#YourCareer : Here’s How To Understand If You’re Getting Paid Fairly. Questions: Are you Paid Fairly? OR Do You Know?

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Are you paid fairly? You probably don’t know, and that’s the case for the majority of candidates. Some states, like California and New York, have laws to mandate salary transparency, but many times, companies don’t share salary data and calculations with candidates.

The reality is the details that go into calculating employee compensation involve several nuanced inputs, such as individual experience, company profiles (e.g. revenue or funding), and market dynamics. Candidates often find themselves scrambling to validate their salaries by calling friends who work in similar fields or by browsing various unverified online resources like Glassdoor, Reddit, Levels or Blind – which are typically inaccurate, outdated, or miss nuances.

Today is Equal Pay Day, which is no accident. This date symbolizes how far into the year women must work to earn what men earned in the previous year. The wage gap is highlighted with women earning 84 cents for full-time, year-round work according to a report from the U.S. Census Bureau. While the exact day differs every year, it serves as a reminder that while equal pay is a conversation that concerns everyone, it continues to remain a real issue for women and many minority groups. The lack of accurate salary data disproportionality hurts women and underrepresented minorities from negotiating their pay fairly.

AJ Thomas, Global Head of Talent Experience at X, the Moonshot Factory and a strong advocate of pay equity, recently told me that “Transparency in pay isn’t merely about unveiling figures; it’s about nurturing trust, equality, and responsibility within an organization, illuminating the path for fairness and collaboration to thrive.”

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Article continued …

How Companies Create Offers

It’s important to understand how companies create offers to better negotiate your pay. Many candidates do not grasp the process businesses follow when assembling an offer for a new hire. Candidates can also fixate on one component of total compensation, such as base salary, and may not consider all aspects of total compensation including benefits and time off entitlements. Generally, total compensation includes some form of short term incentives in the form of base salary and variable pay like bonuses. Some companies, especially in tech, may also include long-term incentives like equity in the company.

An offer is is generated by taking into account the following key elements:

1. Following a company-established compensation philosophy

A compensation philosophy is a business strategy that guides all decisions related to candidate and employee total compensation. It serves as the foundation for pay equity, guiding teams in crafting offers and determining the company’s stance on a role’s market value. Most compensation philosophies are defined by a percentile. For example, if the top of the market pays approximately $100,000 as the base salary for a specific role, and the company’s compensation philosophy aims for the 65th percentile, the business will likely offer around $65,000 as the base salary for that role. Starting a candidate at a specific percentile also allows for growth within their role and rewards for performance over time. These percentiles can also be applied to bonus and equity calculations.

2. Paying for employer-only compensation datasets

Businesses pay for access to employer-only compensation data sets, allowing companies to exchange information about every employee’s salary for industry benchmarking data. Such exchanges enable a deeper understanding of the compensation other companies offer for each role.

Comparing these employer-purchased data sets with the data available to candidates from their network is akin to comparing David with Goliath. While both provide salary information, only one offers a level of accuracy that is comparatively more reliable.

What Can Candidates Do Today to Get Paid Fairly?

So what can you do? The reality is there is no solution for candidates to get accurate information, but here is what you can start with:

1. Ask the company to help you understand their compensation philosophy

Employers often share their compensation philosophies with candidates, although most candidates do not request this information. You can also request assistance in modeling your equity over time. Remember that you should consider all aspects of your total compensation, not just base salary.

2. Do your own research

You should do your own research to best understand the compensation details in your offer. However, it’s important to remember that your research will be based on limited data points that excludes nuances that contribute to your total compensation, such as the internal compensation philosophy.

3. Understand trade-offs: Compensation is not everything

It is important to consider your career goals as you evaluate your offer. The highest compensation may not provide you happiness or fulfillment. For example, I accepted a reduced salary when I switched my career from strategy and operations to the field of Human Resources mid-career. This trade-off eventually paid off several times over after 5-6 years, and also led me to a role I am extremely passionate about.

Looking ahead

The reality is there is no place today for candidates to get accurate salary data that is trusted and verified. Companies only collect and sell market data back from businesses, leaving the employees stranded. As the pendulum will eventually shift back to becoming an employee-driven market, there is an opportunity to help candidates access this data.

I believe that one of the ways to improve pay equity is by providing candidates with a holistic set of data points that is personalized to their role, company and market dynamics. I see a future where AI can help ingest large data sets with the specific job you’re applying for, analyzing market data, and generating a potential compensation and benefits package tailored to you. While there are several complexities involved in making this a reality, I envision a world where salary information can continue to be democratized, thereby helping to bridge the equal pay gap.

