#JobSearch : Are You Overqualified for the Job? Having too Many Qualifications For a Job Can be Detrimental to a Job Seeker.

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In today’s economic climate, many people are out of work and on the job hunt. Job searching is stressful in a healthy time, but when so many are looking, the competition is high. You know you need a top-of-the-line resume to even get through the automated systems and into the hands of a human. But once that happens, does the reader think your resume gives the impression that you are overqualified for the job you are applying for? Or are you truly overqualified for the job that your heart desires?

 Having too many qualifications for a job can be detrimental to a job seeker looking for either a different type of position or one considered “lower”.  Deciding how to write your resume properly to get the job you want is a necessity.

However, there is one other thing to consider when re-writing your resume. Be sure to include the important things. Deleting things from your resume can be very detrimental to your job search, even if you feel it will over-qualify you.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Something else to keep in mind about changing your resume around for the one single job that you want is that the company may have other openings. This is an important point to consider—quite often, a resume will be passed around within a company if the job you want is not available. When you suddenly present a resume that is accurate and different from the original, your prospective employer will be put off. So, the problem that presents itself is how to write the resume, still show that you have a lot of qualifications—but scare possible employers away.

You are determined to get a job that you really want, but you are overqualified for it. There may be a number of reasons for your decision to “lower yourself”, and this is something to consider when talking to prospective employers. Once your resume has made it into an employer’s hands, and they seem interested, some will be confused. Why would you want a job that is beneath you? Have some valid reasons to explain your reasoning. Tell them what made you come to this decision. You don’t need to say, “well, I can’t get anything else”, but you could say something like, “Yes, I know I might be a little overqualified, but this type of position has always interested me and I think having these extra skills could really impact the position and what it could do for ABC Co.” etc.

Changing industries and jobs may be more difficult to do due to being overqualified. On the other hand, your willingness to learn something new may make all the difference in the world when the prospective employer considers you for the job. It does not matter if you are overqualified for a job or not—it is still possible to get it. Communicating properly—both verbally and through demonstrating an eagerness to learn and change—will make a huge impression.

 

FSC Career Blog Author:  Ms. Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog | September 1, 2020 

 

#JobSearch : Two Of The Worst Things You Can Say In A Job Interview. If you Show Up for the Interview and Say Anything Close to the Following Two Phrases, you will Immediately Diminish your Candidacy…

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If you show up for the interview and say anything close to the following two phrases, you will immediately diminish your candidacy and likely get yourself ruled out of consideration for any job offer at all. The interviewer, especially a very good one, will be evaluating you for the things you say, the things you don’t say, your overall demeanor and presentation as well as your ability to appear contemplative and thoughtful with your dialogue and questions.

As you prepare for your next job interview, you’ll likely be thinking about many different things including the company/organization, the organizational culture, the leadership, pay, benefits, etc. You’ll also likely be thinking about what you want to say during the interview and what messages you want to send as you attempt to show the interviewer that you’re indeed the best candidate for the job.

The problem here is that what you say during the job interview is just as important—if not more—as what you don’t say. Here are two of the worst things you can say in a job interview.

1. Tell me about the job and the company.

Okay—if you show up for the job interview and you haven’t taken the time to understand the core aspects of the job and the company in advance, you will start off sending all the wrong signals. Not only could this simple phrase cause the interviewer to question your seriousness as a candidate, the interviewer may decide in that very moment to effectively end your candidacy for the position.

Yes, it’s okay to want seek out more details and insights during the interview (and you should do this), but you can’t just show up and ask a question like, “What is the job?” or “What does the company do?” and think that this isn’t going to make you look bad—very, very bad.

You have to be far more savvy than this. Even if you were only able to garner very limited information about the job and/or the company, don’t make the mistake of leaving the interviewer with any impression that you didn’t do your homework.

Here’s a better way.

Instead of asking the interviewer about the position or the company, state some details that you are aware of and then engage in a conversation that prompts the interviewer to freely share more details and insights about the specifics of the job and the company without ever concluding that you didn’t even know the basics. Rather than saying something like, “Tell me about the job and the company,” you’d be better off saying something like this:

I’ve reviewed the position announcement and while it was thorough, there are three key aspects of the role that I’d like to get more information about. Can we dig in on aspects A, B and C of the position because I believe I’m uniquely suited to make immediate contributions in these areas as well as some others.

When you frame it this way, the interviewer comes to believe that you have actually done your homework and that you understand the role enough to have already thought about where you might best contribute. She will be impressed by how contemplative you are and proceed to volunteer all sorts of useful information about the position and company that will give you a competitive edge in expanding the conversation and creating moments to be memorable and shine.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

2. No, you’ve answered everything so I don’t have any questions.

No, no and just no. Under no circumstances should you leave the interview without asking thoughtful questions. Asking questions during the interview shows the interviewer more than just what you want to know; it shows her how you think. And by allowing the interviewer to see how you think, you can gain a leg up on the competition.

Why don’t you have any questions?  Leaders ask great questions so you should plan to ask the interviewer approximately three really good questions. But to ensure that you have at least three great questions you want to ask, you should actually go in with between five to eight questions because you never know how many of these might get answered by the interviewer before you ever get a chance to ask anything. You want to be prepared with your best preferred questions and then have some extra questions on hand.

