with your time.

Using these tips can help you stay motivated during your position search, may lead you to a new career path and/or to new skills, and hopefully, into the new position of your dreams.

Ace the Phone Interview!!

MIchael Trust SPHR1 — Mon, 22 Feb 2010 01:17:00 GMT

Ace the Phone Interview!!

Many recruiters use the phone interview as a quick and efficient method of screening potential candidates. While at first glance, it may seem that this is an easier way to be interviewed, in many ways, it is in fact much more difficult. The phone interview derives from a hiring manager reviewing your resume or other application materials and determining that you may be a good fit for a role that is available or that may become available. This is great: it means that your resume did its job and got you the interview. Make the most of the phone interview: it’s the one chance you’ll have at the outset to sell your skills, experience, education, and why you’re a great fit for the position. If you don’t do that effectively, the chances of getting to the next round, generally an in-person interview, and slim to none. A few key factors to focus on:

· List your home phone number and your cell number. Be sure that there are professional outgoing voicemail messages on both. While you may be tempted to have your child or someone else leave a cute outgoing message on your home phone (or any phone number you’re using for your search), this will backfire. Keep it professional and keep it clean and tight.

· Be persistent if you get into a game of phone tag. Perhaps suggest some good times when you will be available to chat; times that you know you won’t be interrupted or otherwise distracted. Common sense dictates that you return calls as soon as you can. In any event, do not let phone tag stop you from pursuing a position.

· If a call comes in and you answer, and you’re distracted (driving, at work, putting your child down for a nap, etc.), ask if you can schedule a specific time to talk. This is not an uncommon practice, and generally will not harm you, provided that you are professional and can schedule relatively quickly, and to the extent possible, accommodate the caller’s schedule. Most people calling recognize that you may not expect their call or that they may have reached you at a bad time.

· Body language isn’t readily visible on a phone call, of course, and so tone and voice inflection may carry unintended meanings. Be especially sensitive to how you’re coming across – be yourself, and also take pains to ensure that you’re as professional and confident as you can be.

· Be ready for the “zinger” questions – the ones that you will have the most trouble answering – questions (however phrased) about weaknesses, past failures, employment gaps, interest in the position, etc. and have answers ready. Canned answers are easily seen though, so be yourself and answer authentically, and of course, honestly. For especially negative situations, figure out a way to put a truthful “spin” on the answer so that the negative can be turned into a positive as much as possible. The point here is not to have “canned” answers, but to have thought about potential questions and answers in advance so that you can be ready and confident when answering these types of questions.

· Run a background check on yourself. No, not the kind you pay for: the free kind. Google. Yahoo. See what comes up. If there are photos of you drunk at a party, or saying negative things about your past or current employer, etc. be assured that the will be found and that they will likely be seen by the person interviewing you. Many, many organizations run Internet searches of applicants just to see what they can find (whether you agree or not, or whether or not this is a good Human Resources practice is debatable; the fact is, it happens. A lot). Clean up your online profile before you start an active job search.

· Your resume is a tool. It got you this far. Have it handy during your phone interview. Have notes written on it about things that you want to highlight in more detail that may come up. Take the opportunity when answering questions to highlight those areas and accomplishments that are relevant. You aren’t sitting in front of the interviewer, and thus you have the freedom to be as comfortable and prepared as you can be; they won’t know that you’re referring to your notes. Use them.

· The most effective way to position yourself as the best candidate is to relate past experiences, particularly solutions to problems that you have solved that have relevance in content or in other ways to the problems that your prospective employer is facing. The interviewer is likely looking for the way you think, analyze, and solve problems – even if they are totally different types of problems from your current or past role to the prospective one. Be ready to provide these examples, and the more that you can quantify, the better.

· Remember that an interview is a two-way street. You may do most of the talking or you may not. Whichever way it goes, be sure to abide by common courtesy standards: don’t interrupt, be respectful, and let the other person talk.

· The best way to think about this call (or any interview) is that it’s a conversation. It should not be an interrogation (although some interviewers like that style, and it’s a matter of personal preference for them). The interviewer asks you questions and you answer, and should have questions of your own (see next bullet). If you’re well prepared, this should be an easy, flowing conversation.

· Be prepared!! There is no excuse not to know all you can about the organization, potential issues they face, how you can solve those issues, and for you to have insightful questions to ask that show your true interest in the position, the depth of your knowledge about the industry or sector, and of course, of the organization.

Using these tips should help you have a successful phone interview. Of course, the final outcome is up to you.

Common Resume Errors

MIchael Trust SPHR1 — Mon, 15 Feb 2010 02:38:00 GMT

There are many common mistakes that people make on their resumes. These mistakes are often fatal. As the primary introductory marketing document for your job search. these are items to avoid:

An "Objective" statement. This is all fluff, and most recruiters and hiring mangers don't even both to read it.

Poor grammar: there is no excuse for poor grammar. Be careful about relying too heavily on spell and grammar check - there are many variations of the same words that have vastly different meanings, spellings, usages, and the like.