I recently discovered FairComp, which intrigued me as they are aiming to build a verified compensation database for consumers vs. organizations. Their initiative claims to help you understand if they’re being paid fairly by using data supplied by employees and verified through technology. I am curious to see how this plays out and the possibilities for other similar tools to follow. I also hope this will encourage existing compensation survey organizations to consider making their data available to consumers in the future.

Forbes.com | March 12, 2024 | Q Hamirani

#JobSearch : Avoid These 5 Common Resume Pitfalls. Hadn’t had an Job Interview in a While? Chances are it’ your Resume. MUst REad!

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If you’ve been on the job hunt for a while now and you’ve barely received a reply, let alone an interview, the likelihood is your resume is letting you down.  Sure, you could be the most experienced and accomplished professional in your field, but if you’re making basic resume mistakes, your application will still be ignored.

The good news is that if you’re aware of the common mistakes that too many professionals are making, you can tackle these issues head-on.  So, here are five of the most common resume pitfalls you need to avoid.

Not Writing An Engaging Summary

One of the biggest resume mistakes you can make is not writing an engaging and persuasive summary.

This is your chance to introduce yourself to hiring managers and this section appears right at the top of your resume. So if you get this wrong, you’re going to lose their attention instantly.

You should avoid long, wordy summaries that are full of vague pufferies like “talented marketing professional looking for next exciting career opportunity.”

Instead, you need to keep it short and sweet, using specific keywords and giving examples of your most impressive achievements.

Remember, the recruiter will skim through this section, so you need to make it as easy as possible for them to pick out those important details.

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Article continued …

Creating (And Submitting) A Generic Resume

The sole purpose of your resume is to prove to the employer that you can do their specific role and that you are genuinely interested in working for their company.

If you submit a generic resume, no matter how impressive you think it may be, you’re not going to give them the information they need. So, in a matter of seconds, they’ll put your application aside.

Although it might feel like a lot of work when you’re applying for multiple roles, you need to make sure that you do your research to determine exactly what the employer is looking for.

You can use the job description to highlight the relevant keywords and skills they require.

You can then make these keywords and requirements more prominent on your resume.

This will help hiring managers as they scan through your application, to easily determine if you’re a good fit for the role.

Not Showing How You’ve Made An Impact

One of the simplest but most damaging mistakes you can make is not showing your impact, particularly in your work experience section.

It’s not enough to just list your daily responsibilities. Employers want to know how your efforts contributed to the business and made a real impact on the team and bottom line.

The best way to do this is to use powerful action verbs, as well as facts and figures, to showcase your skills, biggest achievements, and how you made a real difference.

Essentially, you need to prove to the employer why having you on their team will benefit the business.

Lying Or Making Bold Claims

While it’s important to show that you’ve made an impact and use facts and figures to impress the recruiter, one of the biggest mistakes you can make is to lie or exaggerate.

It can be tempting to embellish the truth in order to stand out from other candidates, but wild and unproven claims will actually backfire. For example, referring to yourself as “the best car salesperson in the U.S.”

This type of claim is usually impossible to prove and can come across as arrogant and even a little embarrassing.

Similarly, you don’t want to get caught out in a lie. This will make you look untrustworthy and although you might hope to get away with it, if the employer doesn’t work it out whilst reading your application, they certainly will when they interview you.

Spelling And Grammatical Errors

Last but not least, spelling and grammatical errors can stop your application dead. They look unprofessional, and frankly, a bit lazy.

It’s so important to read and reread your application before you submit it and if you’re still worried about your spelling or grammar, have someone else look over it for you.

You can also make use of free online spell checkers just to make sure that your application is free from basic errors and spelling mistakes.

After all, attention to detail is an important skill, and spelling and grammatical errors don’t look good. So always make sure to double, even triple-check your resume before you submit your application.

This might seem like such a small, innocent mistake, but it can cause the employer to immediately reject your application; as can generic, boring, or exaggerated resumes.

So make sure to avoid these five common resume pitfalls and ensure that you always take your time to tailor and perfect every job application you submit.

That’s the key to job-hunting success.

Forbes.com | March 11, 2024 | Andrew Fennell

#JobSearch : How To Stay Resilient During Your Job Search. Job Searching, Especially for Extended Periods of Time, Can Be an Isolating Experience.