Prior to applying for any job, it is incumbent upon you to evaluate the specifics of the career opportunity as much as possible and learn all you can about not only the job, but the company as well. Your thoroughness—and hence your questions—will send a message that you are indeed interested in the role and that you have already contemplated how the position might fit with your career interests and align with your career goals.

Here’s a better way.

You should always be prepared with thoughtful questions for the interviewer. And in a circumstance where the interviewer really does answer every question you had prepared, you have to think on the fly and frame a question in response to what you’ve learned during the interview. But, by all means, ask your interviewer some questions.

Most candidates will go into the interview with a goal to show the interviewer what they know and how that knowledge will help them succeed in the job. But when you ask great interview questions, you end up showing the interviewer how you think instead, and this will distinguish you from the other candidates. When you ask good questions, you demonstrate that you have a strategic-thinking mindset that can help to advance organizational efficacy and produce high-value deliverables for success.

The way to bring it home and get the job offer is to remember this. It is not about what you know. It’s about how you think, and the job offer will likely go to the candidate who shows himself or herself to be a strategic thinker with a mindset to advance organizational goals and add more institutional value than the competition.

Forbes.com | August 28, 2020 | Author:  Terina Allen 

#JobSearch : How To Prepare For Your Next Job Interview As A Senior Manager Or Executive. Great Checklist for All!

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If you fail to prepare for your next job interview, you will likely fail to get the job offer. Interview preparation is important regardless of the position, but it becomes increasingly important for jobs in senior management and executive-level roles.

But believe it or not, it happens far more often than you’d expect. Some of the most qualified job applicants end up being thoroughly disappointing during the job interview. Despite all their education, training and experience, they sometimes fail to demonstrate why they are best suited for the job and can fail to communicate what contributions or value they’d add to the team or organization if offered the job.

We all get it. The interview and hiring process can be daunting—even anxiety inducing—for job candidates. It can also be daunting for hiring managers and recruiters as well, and (in both instances) a lot of time, money and emotional investment might be at stake. But these interview anxieties and tensions can be alleviated with proper homework. Preparation and research can do more than just help you have a good interview. The most successful job interviewers start putting in the work long before the interview, and they go through a process that incorporates these ten aspects for preparation.

How to prepare for your next job interview.

  1. Research the company/organization thoroughly. Review any and all available reports; i.e., strategy, financial, company performance, reputation, future outlook, past, current and future challenges. Use industry journals, the company website(s), corresponding websites, news organizations and so forth.
  2. Be deliberate about finding out where the company has been, where they are currently and where they want to go.
  3. Try to get a feel for the culture. This is hard to do until you are actually on the inside, but you can garner some basics such as formality, friendliness, structure and so forth via the website and, even better, social media.
  4. Learn all you can about the leadership team and, specifically, the person whom you would be reporting to. Check out bio pages, social media (especially LinkedIn), and read blogs to see if any of these people are writing about things/topics that you should know about. Finding relevant connections between you and your interviewer(s) is critical. You might find something worth mentioning during the interview or in your subsequent thank-you letter.
  5. Get a copy of the position description. You might already have the job posting, but you want to get your hands, eyes and mind around that position description, if possible, so you can better prepare.
  6. Prepare a comprehensive portfolio packet for each member on the interview panel. Include things such as your cover letter, resume or curriculum vitae, a list of directly related trainings/workshops/seminars/certifications that you have completed beyond what is already listed on your resume/CV. You could also add in any relevant work product and writing samples.
  7. Learn the names and titles of everyone who will be interviewing you. Not only is the person you would be reporting important to research, but check out everyone who might/will impact the hiring decision (include all the panel members and the chair of the search committee or firm). Knowledge is power, and you might learn little tidbits of info that you can subtly use to make a connection. Find out what is important to these people so that you can find alignment and bridge gaps between them and you.
  8. Determine what to wear. If possible, check out what the current executives and senior managers who work at the company are wearing. Your image should align closely with theirs or be one step above. You can be a little bit unorthodox, but not too much.
  9. Read this article by Glassdoor to learn more useful tips for how to interview for a senior-level job.
  10. Prepare—in advance—some really good questions to ask your interviewer(s) during the job interview. Here are The 5 Best Interview Questions Candidates Ask During Job Interviews.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Preparation will set you apart during the job interview!

When a job candidate combines really good interview preparation with strategic thinking, he or she can knock it out of the park and actually lock down that job offer! But first, you really do need to dedicate some time to your success by first doing your homework.

You should conduct research and evaluate the position description, the company and the culture to the extent possible. You should do some research on the specific individual (or individuals) who will be interviewing you. Learn all you can about what he or she is interested in. Gain some insights on the interviewer’s leadership philosophy if you can, and contemplate which aspects of the job might be of most interest to this person or individuals so that you can best anticipate what kinds of questions might come your way and how to steer the conversation towards a direction that would most interest your interviewer.

Forbes.com | August 28, 2020 | Terina Allen

#JobSearch : New Job Postings Are Plummeting For White-Collar Professionals. Job Postings Plummeted nearly 40% Compared to the Same Period Last Year.

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A good way to gauge the health of the job market is to see how many new opportunities are listed online. Indeed, one of the largest job aggregation sites, released a report indicating the direction of new job postings in the United States.

The job site’s data revealed a massive drop in listings during March, April and May—some of the most difficult months of the Covid-19 pandemic. At that time, job postings plummeted nearly 40% compared to the same period last year.