A resume that reads like a tombstone. That's what I call them, anyway. Just listing your past jobs and their duties doesn't really tell anyone anything about you. Always ask yourself - "why am I listing this. What do I hope the person reading it gets from it?". If you can't answer that, nix the entry.

Make it easy for the reader to pick out key words related to the specific position for which you are applying so that they see relevance; they are likely to go back and read what you've written far more carefully; after all, that's what you want, right?

Pages - if you're new to the world of work, your resume should not be more than one page, absent some very, very compelling reason. If you're experienced, try to keep it to two pages; for highly experienced executives, it is often the case that resumes will go beyond two pages in order to highlight relevant accomplishments. The key is to have information that is valuable to the reader: fluff doesn't fly in this case, and it's the easiest way for a recruiter or a hiring manager not to continue (or even to start) reading your resume. Not what you want.

Keep enough whitespace on the resume so that it's pleasing to the eye and easy to read. Cramming more data into smaller margins or fonts only makes it harder to read; the harder it is to read, the less likely it will be read.

Chronological resumes usually work the best. Functional resumes are good for career changers, or those with many jobs and/or gaps in employment. Most well trained recruiters and hiring managers are going to be immediately suspicious if they see a functional resume, so if you want to use one, and there certainly are times when it's appropriate, be sure you know why and that it serves the purpose for which it is intended: to get you an interview!!

There is a wide disparity of opinion about cover letters. I still find them valuable. It's a chance for me to check out your writing skills, your thought process, and perhaps for you to tell me a bit more about why you're a great fit for the position that I may have open than I would otherwise glean from reading your resume.

If you're unsure about whether your resume is up to par, especially with all of the competition in today's market, I would suggest that you consult a resume writer who has actual hiring experience, and perhaps a career coach.

Copyright (c) 2010 by Michael Trust & Associates. All Rights Reserved. www.MichaelTrustAssociates.com

Blog Update

MIchael Trust SPHR1 — Sun, 07 Feb 2010 04:42:00 GMT

What's A Degree Really Worth (from the Wall Street Journal)

MIchael Trust SPHR1 — Fri, 05 Feb 2010 04:47:00 GMT

This is a fascinating article about the perceived and real "worth" of a college degree (undergraduate primarily). There are good arguments on both sides of the issue. If you log on to the Wall Street Journal website, you can actually read the comments associated with this article and the analysis that many do in response to the numbers in the article itself. It's a great read.

Worth of A Degree

Buzz up!

No Response After An Interview? Novel Idea (from the New York Times)

MIchael Trust SPHR1 — Fri, 05 Feb 2010 04:42:00 GMT

This person had a novel approach to the "email snub" after having interviewed with a company, and after having completed an assignment for them as part of the interview process. It's quite novel. As an HR professional and as a coach, I find the behavior of most companies to be not up to snuff. I'm not sure going this far was such a great idea; it could backfire as this person becomes known, and it certainly burned bridges at this particular organization. What say you?

No Follow-up After the Interview?

So You Want to Change Careers?

MIchael Trust SPHR1 — Thu, 04 Feb 2010 03:45:00 GMT

So, what’s important when thinking about your resume and a career change?

Finding a gig in this economy is tough by any measure. Finding one when trying to change careers is even tougher. But, the good news is that it’s not impossible; in fact, with the right coaching , writing, and planning, it can be done!!

Let’s look at what a career changer should be thinking about:

· Before you can start to network, write a new resume, and the like, you have to know what you’ve done, and where you want to go. Sounds easy. Often isn’t. It’s surprising to many people how many of their skills are transferable, and how many skills they forget they have, especially if they have been in the same field or even the same position for a long time. A good step back and careful evaluation of past experiences, education, training, and the like can often yield surprising insights and thus surprising, and very positive, results.

· In order to do the above, one has to have a shift of mindset; that is – what was, was. What’s coming is. That means that if your identity is wrapped up in your past career or position, you have to step out of that mindset – yes, that career or position was valuable – no question, or you wouldn’t have done it most likely. Now, start to think about what it is you’re aiming for – start to identify with that and what it represents. Internalize that. Be prepared to say “I am a (fill in the blank) and am successful at things like (fill in the blanks). In the past, I did (whatever it was) and now I’m so excited to be doing (fill in the blank). This is an easy transition from old skills to new skills, old experiences to new ones, and when you believe, it may very well come true. This simple exercise can change your whole mindset, attitude, and outlook on life and on the future.

· Career Coaches can help with assessments, interviews, and other tools to help you more narrowly define what you like and don’t like; what you’re good at and not; where your skills easily transfer to a new career path or position; and, help prepare you for interviews; in the same vein, a good resume writer, with a lot of hiring, writing, marketing, and branding experience can help you encapsulate those results into a compelling marketing document to help you make the transition.

· Preparing a new resume prior to completing the steps above will likely be an exercise in futility; it’s virtually impossible to create a compelling resume if there are no clear goals.