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The latest figures from the Bureau of Labor Statistics show the average duration for unemployment in the U.S. is currently 21 weeks. For most job seekers this means preparing for a marathon, not a sprint: spending the best part of six months on any new task takes resilience, and navigating the post-pandemic job market can be particularly grueling.

No matter where you are in your career, if you’re entering this job market, it is inevitable that you are going to hear “no” more than you hear “yes.” An open role results in one hire, but getting there often involves more than 100 applicants, of which typically 20+ will be qualified candidates. Usually only six folks will get through to in-person interviews with the hiring team. Therefore even getting to the interview stage gives you, at best, a 17% chance of success.

The asymmetry of information in the hiring process has a compounding effect: as a job seeker you only have as much information as the company is willing to share, and here in the US at least, it’s unlikely that you will receive much actionable feedback as you progress through the process. Preparation for a post-pandemic job search necessarily includes reaching acceptance that six months of activity will likely be conducted in what can feel like a cone of silence.

Get Clear About Your Personal Runway And Likely Length Of Search

In his paper “A Theory of Human Motivation” Abraham Maslow described a “hierarchy of needs” that need to be met in order unlock motivation. Often portrayed as a pyramid, the foundations of human motivation are basic needs such as food, shelter, and rest. Although this theory dates from the 1940’s, it is still relevant in today’s job market: a key factor in creating psychological safety for your job search is being really clear-eyed on what your personal financial runway looks like.

Before you do anything else, compile a basic spreadsheet so that you can understand your household “profit and loss” account. How much does it cost to keep the lights on, and how much do you have available in liquid assets? If your monthly cost of living totals $5,000 and you have $60,000 when you combine your available savings, severance payment and state unemployment insurance, then your personal runway is 12 months.

Getting a realistic view of whether you have enough to cover what will likely be a six-month job search creates psychological safety, but also allows you to plan ahead if it looks like it will be prudent to either try to trim monthly expenses, or to take a “bridge” or “survival” job.

 

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Article continued …

Set Boundaries Around Your Job Search Activity

The adage “your new job is to find a job” absolutely applies, however the critical caveat is that you’re now your own boss, and you get to set the hours and location for this new job. Once you’re into the rhythm of your job search (leveraging the tools that make sense in your industry, but at a minimum setting alerts on job boards to serve you all new relevant postings every 24hrs) you can realistically get all of your daily tasks completed within a 90-minute window.

Whether you get your applications, networking and any interviews done in one sitting, or broken up into smaller chunks, do not allow yourself to spend the whole day doom-scrolling LinkedIn. Being caught up in a layoff is almost never desirable, but one of the small silver linings is the gift of time. Try to avoid squandering that time and confine your job search activity to finite windows, then use the rest of the day to pursue activities you typically wouldn’t have time for.

Get Outdoors, Find Community And Give Back

Job searching, especially for extended periods of time, can be an isolating experience. Finding community can help to replace some of the lost workplace camaraderie. It can be especially beneficial to use some of the extra time you now have to volunteer in your local community. Doing so helps return some structure to your week, it also gives you access to folks that you otherwise wouldn’t meet and can open doors in surprising ways.

Suspending your gym membership for the duration of your unemployment doesn’t mean that you must forego physical exercise. Wherever you are in the country you will find cycling, hiking and jogging clubs that offer up a range of (free) benefits. They give you structure, they provide community, they get you out of the house, and you burn calories along the way.

While your job search is unlikely to be enjoyable, building a framework and support structure for the endeavor is the best way to stay resilient whilst you look for your next opportunity.

Forbes.com | March 6, 2024 | James Hudson 

#JobSearch : What To Do If You’re Ghosted By A Recruiter. Questions: Has this Happened to You? And What Did you Do?

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As thousands of companies cut costs by laying off workers, many people find themselves back on the job market. The good news is that experts have a brighter outlook for the economy. Still, candidates must adapt to a dynamic employment landscape that requires continuous learning and a proactive approach. Unfortunately, that also includes having to deal with potentially being ghosted by a recruiter.

Recruiter ghosting refers to the point at which you no longer hear from a recruiter who expressed interest in your application. It can happen at any point during the hiring process and is more widespread than you might think. In fact, 75% of job applicants say a prospective employer has ghosted them following an interview. That’s based on a recent survey conducted by software company Greenhouse. One woman even shared how she completed nine rounds of interviews for a marketing role before eventually being ghosted.

This behavior happens for a variety of reasons. Let’s look at potential causes and what you can do if you think you are being ghosted by a recruiter.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Reasons for being ghosted by a recruiter

Many people assume that an unresponsive recruiter doesn’t care. Often, it’s unintentional and due to a variety of other reasons.