According to Indeed, “The trend in job postings—a real-time measure of labor market activity— is 20.3% lower than in 2019, as of August 14.” Hospitality, travel, tourism, child care and other sectors that rely upon face-to-face activities saw job listings appreciably fall.

A holding pattern on higher-compensated professionals translates to less job postings online

What’s surprising to see is that white-collar job advertisements, such as software development, banking and finance, declined. Indeed claims that job postings for higher-wage occupations have taken the biggest tumble. “Postings in higher-wage occupations are now 28% below trend, versus 12% below trend for lower-wage occupations.”

At first blush, it seems like the data runs counter to the commonly held narrative that lower-wage workers suffered the most job losses. Although the amount of people who worked in restaurants, retail, shopping, food services and the gig economy bore the brunt of furloughs and layoffs, there are now less jobs offered online for higher-wage professionals.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

This could be attributed to the fact that relatively unskilled workers are easier to hire, onboard quickly and summarily furlough, based upon the short-term needs of the company. With regards to well-compensated, white-collar professionals, the hiring process takes substantially longer and terminations are fraught with paperwork, meetings and potential legal liabilities.

In today’s cost-conscious environment, companies are reluctant to spend the money to hire experienced professionals. With the resurgence of Covid-19 in many states, an upcoming U.S. presidential election and civil unrest, management lacks clarity as to what the future holds. It’s easier for them to just hold off on hiring.

Specialized professionals are better suited to working remotely and at home, compared to waiters and delivery persons. It’s more challenging and involved to bring aboard an experienced executive—only to have her working from home and not able to personally meet everyone at the office—compared to onboarding an Uber driver.

A holding pattern on higher-compensated professionals translates to less job postings online. Interestingly, job seekers have complained that they respond to job listings, only to find out that they are not available. It seems that companies post the jobs then either forget to remove them or keep them alive to collect résumés for when the economic and health situation improves and they can start hiring once again. Also, the corporations may be attempting to save money by not posting new ads and letting the old ones remain.

This is a major concern of job seekers. They’re led to believe that there are more active jobs than there really are. Excitement over seeing a great, relevant role is eventually dashed, as weeks and months go by without hearing from the company regarding their applications. The preponderance of these anecdotes leads to the belief that—in addition to fewer newly posted jobs—the listings online may be stale or not actually active.

Indeed’s figures reflect that major cities with hubs for finance, banking and technology, such as San Francisco, New York, Boston, Chicago, Seattle and the Washington-Arlington-Alexandria metro area, saw double-digit drops in job postings—ranging from down 31% to over 40%.

Concerns are being raised that a large number of so-called temporary furloughed jobs may ultimately turn into permanent job losses, particularly in hard-hit sectors, such as commercial real estate, airlines and energy.

On a positive note, companies that previously cut the salaries of workers—instead of laying off people—have begun to restore the compensation to the originally agreed-to levels.

 

Forbes.com | August 26, 2020 | Jack Kelly 

#JobSearch : Writing a Stand-Out Cover Letter. What makes a good cover letter?

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Cover letters seem to be difficult for people, even resume writers. Why is that? What makes a good cover letter?

Cover letters can be fun to write. There really aren’t many ‘rules’ to writing them. You can let your personality shine through. They allow you to positively present your skills, accomplishments, and credentials in a way that will encourage the reader to want to read even more about you (and then move on to the resume).

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

There are lots of things I can get into in more depth (types of resumes, scope, presentation, who your audience is, etc.) but for now, I am just going to touch on the basics. In future posts, I will dissect cover letters more closely.

Here are some easy ideas to keep in mind when writing your cover letter:

  • Make sure your intention is clear. In other words, what is the job you are applying for? Clearly state it. Don’t make the reader guess. You could say something like, “…and this is why my qualifications make me a perfect match for the Sales Management position”.
  • Highlight your top achievements. You don’t have to rewrite everything you wrote in the resume, just summarize some of your top accomplishments. Wow them with what you have done.
  • Add your relevant skills or qualifications. Let the reader know what you excel at and what you are capable of. This is a great place to talk about any extra credentials or training you’ve had that relate to the position.
  • Write toward the position you are applying for. When preparing the cover letter, keep in mind the requirements of the position and add your qualifications that match them.
  • Explain what it is you like about the company. Remember, you are trying to woo the company, so tell them what you like about them. Is it the reputation, products/services, location? Let them know why you like them.
  • You are not writing your autobiography. Keep it short, simple and factual. You don’t need to go into why the last job didn’t work out, “…my boss had unrealistic expectations of the staff, so I decided to check out my options…:. Don’t air your dirty laundry or obvious dislike of your most recent employer. Keep it professional.
  • Double check the entire document for accuracy, errors, and syntax. You don’t want to miss a great opportunity because you wrote, “Dear Hiring Manger”.

Another tip is to save that cover letter, copy, and paste it onto a new document, and tweak it for another type of position you may be interested in. I encourage clients to have several “focused” cover letters for different positions they might have in mind. This way, if an opportunity presents itself, you are ready!


FSC Career Blog Author:  Ms. Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

FSC Career Blog – August 26, 2020

 

 

#JobSearch : If You’re In A Job Search, You Need To Hear This. Great Read.