· If you’re unsure where to start, most States, and many cities and counties have local workforce development boards that can assist with these types of questions; in addition, most unemployment offices will offer basic services such as these. If you attended a college or university, many will offer alumni services through their career centers.

· The most important take-aways:

o Critically and objectively think about what you’ve done and *all* of the skills that were necessary to get that job(s) done – some things may seem minor, but may end up making the biggest difference.

o Get other viewpoints about your plans to gauge if they are realistic and doable.

o Determine if you need more education or training in order to move into your new chosen field.

o Consider consulting with a career coach or resume writer (or both) to help you validate your new goals and to redefine how your skills are marketed.

o Be positive and open to new ideas!!

How a Black Mark Can Derail a Job Search (from the Wall Street Journal)

MIchael Trust SPHR1 — Wed, 03 Feb 2010 23:10:00 GMT

This is a very interesting article about how you can be blacklisted for seemingly insignificant (or significant) slights during your job search. It's an incredible read, and worth the time.

Blacklisted During Your Job Search

Q4 Unemployment Numbers from the Feds

MIchael Trust SPHR1 — Wed, 03 Feb 2010 04:53:00 GMT

Below are selected numbers from the Federal Bureau of Labor Statistics for Q4 of 2009. What do you think of these numbers? Too high? Too low?

Q4 2009 Unemployment Rates for Select Administrative Positions (Source: U.S. Bureau of Labor Statistics)

Administrative services managers: 3.5%
Insurance claims and policy processing clerks: 4.3%
Word processors and typists: 4.6%
First-line supervisors/managers of office and administrative support: 5.4%
Human resources, training and labor relations specialists: 5.6%
File clerks: 6.9%
Secretaries and administrative assistants: 8.1%

Online Reputations Matter (from Microsoft)

MIchael Trust SPHR1 — Wed, 03 Feb 2010 04:49:00 GMT

Microsoft has come out (with their consultants) with a study about online reputations and the behavior associated by people - users, recruiters, hiring managers, etc. It's rather insightful. What do you think of it?

Online Reputation Matters

Looks Like Executive Recruiting is on the Uptick

MIchael Trust SPHR1 — Tue, 02 Feb 2010 03:19:00 GMT

According to ExecuNet, executive recruiting is trending upward:

Executive Recruiting Trending Upward?

Keep Your Groove On During Your Job Search

MIchael Trust SPHR1 — Tue, 02 Feb 2010 03:09:00 GMT

Your job search could be the most stressful time of your life (and for many, it's not the first time, unfortunately). It's so important to keep your groove on while searching for your next opportunity. It's very easy to become discouraged, lack focus, lose passion, and to just give up. But, you don't have to. Below are actions that you can take to keep your job search in high gear:

Get to know your buddies. Well. It's easy to commiserate and to get negative. The key to getting to know your buddies is to find buddies who can empathize with you, and keep you motivated. The most important role for your buddy is to hold you accountable. That's right: accountable. To your goals.
Speaking of goals: they have to be set. You have to stick to them. They can help you overcome excuses, procrastination, and other distractions that keep you from the hard work of finding a new gig. If you meet your goals, you'll feel great, and you'll that much closer to landing that perfect gig. It's a win/win.
Looking for a new gig is a full time job. These days, perhaps even more than a full time job. But, while there are goals to be met and people to meet, etc. take a break. You'll be more refreshed and focused, and that will only help. Break up your daily job search routine.
Have fun - go for a job, listen to a favorite song, watch a great movie (but only one a day! After all, you *are* still looking for a new gig ) - whatever makes you happy - do it. Do it on your breaks (see above). Do it when you feel like it and it won't compromise your search. Like taking a break, above, it will refresh you and you'll feel better. That will show in all that you do.

Good luck!!

Buzz up!

Using Twitter In Your Job Search

MIchael Trust SPHR1 — Mon, 01 Feb 2010 03:25:00 GMT

As a fairly new convert to the Twitter nation (having had an account for a really long time, but not really using it), I am convinced that using Twitter to find a job can be invaluable, free, fast, and efficient. This is borne out in this NY Times article: http://tinyurl.com/yztzbum

What do you think? How have you used Twitter to post or to find a job? What success have you had?

Job Search Realities in Today's Job Market

MIchael Trust SPHR1 — Mon, 01 Feb 2010 03:14:00 GMT

Today's job market is fraught with peril. Labor is generally the largest expense for any organization, so as times get though, organizations often reduce labor costs firsts. Typically, these are layoffs or allowing positions to remain unfilled. In more recent months, organizations, realizing that they could lose great talent that they will need when the economy rebounds, have offered options like furloughs or flexible (reduced hour) schedules.

When layoffs strike, fear is likely to rear its head. This is not the time to become complacent or to let the fear paralyze you; rather, it's the time to work harder, smarter, and to stand out with more visible results. In addition, it's a great idea (and fear reducer) to have your resume or CV fully updated in today's formats and with today's standards. Because of the preponderance of great candidates on the market, one must really stand out in these times. The resume is the first thing that most potential employers see and because of that, it's imperative that your resume effectively market your skills so that you stand out from the crowd. The resume is a tool to get an interview; thus, there is no more important document than the resume toward getting a job.