The recruiter found a more qualified candidate

Ideally, companies have a mechanism to alert job seekers that they were not selected for the role. Yet, many do not. In that case, a recruiter might ghost you because they decided to hire someone else who was a better fit. This situation often happens when there are many applicants or if the position needs to be filled quickly.

There are internal issues you aren’t aware of

Sometimes, job seekers are ghosted by a recruiter because the company is still trying to make a decision. Many organizations have a complex hiring process and require feedback from multiple stakeholders. They might also be negotiating with their top candidates or checking references before feeling comfortable sharing updates.

The recruiter experienced a setback

Recruiters sometimes fail to respond because they are inundated with work and have poor time management skills. If they lack the resources, it’s easy to get bogged down and drop the ball. Recruiter ghosting could also be due to a setback like a death in the family, illness or some other personal issue. It’s also not uncommon for recruiters to be laid off, in which case you may need to contact another individual at the company.`

How to handle being ghosted by a recruiter

With a volatile economy causing recruiting teams to shrink, you may be ghosted at one time or another. If it happens, don’t blame yourself. Instead, take steps so you don’t lose job search momentum.

Follow up within a reasonable timeframe

If the recruiter gave you a timeframe and it’s been longer than a week, follow up with them. You can email them to thank them for their time and express interest in the role. Without being pushy, mention that you have another job offer on the table (if you do) but that this position is your first choice. By being professional and persistent, you will stay top of mind while being seen as genuinely enthusiastic about the opportunity.

Try other avenues of communication

If you already tried following up with the recruiter via email, consider another method. For example, you should contact them via LinkedIn or another professional networking site. If that fails, seek out another point of contact, like the hiring manager or someone you interviewed with. You might even consider finding an internal connection through your network to gain additional information about the hiring process.

Continue searching for other roles

If you are ghosted by a recruiter, don’t let it negatively impact your self-esteem. Try not to take it personally and continue looking for other opportunities. Maintain a positive attitude by researching, networking and applying for positions that are a good fit. Keeping your job search on track will motivate you and make you more likely to find the ideal role.

Dealing with an unresponsive recruiter can be frustrating, but it’s ultimately out of your control. Remember that being ghosted by a recruiter has more to do with the company than your qualifications. By approaching your job search with confidence and determination, you’ll eventually land a position with an organization that deserves your unique talents.

 

Forbes.com | May 3, 2024 | Caroline Castrillon

#JobSearch : Knitting (Artificial Intelligence) vs. Crocheting (Human Writing) a Resume. AI Often Cannot Distinguish Between ‘Bad’ & ‘Good’ Resumes. Thoughts?

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The hottest trend lately is using Artificial Intelligence (AI) for anything related to creating content for stories, blogs, books, illustrations – and resume writing. Clients submit their resumes (designed by AI), thinking they can ‘beat’ the filter. They don’t understand why they are not getting any responses or calls for employment. Here is the secret.

Artificial Intelligence uses a compendium of resumes’ out there’ on the web to ‘learn’ how to create new resumes. Unfortunately, AI often cannot distinguish between ‘bad’ and ‘good’ resumes. The AI algorithm groups both types to create an ‘artificial’ resume. In addition, AI may add elements that gum up the Automatic Tracking Systems (ATS), e.g., tables, icons, and columns, making the resume look like a mess on the other side of the firewall after it gets parsed into the SQL database.

 

While some job seekers pursue AI-generated resumes, thinking the AI resume will get their resume through the firewall, they may gain more momentum and hits on HW-generated resumes in the ATS platforms

Recruiters and ATS are getting savvy to the practice of using AI to build resumes and are incorporating ‘AI identification’ applications. These applications identify an applicant’s resume created by AI and automatically reject that resume. Some websites advertise services to help your resume ‘get noticed’ by recruiters – and these websites use AI to develop suggestions and wording. And the AI suggestions still come from both bad and good resume examples. Recruiters prefer resumes rich in objective wording, rich achievement descriptions, and documentation proven by metrics. An AI system can’t do that.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

The method of assimilation and creation in AI is similar to needle crafting. One can build a knitting machine, and the stitches will be uniformly consistent. Knitting is a thread craft using two needles that can be machine-engineered. One can quickly create a machine-generated blanket or sweater, and that machine can make the same item repeatedly. Crochet is a thread craft using only one needle, but one cannot build a crochet machine per se. The manipulation of the needle, ‘catching’ of threads on either side of a stitch, or the complication of the stitch (twists, double, or triple stitches, or catching of threads 1-2 rows down and up again) in crocheting are just too complicated for a machine to imitate.