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A listener looking to make a career switch called into my weekly radio show on SiriusXM to ask if I could help hone his professional introduction. When I asked what he did for a living, he immediately confessed, “Well, right now I’m unemployed, but…”

Immediately I cut him off (something I rarely do), because unemployment is a temporary state and never a part of your brand (the brief clip can be heard at the start of this montage).

For far too long, we’ve felt embarrassed of being unemployed, or experiencing a layoff, or even asking for help in a job search. Now is the time for that to end.

Your professional worth is not tied to your job title, whether you’re earning a paycheck or if you’re currently employed. Period.

A few employment facts:

  • The average tenure in a job is about 4.2 years. This means most will engage in 10+ job searches during our professional careers. With some estimates indicating that up to 85% of jobs are found through some type of networking, seeking help is a pretty natural part of the professional world.
  • According to a 2019 survey by Monster.com, over 50% of “fully employed Americans between 18 and 65 years old who responded have either been unemployed or experienced career gaps.” And this study was conducted in 2019, BEFORE COVID. Further, approximately 43% of respondents who had been let go reported they’d experienced it more than once.

Work history gaps and job searches are a normal part of being a working professional, which means there’s no reason to ever define yourself in these terms.

Yet, most people feel the need to share they’re unemployed in a job search because we’re so used to introducing ourselves with labels. Usually, these labels are titles, company names, our industry or professional field, but we need to understand that when we do this, it limits us to a very narrow dimension that doesn’t fully represent the complexity of what we bring to the table. We lose much of the professional value we bring from volunteer roles, previous industries, special projects and educational endeavors.

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What Skill Sets Do You have to be ‘Sharpened’?

Article continued …

Our careers are so intertwined with our identities, we find it difficult to untangle the two, so when we’re between jobs, our natural go-to is another label (e.g., “unemployed” or “between jobs”). And unfortunately, the first words we hear are typically the most remembered and the ones we use to make an initial judgment, so it’s important to be thoughtful in our first impressions.

Further, introducing yourself with a title gives the power to the listener to put meaning to that label based on their assumptions, experiences and categorization system. If I say, “I work at The Wharton School,” many assume I’m a finance professor (I’m not). If I say, “I’m a licensed psychologist,” many assume I provide therapy (I don’t). Both of these labels are true, but they both lack the complexity of the value I add to the market, and more importantly in a job search, to my target market.

So, I’m left having to correct the listener, which can be awkward, and un-do the initial category that’s now likely already stored in my audience’s memory. Uhg – I just created a lot of uneccessary work for myself.

What if I said instead, “Engaging my background in psychology, corporate recruiting and coaching, I help mid-career professionals rebrand their skills in order to get in front of decision-makers to land a career change. My primary role is at The Wharton School in the Executive MBA program, where I’m the Career Director, and I’ve also published a book on the topic called ‘Switchers’.”

Now, I’ve opened the door to further conversation through offering clear content and a shared understanding of the work I do. Plus, I’ve given the other person some potential commonalities to latch onto (e.g., Maybe they have an EMBA, or know someone at Wharton, or are writing a book?).

What can make this situation of introducing yourself with a title even worse is if your job is very specialized or uncommon. An obscure title runs the risk of alienating others because they may not understand your profession and be too embarrassed to ask or uncertain about how to converse further. This essentially causes a shut-down in any potential connection and also the likely the hope of this person being an ambassador to help in your job search.

Instead, of saying to someone who potentially has limited IT experience, “I’m an AV-Tester focusing on static analysis of executable files” (Say, what??), next time, start with an analogy that helps you connect to you audience.

How about, “Have you ever had a virus warning on your computer or maybe wonder why some email messages are filtered into the spam folder? Well, in my work, I find new ways to test whether files are malicious to protect users from potential scams or from accidentally opening an infected file on their laptop.”

What you do may be much more complex than that, but this opening is less intimidating for a preson outside of your profession and will likely start a dialogue where you can go deeper into your expertise. The goal, whether you’re formally networking or meeting a new acquaintance at a backyard BBQ, is always to find a way to connect and start an open dialogue. When you start making this a habit, you’ll be surprised how much you have in common with others and what useful information they can share that will help your search.

So, from here on out, no matter if someone asks, “What do you do?” or “Where do you work?” or whether you’re currently earning a paycheck or not, your response is always what value you add to the market and your audience, delivered in a way that invites further conversation. This does three things:

  1. Empowers you to assign the meaning you intend to your skills, achievements and professional value.
  2. Offers useful context to start a dialogue and potentially build a relationship.
  3. Creates content that gives others information that might enable them to assist you in some way in your career.

You are the compilation of ALL your years of experience — paid and unpaid, successful and failed, and current and historic. That’s pretty powerful, so let others see the whole you.

Happy Hunting!

Forbes.com | August 25, 2020 | Dawn Graham

#JobSearch : 6 Ways To Stand Out On Social Media When Searching For A New Job. A MUst Read!

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The traditional job search methods of attending face-to-face networking events, inviting people to get a cup of coffee, dinner, an after-work cocktail and schmoozing at the office have been rendered irrelevant due to the pandemic.

If you’re actively searching for a new job, you need to engage in an authentic branding and marketing campaign on social media. The key is to showcase your skills, ability, knowledge, achievements and brilliance. You also need to broadcast what you are looking to do next, so people are aware of how they can help you. It shouldn’t just be a one-way street. Offer your services to help others in need too.