Three things (and there are more) to consider when looking at your resume: 1) can you establish that you can fill the potential employer's need *right now* or that you can solve a problem for the potential employer *right now*; 2) does your experience lend itself to adding shareholder value (e.g.: why should they pay you?); and, 3) will you be able to fit into the organization's culture? These are not easy questions; rather, they are very serious questions.

The key to all of this is to take action, action, action. Nothing happens without action.

Starbucks & Sexual Harrassment of Minors

MIchael Trust SPHR1 — Mon, 25 Jan 2010 21:41:00 GMT

Today there is a lot of buzz in the Southern California human resources community about Starbucks and the treatment of this 16 year old barista who was allegedly sexually harassed. The buzz comes from an ABC 20/20 program, http://abcnews.go.com/2020/ that aired last Friday, January 22, 2010, entitled "Teens Exploited at Work". Other companies are mentioned as well. What I think has the HR community in SoCal up in arms is the answers that the VP of HR gave during a deposition; those answers make all in the HR world look very bad and it's surprising that someone like this would be running the HR operation. Of course, we only know one side of the story. Starbuck's response to the story: http://www.starbucks.com/aboutus/Response_to_Coverage_of_California_Lawsuit_21JAN2010.pdf

What do you think?

Can HR Honor Requests To Keep Complaints Off The Record? From Personnel Legal Alert

MIchael Trust SPHR1 — Mon, 25 Jan 2010 21:35:00 GMT

I am pleased and honored to have been asked to contribute to this article on behalf of the Alexander Hamilton Institute. Can HR Honor Requests To Keep Complaints Off The Record? What do you do? How does your company handle this? Buzz up!

22 Companies Who Are Doing Major Hiring (from Fortune)

MIchael Trust SPHR1 — Mon, 25 Jan 2010 01:16:00 GMT

This is a link from Fortune Magazine about 22 companies who have a great number of job openings:

http://money.cnn.com/galleries/2010/fortune/1001/gallery.bestcompanies_mosthiring.fortune/index.html

What Do Career Coaches Do?

MIchael Trust SPHR1 — Mon, 25 Jan 2010 00:35:00 GMT

What Do Career Coaches Do?

This article will link you to a brief description of what Career Coaches do. Of course, please let me know if you have any questions.

California's Unemployment Rates Stays at Over 12%

MIchael Trust SPHR1 — Sun, 24 Jan 2010 22:56:00 GMT

On Friday, January 22, 2010, the Los Angeles Times published an article that detailed the current unemployment rate in California. It's well over 12%. There are states with worse rates, but not many. Many believe that the actual unemployment rate in California, when looked at along with underemployment, and those who have given up, is more likely around 19+%. In the City of Los Angeles, I would venture, anecdotally, that the rate is around 14%. These numbers do not bode well for an economic recovery: roughly 50% of the United States' GDP is based on consumer spending; if unemployment remains high, consumer spending will stay flat or continue to fall - people do not buy anything but essentials if they do not have income. This in turn has an adverse impact on tax revenue - especially sales tax - as people do not spend. This continues the downward slope of tax revenue that provides public services, at a time when public services are the most needed. However, raising taxes may not be the answer either: you could simply drive business out of California (and those people become unemployed) if the tax burden becomes too high (or the cost of living related to that tax burden becomes too high). What do you think are viable solutions?

Haiti and Your Career Search

MIchael Trust SPHR1 — Tue, 19 Jan 2010 03:43:00 GMT

By now, we all know about the tragedy in Haiti and the hundreds of thousands of lives that will never be the same as the result of the devastating earthquake that hit just about one week ago. It's heart wrenching to see the news reports of the utter cahos, devastation, and misery that those affected are suffering. Why is this on a career and human resources oriented blog? Because there is an overriding principle that we can apply to our own searches and lives that relates: as bad as it may seem or as bad as we think it is, it's far worse for far too many. Some perspective can help us get back on the proverbial "horse" and keep riding when we look at our issues on the context of the often far more dire circumstances of so many others. To be sure, there are people who are at the end of their proverbial "ropes" when it comes to their job search, feeding their families, keeping shelter, etc. - I do not discount that those are very real, very dire circumstances. But, for many, it's not that dire, and stepping back to see how others are faring can often given us pause and perspective that leave us thankful and rejuvenated. Something to consider.

Attitude Is So Important

MIchael Trust SPHR1 — Wed, 13 Jan 2010 02:54:00 GMT

Attitude is everything in a job and career search. Gary Kaplan is one of the best executive recruiters I know of. Do you agree or disagree with his comments?

Link to Article

Human resource management: Critical failure factors in succession planning (from Helium)

MIchael Trust SPHR1 — Sun, 10 Jan 2010 20:23:00 GMT

This is an excellent article about major pitfalls in succession planning. What do you think? What does your organization do?