  1. What Makes You Special

With so many people out of work and looking for a job, you must have a plan to differentiate yourself from competitors. Think of what unique experiences, skills, talents, education and character traits you possess. Put together a list of all of your special qualities. These will be the building blocks of defining your brand.

When you post online, your specific skills and subject-matter expertise will serve as the message sent out to prospective hiring managers, human resource professionals, recruiters and other people who can help you land a new job.

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What Skill Sets Do You have to be ‘Sharpened’?

Article continued …

2. Build A Mutually Beneficial Network

Don’t just randomly connect with people on social media sites, such as LinkedIn. You need to strategically align with folks on LinkedIn, Facebook, Twitter and Instagram that can contribute toward building a mutually benefiting network. 

These people should include potential hiring managers, human resources and talent acquisition professionals at the companies you’d like to work with. Find top-tier recruiters who are known experts in your field. Seek out peers at other companies within your niche. 

This way, the right types of relevant people will get to know you, as they see your postings and keep you in mind when jobs become available.  

3. What To Do Online

The best way to start branding yourself is by commenting, sharing, writing posts and articles on LinkedIn. The content should focus on your area of expertise, as you have a lot of knowledge to impart.

You can start slowly by liking and addressing the postings of others. Find leaders in your field with large followings. Get involved in their conversations to amplify your own voice. Keep in mind that the questions you answer and your responses should burnish your brand. Avoid getting sucked into toxic online arguments and stay far away from politics for now.

If you want to take it to the next level, create videos. You can discuss matters relevant to your field. In addition to LinkedIn, also pay attention to other social media platforms that are relevant to your profession. 

Set a schedule to contribute on a consistent basis. If you only post once in a while, you’ll get lost. Post regularly, so people get to know you and become interested in what you have to say next. You’ll start building an audience by continually marketing yourself. People will feel like they know you and would gladly help you out with job leads. 

4. How’s Your Social Media Footprint?

Scour Google to find out what’s being said or written about you. Think of how a hiring manager or human resources professional would view your social media footprint. Immediately delete any questionable or inflammatory Tweets and Facebook postings. 

Take a fresh, new look at your LinkedIn profile, Facebook page and other social media sites to ensure that it reflects your brand. Your postings should show the value you offer to a potential employer.  

5. Brag A Bit

Share some recent wins, accomplishments and achievements. Write about exciting projects that you’re working on. If you are an expert in your field, seek out online conferences and networking events. Try to become a speaker. This spotlight will make you known to a wider audience and you’ll be viewed as an expert and a leader in your space.  

6. Authenticity Counts

Be open about your goal of finding a new job. Let people know that you’re in the job market and what specifically you want to do next. If no one knows that you’re on the job hunt, they won’t reach out to you with opportunities.  

It’s fine to write about the emotions, challenges and pressure you’re dealing with in your job search. By openly expressing yourself, people will get to know you as a real person.

Forbes.com | August 24, 2020 | Jack Kelley

#BestofFSCBlog : #YourCareer -How To Stop Sabotaging Your Career. Are You your Own Worst Enemy When it Comes to your Career?

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Are you your own worst enemy when it comes to your career? Perhaps unhealthy thought patterns or destructive work habits are interfering with your professional development. Self-sabotage occurs when that critical inner voice holds you back from achieving greatness.

By following these do’s and don’ts, you will finally be able to stop sabotaging and start succeeding.

Don’t let fear get in the way

  • Fear of failure: You fall into your comfort zone, and it’s gotten to the point where you can do your job in your sleep. Then you have the opportunity to take on a completely new and exciting project, but fear of failure creeps in.
  • Fear of success: It sounds strange, but many people are afraid of succeeding. It’s because once you finally get what you think you want, you realize it’s more than you bargained for. With success comes expectation and responsibility. It can be unsettling if you don’t know how to handle it.
  • Fear of loss of control: Our need to be in control at all times can be limiting. It might turn you into a micromanager who is burned out because you just can’t seem to delegate work. Ultimately, you are holding yourself back from reaching that next level in your career.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Don’t avoid going outside your comfort zone

You’ve outgrown your position, yet moving from familiar territory to a different company seems daunting. You wonder, “What if I don’t like it as much?” or “What if I end up with a manager who is a tyrant?” You’re in a seemingly “safe” place, but the growth happens outside your comfort zone. The first step is to acknowledge that you want to make a move but are afraid of change. Here’s a secret many people don’t know, fear and action can’t coexist. So, start taking small steps in the direction of your goal. Talk to as many people as you can before jumping into that new role. Learn about the good, the bad and the ugly. Make sure it’s the right fit and then take the plunge. If you feel you still need help combating those self-sabotaging behaviors, you may even consider working with a career coach or mentor to get you across the finish line.

Don’t compare yourself to others

Do you find yourself comparing your career to that of friends and colleagues? Maybe you and your best friend went to the same law school, but your friend has already made partner, and you haven’t. When you learned about it, it may have felt like a punch in the stomach. But career progression is different for everyone because we are all unique individuals. The only person you should be comparing yourself to is the person you were the day before.

By comparing yourself to others, you are not only sabotaging your career, you are eroding your self-confidence and creating unnecessary anxiety. If you do this consistently, it can be paralyzing. Instead of using that energy to feel resentful, use it to motivate you. Invite that person you’ve been admiring to be your mentor. Learn their secrets to success. This is also a good time to take inventory of all the things you’re grateful for. It’s almost impossible to feel envy and gratitude at the same time.

Do focus on your strengths

Often we don’t see ourselves for who we really are. We attribute accomplishments to luck or simply being at the right place at the right time. Make a list of all your biggest accomplishments—the ones you are most proud of. Then post it somewhere you can see it every day. Dig up any positive performance reviews, thank you notes or emails from clients and put them in a “kudos” file. That way, when you’re having a bad day, you can refer to them to boost your confidence. (I have one that I call my “inspiration” file).

Do recognize self-sabotaging behavior

The first step to break the cycle is to become aware of habits that are holding you back. What self-destructive mindsets are interfering with your ability to develop professionally? Here are a few typical self-sabotaging behaviors to be mindful of:

  • Perfectionism: You tell yourself you can’t act right now or believe you need to perfect your skills before moving forward. Perfection is an impossible standard that keeps you from advancing.
  • Procrastination: Instead of tackling an important project right away, you wait until the last minute. Start setting hard deadlines to hold yourself accountable.
  • Negative self-talk: Your inner dialogue is consistently critical. Are you punishing yourself for past mistakes? Be patient, and make an effort to build your self-esteem rather than tear it down.

Do be open to feedback

Knowing ourselves and being open to feedback is essential to career advancement. That way, you’ll be able to pinpoint the areas where you are excelling and need improvement. Don’t wait for others to provide input regarding your performance. Make it a point of regularly soliciting advice from managers, friends and co-workers. By being proactive and having an open mind, you will be able to use that information as a learning tool to propel you to the next level.

You are worthy of wanting more and having more. The world will put endless obstacles in your path, but none will be as big as the ones you create for yourself. Isn’t it time to get out of your own way and embrace the possibilities?

Feeling stuck and unfulfilled in your current career? Download Caroline Castrillon’s free guide: 5 Signs It’s Time to Make a Bold Career Change!

 

Author:  Caroline Castrillon –Contributor Careers – I write about career, entrepreneurship and women’s advancement.

 

Forbes.com | August 23, 2020

#BestofFSCBlog : How To Write A Killer Cover Letter: 6 Fresh Strategies For The New Normal. A MUst REAd!

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@With 28 million Americans receiving some form of unemployment compensation right now, job seekers are facing a difficult economic climate. It appears the $1200 stimulus check isn’t going to materialize in the immediate future, and only three states have agreed to $400 in extra unemployment benefits. So, if. you are out of work in Montana, Kentucky or West Virginia: Congratulations. You’re getting some good news that most Americans won’t receive. Meanwhile, the need to find meaningful work has never been greater.

That’s why it’s crucial to concentrate on a killer cover letter. Some may say that a cover letter is a thing of the past – because your resumé speaks for itself. But the fact is, your resumé can’t talk, or write, and your LinkedIn profile is never the whole story. That’s why it’s a good idea for you to get going on the number one tool you need in the new normal: a killer cover letter.

1- Cut the Cake – my writing coach turned me on to the work of Jack Grapes. His book, Method Writing, talks about how you have to cut out the “birthday cake” if you want your message to be clear. In Grapes’ world of words, “birthday cake” is the extra stuff you don’t need in any sentence or phrase. Are you ready to skip dessert?

Look at all the adjectives and extras you’ve got in your cover letter: “As a dedicated self-starter, I know I can handle multitasking while staying professional.” What happens if you cut out the birthday cake at the front and the back? It’s counter-intuitive, but sometimes what you leave out actually makes your writing stronger, not weaker. Because the simplest message is the strongest: “I know I can handle multi-tasking. And here’s why….”

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

2- But Don’t Stop with Why – does your cover letter contain the word “because”? This critical word can transform a sentence from the commonplace into the compelling. Example: “As a manager, it was my job to know everything about the restaurant, from health code violations to the ingredients of all the dishes.” Add a dash of because – does it get a little tastier? “Because I had to handle everything from health code violations to the ingredients of all the dishes, I understand the importance of delivering on the details.

Because of my work with 30 or more employees on any given night, I learned how to communicate across generations. It’s because of this experience that I know I can help you in the following ways…” Don’t stop with why – it’s not enough. Not only is “because” the classic answer to any “why” question. That single word can transform your story from a first-person history lesson into a powerful way to create service, value and impact.

3- Two for the Show – can you find an opportunity in your cover letter to include the words, “so that…”? These two words, like the word “because”, will help you to see the most valuable aspect of your cover letter (and the aspect that most amateurs dismiss): it ain’t all about you.

Your experience enables you to be of service, so that you can create impact for your future employer. Ask yourself, is your cover letter about the past, or about your potential? Two small words – so that – can point you in the direction of powerful service, possibility and opportunity. “I’ve studied finance so that I can create market analysis at a deeper level…” “I became a counselor so that I could help troubled teens get back into school…” I wrote those examples so that you would see what I’m saying…did it work?

4- Be That Thing – there are skills that your employer desires. Skills that perhaps you have developed in the restaurant industry. Or in retail. Travel. Tourism. Or some other market that has been punished in the coronavirus economy. Look beyond your title and see your skills. What is that thing – that one thing – that you can deliver? What’s that one thing that your employer wants and needs?