Helium

Excellent Article from Human Resources Executive about Onboarding (and it helps that I used to work there!! :-))

MIchael Trust SPHR1 — Sun, 10 Jan 2010 20:20:00 GMT

This is an excellent article about the value on effective on boarding programs, especially with Millennial employees.

Human Resource Executive Online

Excellent Article from the Wall Street Journal about Mistakes Job Seekers Make

MIchael Trust SPHR1 — Sun, 10 Jan 2010 20:15:00 GMT

This is an excellent article by the Wall Street Journal about seemingly minor mistakes that job seekers often make and that can be easily avoided. What do you think of the article?

Wall Street Journal Article

More New Years Tips for Job and Career Seekers

MIchael Trust SPHR1 — Wed, 06 Jan 2010 05:15:00 GMT

As we move into the middle of the first week back at work for most folks, let’s look at what’s necessary to land a position – the basics:

· Know your target. A scattershot approach will never work. Evaluate what your passion is (or what you think it is if you’re just starting out and don’t yet know or are changing careers) and focus on that. Identify organizations that offer you the ability to fulfill your passion.

· Ensure that your resume is up to date. Most importantly, make sure it is error free. There is NO excuse for errors on your resume. None. Zero. Nada. Zilch. Then make sure that it accurately reflects your knowledge, skills, and abilities (in the Human Resources world, these are known as the “KSA’s”).

· It is likely that you will need more than one resume so that your accomplishments can be showcased for each particular position for which you apply. A cookie cutter resume will not work.

· Your cover letter: the same logic applies to cover letters that apply to resumes. No errors. Even more customization for each position. Some argue that people do not read cover letters. In many cases, that is true; but, you will not know that in advance and having one that is well done will never hurt; not having one will definitely hurt. This gives you another opportunity to showcase your background – why not take it?

· Network, network, network. Sitting in front of a computer all day is unlikely to land you a position. There is value in using a variety of job boards to seek out advertised jobs, and even to research organizations. The reality is that less than 5% of positions are advertised. The other 95% of possibilities will come from people that you know, from your research, and from networking.

· To network, have your 30 second (or one minute if you’re more experienced) “commercial” (or “branding statement” or “value statement” or “elevator speech”) or whatever you want to call it ready to go. Have it ready to succinctly share with everyone – you can tailor it on the spot if you’re fast on your feet; otherwise, use it as you have it in your head. Practice it. In the mirror. With friends. With colleagues. Make sure it works.

· Be prepared to be successful in both phone and in-person interviews. You may actually be more relaxed on the phone – but, it can be a harder interview. Remember that the person on the other end can’t see you, so they can’t read your expressions, gestures, mannerisms, etc. So, you have to project those using your voice. Stand up and walk around while speaking – this makes you feel (and in fact makes you) more confident. You sound more confident. Even if you’re still in your pajamas and sipping (quietly!) a cup of coffee. For in-person interviews, always dress for the role – if you’re applying for a labor job, you don’t need to wear a suit and tie; but, even if the job is a “business casual” office, you can’t go wrong with a suit and tie or a skirt and jacket. This is part of your research, but if you are unsure, you can ask (I don’t recommend that) or just dress up. It’s hard to be overdressed except in the most obvious of situations; it’s very easy to be underdressed. Be ready with examples of specific accomplishments that you can point to that are related to the job. You can likely surmise the tenor of the questions that you are likely to be asked by carefully reviewing the job description, advertisement, notes from your colleagues, and any other information about the organization and the role that you may have. Give them a reason to hire you!!

· A lost art is the art of the thank you note. Most don’t send them. There is no excuse not to. First, it’s polite and professional. Second, it gives you the opportunity to reiterate your key strengths and/or accomplishments, and to remind the receiver of your conversation. If you meet with more than one person, tailor each note with a personal touch about something you spoke with that person about or that they brought up during a panel interview. This will show that you were paying attention, are serious, and can highlight all that you have to offer.

Michael Trust, MPA, SPHR-CA is a Human Resources and Career Coaching professional, and president of Michael Trust & Associates, www.MichaelTrustAssociates.com, a Human Resources Consulting and Career Coaching firm. His Human Resources experience spans twenty years, and he has had major roles in staffing in all of his Human Resource positions. In addition, he has coached individuals at all career levels relative to their career paths, job search strategies, and related areas.

Tips for Job and Career Seekers – References

MIchael Trust SPHR1 — Wed, 06 Jan 2010 05:13:00 GMT

As the economy slowly begins to improve, more positions will become available. One of the key processes in any hiring process is the reference check. This process can make or break your candidacy for a position. Key points to consider:

· If you only contact your references when you need them to be a reference, you may find them to be lukewarm in their enthusiasm about you. References, in addition to being fantastic networking sources, are like plants: they have to be watered and nurtured. Keep in touch – even if just at holidays or birthdays; preferably once per quarter. The more they know about what you’re doing, the better reference they will be.

· Always ask a potential reference if you can use them as one. No past colleague or supervisor wants to be blindsided by a reference call. This irritates them, and does not serve your purpose.