Take off the label (the job title) and you’ll see the thing that really matters. Write down a list of your skills – your talents. Write out a list of characteristics that your employer wants. See any synergies? These high-level skills transcend your role or your previous company. Can you tell a story around that thing – that high-level skill that everyone wants and needs? If you can, you’re on track to transition into a new role (and maybe even a new industry). For more ideas, you might want to discover how to tell a one-word story.

5- Seek to Serve – so many cover letters are written in the first person: I, me, my. Or, by extension, first person plural: we, us, our. A first person history isn’t compelling, it’s commonplace. “I did this, I did that, I bragged and I noticed you just fell asleep.” Top cover letters contain some verbal jujitsu that changes the conversation. What happens if you make the second person first? Second person, of course, is you. I’m not talking about you, dear reader. I mean the you that’s right in front of you: your potential hiring manager.

How does your cover letter focus on their needs? Here’s a quick example that combines several of the elements I’ve shared so far: “It’s because of my experience in one of Manhattan’s busiest restaurants that I understand the importance of follow-through. In managing a team of 30 and serving over 900 plates a night, I understand service, commitment and persistence. It’s because of my experience I can bring that kind of clarity to the contact tracing team, and to your organization – no matter how many deadlines I have to face.” Do you see the shift to second person?

6 From Conviction to Connection – does your cover letter reveal your passion, values and convictions? I’m not talking about declaring your religious beliefs or explaining how much you love your family. I’m talking about the professional skills that matter most to you. Skills like perseverance, creativity, innovation and communication. Knowing who you are is useful, but connecting your convictions to your career is priceless. That’s the place where work doesn’t feel like work anymore.

When conviction connects, your career is merely an extension of your values. Your identity. Your unique talents and abilities. When what you care about most becomes what you do on a daily basis, you’ve discovered a role that isn’t really work. It’s an opportunity for you to express who you are – and serve at the highest possible level. Does that sound impossible right now? Read on, MacDuff.

Today, we’re faced with the toughest job market in anyone’s lifetime. It’s easy to get discouraged, falling into the mindset that your convictions can’t be a career. That choices don’t exist for you. But, I ask you: Is that true? I don’t mean, true like ‘do you believe it’? I mean true, as in the law of gravity or the fact that water boils at 100 degrees centigrade?

What’s true is that opportunities are all around us, even in a punishing economy. Those opportunities belong to those who can pivot and reinvent in the new normal. There’s never just one job that you can do, no matter who you are. You have capabilities and skills that are untapped.

Because that’s how we are wired as human beings: resilience and reinvention are built into the system, like five fingers on a hand. We all have the ability to change, even though we may not always want to. Why not start small – with transforming your cover letter, and getting clear about the solutions you can provide?

Author:  Chris WestfallContributor  Careers

 

Forbes.com | August 22, 2020

 

#JobSearch : Should I Hire A Career Coach? A MUst REad!

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As a Licensed Psychologist, I know that one of the hardest steps in the process of starting therapy is determining if it’ll actually be worth it. The second hardest part is knowing where to find a qualified therapist. Consequently, many never begin and continue to suffer needlessly, or wait much longer than they wanted to dive in.

The same challenges exist for job seekers when it comes to career coaching, especially when not earning a paycheck. It seems counterintuitive to spend money at the precise time when you need to be saving it. So, instead you push forward on your own hoping things will work out, and get frustrated and drained if they don’t.

While working with a coach may not be for everyone or for every search, if you’re struggling with the decision or where you can find an experienced job search partner, here’s the scoop:

PART 1. Do I need a coach?

Only you can make this determination, but in my experience, hiring a qualified coach can help you to land a new job faster than going it alone if you meet any of the following criteria:

  • You’ve not been in a job search for a long time.
  • You’re looking to make a significant career switch.
  • You don’t have a strong network and applying online is your primary strategy.
  • You haven’t updated your resume or LinkedIn for a few years.
  • You’re still exploring and don’t have a clear target or career goal.
  • You’re running “from” versus running “to” a new opportunity.
  • You’re in a negative place due to chronic unemployment or a difficult exit from your prior company.
  • You’ve been searching for a few months and not getting any bites.
  • You consistently make it to the first interview, but never the second.

These are just a few of the reasons you might consider hiring an experienced coach, but many professionals who aren’t facing these challenges can find benefit from working with an objective partner during their transition, so it’s worth thinking about. Sometimes a few simple strategy tweaks may be all you need to bust through what’s blocking you and generate new leads.

If you do consider hiring a coach, it’s important to understand their role. They are not headhunters, therapists, or placement professionals, but rather skilled advisors who help you to hone your brand, materials (i.e., resume, cover letters), and job search strategy, as well as assist you in evaluating your networking techniques, practicing for interviews, and building confidence through feedback and insight. They can also serve as accountability coaches to help you stay focused.

Often, they are former recruiters or placement professionals from the “other side of the desk” who now share their insider tips with job seekers. But they can have a variety of backgrounds, certifications and specialties, which can be confusing as a consumer.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

PART 2. Selecting the right coach

Choosing the right coach can feel daunting. How do you know who’s qualified? Who will help put you on the path toward your goals? Are they legit or just out to make a quick buck? Just like when you’re picking a preschool for your child or a centrally located hotel for your trip to London, personal recommendations are a great way to find a compatible coach.

Another often overlooked source might be the career center from your alma mater. Many universities offer ongoing services to alumni or have external coaches they recommend. Failing that, the internet is likely your next best bet. LinkedIn’s Profinder is a helpful resource and can be found under the “Work” tab at the top right of the LinkedIn tool bar.

Unfortunately, there’s a lot of information to sift through online, so here are a few key criteria to help guide your decision:

1- Expertise and Background. While it isn’t necessary for a coach to have direct work experience in the industry/function you are pursuing, it can be helpful if the coach has successfully worked with clients in related areas. As a Switcher, you’ll want a coach who has helped others transition into new careers and who understands the need to rebrand. Also, a prior background in recruiting or executive search enables a coach to understand the employer’s perspective, which can be incredibly valuable as you navigate the hiring process.

Red flag: No public recommendations or testimonials from other clients. Most coaches are willing to offer a reference you can speak with if you’re still uncertain, so be sure to ask.

2- Style/Approach. As with any partnership, fit is a key ingredient for success. Consider what would be most helpful to you: flexibility, structure, an accountability partner? Some coaches have set programs and packages, while others tailor services to your individual preferences or offer hourly rates. Interview a few coaches so you can choose one who’s a good match for your needs and work style. Don’t feel compelled to purchase an extensive three-month package if you just want a resume review. That said, it often takes three to four sessions to assess a job seeker’s potential challenges and create a strategy, so don’t skimp either. This may be one of the most important investments you make in yourself.

Red flag: Inflexibility. While some coaches make use of templates or other structured resources or templates, you don’t want to end up with a cookie-cutter resume or cover letter that doesn’t reflect your brand and specific value. In the competitive world of careers, one size does not fit all.

3- Knowledge/Education. Job search trends continuously change, so it’s important for coaches to keep up. Select a coach who stays updated on current trends and has a decent website where you can learn more about the service offerings. Ask what the coach does to keep up with the latest job search strategies and what part of the career coaching process they focus on (e.g., exploration, job search tools, interview prep). Is career coaching only a small part of the business or the primary focus? This may not be a deal breaker, but it’s something to consider. Also, an advanced degree or specialized certification doesn’t automatically make someone an expert. In the same way, a lack of certain credentials doesn’t necessarily mean someone isn’t a skilled coach. Go beyond the letters after the name. Do they contribute to the field (via blogs, articles, discussions, etc.)?

Red flag: All flash, no substance. Personally, I’m not a fan of coaches who write your resume, LinkedIn Profile or cover letter for you. Usually these are carbon-copy templates, and this process sets you up for failure in the interview when you have to answer deep questions about these materials. No one likes the job search, but you’ll be much more successful (both now and in future searches) if you partner with the coach, rather than pay them to do the heavy lifting.

4- Free consultation and an attitude of candor. For many job seekers, career coaching is a foreign concept. Coaches should be willing to answer questions and offer a brief consultation at no charge to ensure they can help you to achieve your specific goals. Not every coach will be a good match and you both deserve the opportunity to figure that out before entering a contract. If you feel rushed to decide or pressured into purchasing something you don’t want or can’t afford, walk away.

Red flag: The hard sell. Good coaches know where they do their best work and where their limitations are. If it’s not a fit for any reason (e.g., finances, schedule, special need, etc.), they should let you know and recommend another resource.

5- Making Guarantees? A lot of external factors play into whether you’re offered a new position (e.g., industry, level, location, skillset, market, economy, etc.), so be wary of coaches who promise you a job. Even with a great coach, you’ll still be shouldering a lot of the work; if it sounds too good to be true, it probably is. Each client is unique, so one client’s experience could be very different from the next. Instead of false promises, coaches should seek to gain clarity about your goals and any tangible results you desire from the partnership (i.e., you want your coach to help rebrand your resume, hone in on a career choice, etc.). Explicitly contracting expectations and outcomes up front will ensure that incorrect assumptions don’t get in the way of a successful partnership.

Red flag: Making unreasonable promises or the “too-good-to-be-true” deal. Sadly, some firms take advantage of desperate job seekers or those who don’t want to put in the work. A telltale sign is being offered introductions into an exclusive field or a “guarantee” of a job no matter how long it takes for the upfront cost of several thousand dollars. There is no easy path to a great role, so be wary.

6- Practicalities. Don’t overlook the practical aspects of the coaching process, such as the coach’s office location (many work virtually via phone or Zoom, which can be equally effective and very convenient), timezone, schedule availability (weekdays only?), the cost (set price? hourly?), and the methods of payment accepted. For example, coaches who only offer extensive packages may not be a fit if you just want to practice a mock interview. While it’s not uncommon for coaches to require some payment up front, don’t be shy about asking for a payment plan if that better suits your needs.

Red flag: No contract. While not completely foolproof, having a contract that outlines your working agreement will ensure expectations are met in a timely manner and there aren’t any misunderstandings. It may also offer some protection if things go awry.

Many people have lost their jobs during the pandemic, which means there are several people hanging shingles positioning themselves as career coaches. Your chosen coach will be partnering with you on a very important and personal aspect of your life. In addition to the above criteria, you should get a sense the individual is passionate about coaching and genuinely cares about your success.

Do your homework, but trust your gut. It won’t lead you astray.  Happy hunting!

 

Forbes.com | August 19, 2020 | Dawn Graham