· Alert references to the potential for a reference call when you genuinely believe that a call will be made. In addition to alerting the reference, you can provide a copy of the job description, a current resume, a list of accomplishments (that may not be highlighted on your resume) that are related to the potential position, and a reminder about what you did when you worked with or for the reference. The better prepared your reference is, the better reference they can give you. It is YOUR job to prepare your references. While your career may be the most important thing in your life, it probably is not the most important thing in your reference’s life.

· Do not take advantage of your references. They are your most valuable tool. By “tool”, they are not an instrument to be used and discarded; they are an instrument to be used, nurtured, and appreciated. Return the favor; offer to be a peer or subordinate reference; share networking leads; help them without being asked.

New Year’s Resolutions for Career Seekers and for Job Seekers

MIchael Trust SPHR1 — Sat, 02 Jan 2010 05:28:00 GMT

The same set of standards apply to both groups. This is the time of year to evaluate or re-evaluate where you are and where you want to be. As the economy continues to struggle, it is especially important now to get a bearing on where you are in your career.

· Finding a new job is hard work. So hard, in fact, that it should take up at least 40 hours per week, just like a regular job – if you have a regular job, you might get by with a little less, but not much. This includes responding to ads (low value, low return), researching and targeting companies (medium value, medium to high return), and networking (high value, high return).

· Do you research the company before the interview, demonstrate genuine interest in the organization during the (sometimes lengthy) interview process? Send thank you notes to those with whom you met, individualized to each conversation? These intangible actions tell a prospective organization much about you.

· If you are working, continue (or start) to add noticeable value in all that you do. When budgets at the new year come out, and layoffs become a possibility, those who stand out (for the right reasons!) have a smaller statistical chance of being laid off. In addition, if you are looking and are still employed, you may look like a better candidate for having survived layoffs (if that indeed has been the case) (this is not to presume that those who are laid off were not doing a good job; certainly, many fine people have been laid off through no fault of their own; however, if you can lessen that chance, why not take it?).

· Are you continuing to develop professionally? Are you taking courses, seminars, and the like and/or attending conferences to learn about emerging trends in your business that make you more valuable?

· Are you developing your own career path and developing YOU? Can you show a prospective employer that you have a plan that benefits the organization for the longer term (while staying true to yourself and remembering that you are solely responsible for your own career)?

· Can you easily demonstrate the basic skills to do your job and the job in the next highest grade? Do you have excellent writing skills for a job that requires writing? Excellent math skills for a job with numbers? Excellent people skills for a job in sales, marketing, development, etc.? If not, work on this NOW.

Competition is still fierce and likely will be for the foreseeable future. The ideas expressed here will help you to overcome some easy obstacles to your search.

Do a Year-End Review of Your Career (from US News & World Report)

MIchael Trust SPHR1 — Fri, 01 Jan 2010 01:53:00 GMT

http://www.usnews.com/money/blogs/outside-voices-careers/2009/12/30/do-a-year-end-review-of-your-career.html

The Use Of Email Address When Looking for a Job

MIchael Trust SPHR1 — Wed, 30 Dec 2009 01:57:00 GMT

The Use of Email Address When Looking for Job

First off, anyone who has read my young blog for any amount of time knows that I don’t think anyone should look for a job; people should look for a career (even if it’s the second or third one!!). A “job” is so “ho hum”. If you have to pay bills, of course, you do what you have to, trying to keep it relevant to your passion, so in some sense, that could be a “job”. I use “job” here generically, to mean both a “job” and a “career”.

In my experiences in Human Resources, where I have hired thousands of people over my career thus far, it has always amazed me about how naïve some job seekers are about how the little details can derail an otherwise promising job search. Let’s look at email addresses.

I understand that while you were in college or out on your “discover thyself” trip around the world, an address like hotbabe@email.com might have sounded cute and have been funny. The reality is that as soon as a hiring manager sees that, they are turned off. It shows a lack of judgment most importantly; and, it also shows that you are not serious about your job search and how you are perceived. How will the potential hiring manager know how you might portray their organization? In all times, and especially in times such as these, every little detail matters.

The flip side of this coin is that you can use your email address to great advantage. Suppose, for example, that you are (or were) a fantastic financial analyst. What would an email address like fantasticfinancialanalyst@mail.com say about you? It’s probably too long . What about JaneDoeMBA@mail.com? You get the point. You can use the email address to your advantage. It certainly can’t hurt; not getting away from your college or “fun” address certainly can, and probably will.

Landing A Career in a Tough Economy

MIchael Trust SPHR1 — Tue, 29 Dec 2009 23:22:00 GMT

Landing a Career in a Tough Economy

Today’s job market is unlike any job market since the Great Depression. With off shoring, outsourcing, economic uncertainty, the prospect of deflation in many sectors of the economy, finding a position, much less a career, is a huge challenge in today’s world. Saying so is an understatement, to say the least.

New graduates

Many new graduates are confronted with a job market that their college or university career center counselors are probably ill-equipped to advise about because they have never seen a market like this, and in many cases, career center advisors have never actually hired anyone.

Experienced Applicants

Experienced applicants are doing better than new graduates in securing positions because they bring with them experience and contacts, but also have their own set of issues to confront, which can include salary expectations, family obligations, inflexibility, and lack of technological expertise.

Ideas

Ideally, when looking for a new position, you want to find a position that has the possibility of turning into a career and where the skills, experience, and education that you obtain in the position can be used to promote with in the same company, to move laterally within the same company to gain even more exposure, or to move into another company or even into another industry. This is true for new grads and for experienced applicants alike; while experienced applicants likely already have one or more careers, and the same growth principles apply. In today’s challenging times, this is not always possible to achieve. However, to achieve happiness, it is imperative to keep your eye on the ball – that is, the ultimate goal and career direction. If you find that you’re taking a lesser position than that which you have experience or training for, take from the experience all that you can – learn all that you can, make valuable networking contacts, learn the product or service line, and more about the industry in general. It never hurts to have more knowledge; you never know when that knowledge will pay off. One other way to do this (amongst many others) is to volunteer your time: while you won’t get paid, you will gain valuable experience, show potential employers that you used your down time productively and in the service of others, and you never know what contacts you might make. Most importantly, keep contacts in the field and industry that you ultimately want to be in so that when times get better, you already have contacts in place and ready to go.

Holiday Job Searching, Don't Believe the Myths (from About.com)

MIchael Trust SPHR1 — Fri, 25 Dec 2009 05:19:00 GMT

Another great article for job searching during the holidays: http://humanresources.about.com/cs/jobopportunities/qt/holidayjobs.htm

10 Tips for Surviving the Holidays Jobless (from US News & World Report)

MIchael Trust SPHR1 — Fri, 25 Dec 2009 04:46:00 GMT

http://www.usnews.com/money/blogs/outside-voices-careers/2009/12/09/10-tips-for-surviving-the-holidays-jobless.html This is an excellent article and a good read for all.

Using Social Networking to Land Your Next Gig

MIchael Trust SPHR1 — Wed, 23 Dec 2009 06:41:00 GMT

Using Social Networking to Land Your Next Gig

Over the last several years, there has been a proliferation of social networking technologies and platforms. Some have morphed into more “social” than “networking”; however, you never know where your next lead will come from, so it pays to be open about all of the platforms. One (of many) key rules about social networking: if you play to “get”, you won’t get very far. As you “get”, you have to “give” (ideally, you would “give” before you would “get”). That means sharing networking and job leads, comments about organizations, and the like.

Let’s begin with the more “social” platforms: Facebook and MySpace. Both can be valuable tools, if utilized solely as professional networking mechanisms. No potential employer wants to see photos of you drunk at a party, or discussing the three big workplace “no-no’s”: politics, religion, and money. In fact, some would argue that even having personal comments about your significant other, spouse, or child might be too much – create another account for those. There is a school of thought that says that employers want to know the “whole person”; the problem is where does one draw the line? No potential employer is going to tell you that you have a comment that’s offensive or some other issue with your site. So, the rule on these sites is to keep it professional, while at the same time expressing your desire to network and make contact, and to return the favor.

The more business focused sites are sites like Linkedin.com and Plaxo.com. Both offer a variety of tools for free (and more for paid memberships) that enable people to leverage the value of their contacts with their contacts’ contacts, thus increasing the reach of one’s potential network. Here, too, those who seek to “get” are easily discovered. The point of these sites is to share information, introduce people to one another via mutual contacts and shared professional interests, and to provide and obtain recommendations from past colleagues and managers about work performance. In fact, many of the job postings on Linkedin.com ask that applicants only apply if they have a certain number of recommendations. In a sense, it’s a pre-interview reference check. These two platforms are geared for job seekers, salespeople, and others who need to make connections, and to help others make connections. They are extremely powerful tools if used to their full capabilities. There are publications (free, generally) that describe in particular how to optimally use Linkedin.com. One other way (again, of many) to effectively use Linkedin.com is to answer questions in the Q&A sections. This shows people the depth of your knowledge and/or interest, and helps to get you noticed.

One of the drawbacks of organizations using social networking sites is the ability of a hiring manager or human resources representative to read comments and/or discover other attributes, characteristics, views, and the like about applicants before or even during the interview process. It is common to Google someone before an interview to see what one can find out about them. Case law is unsettled on the legality of using data found on social networking sites to determine the suitability for employment of an applicant; we can be sure that in coming years, this will be a hot button issue. In the meantime, no one is suggesting censorship, but rather prudence in what you post and where you post it. Nothing on the Net disappears.

Michael Trust, MPA, SPHR-CA is a Human Resources and Career Coaching professional, and president of Michael Trust & Associates, www.MichaelTrustAssociates.com, a Human Resources Consulting and Career Coaching firm. Mr. Trust’s Human Resources experience spans twenty years, and he has had major roles in staffing in all of his Human Resource positions. In addition, Mr. Trust has coached individuals at all career levels relative to their career paths, job search strategies, and related areas.

Wages to be Stagnant?

MIchael Trust SPHR1 — Sun, 22 Nov 2009 15:58:00 GMT

Last week, some economists came out and said that in order for the US to successfully compete globally, US wages would have to stagnate, or even drop. This is not the path that most people take when they begin a career or even change careers: people expect to earn more as they gain more experience and knowledge. Yet, these economists suggest that such a path may no longer be a feasible one. What do you think? How might this impact our economy overall if people have become accustomed to a wage standard that may no longer exist? How disruptive might this be to the economy? To government services (paid for with tax dollars, which will be fewer if wages stagnate or drop)? To employee productivity if wages aren't motivating (of course, there can be other motivating factors)?

Healthcare Reform a Reality?

MIchael Trust SPHR1 — Sun, 22 Nov 2009 15:56:00 GMT

Now that it appears that Healthcare reform in some form will likley become law, how do you see this affecting corporate benefits? Individual plans? High cost, employer provided plans (given the proposed tax on high cost plans)?

Obamacare

MIchael Trust SPHR1 — Sat, 05 Sep 2009 19:55:00 GMT

Now that we seem to be in a hard political push for nationalized health care, how do human resource professionals feel about this relative to what their own organizations currently offer and how this may change? Is private insurance a good option to keep? If so, can it compete with a national plan? Is putting everyone into Medicare the answer?

Some Great Career and Job Seeking Articles from Career Hub

MIchael Trust SPHR1 — Sat, 21 Feb 2009 03:27:33 GMT

Please visit Michael Trust & Associates and click on the "career resources" tab. Thanks.

Should HR professionals be licensed?

MIchael Trust SPHR1 — Mon, 16 Feb 2009 02:59:00 GMT

I primarily work in California, which is a highly regulated state when it comes to HR. I often wondered if HR professionals should be licensed in order to practice in CA. If we think about it, people like cosmetologists, barbers, real estate professionals (of which I used to be!), etc. are all licensed, and while their roles are all important, doesn't HR at least rise to that level, if not exceed that level, of knowledge, and risk? If so, shouldn't HR people be licensed? Interested in thoughts. Thanks.

Employee Free Choice Act

MIchael Trust SPHR1 — Mon, 16 Feb 2009 02:31:00 GMT

What are your companies doing in anticipation of the passage by Congress and the signature by the President of this bill?

Lilly's law

MIchael Trust SPHR1 — Mon, 16 Feb 2009 02:29:00 GMT

How do my HR collagues around the USA feel about Lilly Ledbetter losing in the US Supreme Court just to have Congress pass a law to grant expanded gender discrimination rights related to wage and hour?

Independent Contractor Legal Ruling Seen as Equivalent of Being Employee

MIchael Trust SPHR1 — Sun, 11 Mar 2007 04:22:00 GMT

Given the recent 9th Circuit ruling in Swift v. Realty Executives Nevada’s Choice, Brokers must now be more cognizant of employment laws and regulations. While this case dealt specifically with a Title VII Sexual Harassment claim, the Court found for this purpose that the independent contractor was in fact the equivalent to an employee. Employees are subject to all employment laws.

In California, such laws would include disability discrimination, potential wage and hour claims, harassment claims, marital, familial, sexual orientation, and other "protected statuses or 'perceived statuses'", Injury and Illness Prevention Plans (because CA law already requires brokers to treat salespeople as employees for the purpose of workers' compensation, this may be done already), potential benefits, tax withholding, etc. Brokers covered by this ruling (the jurisdiction of the 9th Circuit - generally, 9 western states and two western Trust Territories) may find themselves on the other end of a creative legal argument for back wages, benefits, harassment, etc. by attorneys who use this case to argue other types of issues are analogous to this issue and thus that in those cases, these salespeople and/or broker-associates are really employees.

It can become quite costly, especially because many real estate brokers probably do not have Employment Practices Liability Insurance - the equivalent to a real estate E&O policy. Thus, brokers should consult with experienced human resources professionals, if they have not already done so, to help them come into compliance. Even if this case is overturned (there is a re-hearing pending), having good policies and procedures in place is never a bad thing - polices and procedures can be applied to independent contractors without making them employees if done correctly.

Michael Trust is a California based real estate broker, Realtor(r), and owner of Michael Trust Realty , www.MichaelTrustRealty.com in addition to being the President of Michael Trust & Associates, a Human Resources Consulting Firm , www.MichaelTrustAssociates.com . Mr. Trust can be reached at info@MichaelTrustRealty.com or MichaelTrust@MichaelTrustAssociates.com.

Welcome!!

MIchael Trust SPHR1 — Tue, 20 Feb 2007 01:53:00 GMT

Welcome to my new new blog about Human Resources. I'm based in California and am starting a human resources consultancy - a service provided "live" or virtually. I'm looking forward to meeting other HR professionals, as well as those who need HR assistance. Blog away!! I look forward to your posts.