The same goes for AI-built resumes and hand-crafted (human-written) resumes. Artificial Intelligence written resumes use injections of subjective and vague terminology. Because the resume owner has not contributed specifics (e.g., metrics), the result is a boring conversation of vague and broad terms that don’t showcase the applicant’s career achievements. Job seekers are not professional job applicants or resume writers, so they write what they can, and with most automation processes, their efforts result in – garbage in and garbage out. Artificial Intelligence will not improve a bad resume; it may worsen it.

Recently, in the news, AI users have discovered that biases have been built into AI engines and algorithms, creating artificial ‘prejudicial influences’ on AI-generated results. While the news focuses on images being produced, don’t for a minute believe that AI’ prejudicial influences’ are not built into generating word content. When writing a resume – focus on objectively worded, unbiased, documentable facts about career achievements.

Most resumes that get through the ATS filters are read and analyzed by recruiters. It’s somewhat easy to tell a HW resume from an AI resume. Artificial Intelligence-based resumes concentrate on using ‘fancy’ and ‘impressive’ wording to write the resume. Human-written resumes concentrate on using easy-to-understand layperson’s terms to richly describe what the applicant physically did and what resulted from those actions (e.g., revenue or productivity increases and cost or labor savings).

Scientists working on AI-generated content applications are creating significant technology improvements. But, more advances need to be achieved before AI can be trusted to generate an attention-grabbing, practical resume for job seekers. It is acceptable to consider reviewing an AI-generated resume to get ideas for content in an HW resume.

I am not discounting using AI (I used an AI program to check my grammar in this story). While some job seekers pursue AI-generated resumes, thinking the AI resume will get their resume through the firewall, they may gain more momentum and hits on HW-generated resumes in the ATS platforms. Users should be careful about the weight they emphasize while relying on the process. Artificial Intelligence is not perfect. The final AI result still needs to pass the ‘human’ test for recruiters to provide serious consideration to job applicants’ qualifications.

 

FSC Career Blog Author:   Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, editing, publishing, and print-on-demand consulting. Reach her at Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

FSC Career Blog |  February 3, 2024

#YourCareer : How To Stop AI From Taking Your Job. Question: How Will your Industry Look 10 Years from Now? Welcome your Comments.

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To start the new year, we have seen top organizations announce layoffs at a record pace. The ever-changing landscape of the job market is more challenging than ever. And now with AI in the mix, it’s getting even more complicated.

Losing your job due to a financial crisis or being replaced by someone who is a better fit is one thing, but losing it to AI seems pretty disappointing. But just like the changing times, you must beat your competition or offer something they don’t. So, how do you stop AI from taking your job? Here are four ways to secure your career and prevent AI from taking over.

Understand What The Future Looks Like

As they say, you must be one step ahead of your competitor. AI is built for the future, but it also has its limitations. Take a step back and understand what the future looks like for your chosen career. How will your industry look years from now?

Business Insider has reported the top jobs that AI will probably replace and the report mentions media, finance, education, and legal jobs to be at the top of the list. To help counteract that, do your research by checking how AI can be utilized in your chosen career. Instead of fearing this tool, learn how to work with it and how to leverage it for your current role.

For example, the future of the finance industry may rely on AI for daily tasks such as creating reports or invoices. Education may also use AI to enhance the learning experience. To learn more about jobs that will be created because of AI read this article of AI Jobs to Consider in 2024.

 

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Article continued …

List Out the Technical And People Elements

It’s a good step to understand your role and the different technical and people elements that AI can play in it. List down these elements and focus on how you can integrate AI into these tasks. Technical elements include data collection, analysis, reporting, or routine administrative tasks. You can use AI to help you become more efficient in these tasks.

Here’s a quick sample of what your list can look like:

  • Responding to emails
  • Creating reports
  • Scheduling calls with clients

How AI Can Help

  • Use AI to create prompts and templates for email responses. Make sure to personalize.
  • Use AI for research but make sure to verify the information before proceeding
  • Use AI to automate sending out your calendar so clients can book directly

People elements can be communication or customer service focused. A great example would be using AI to create responses but adding a personal touch that these automated tools cannot do. Of course, some projects are better suited to be 100% human. For example, leadership skills and responding to the emotional needs of your clients and colleagues cannot be replicated by AI, which is a good thing!

Level Up Your Technical Skills

In today’s world, staying ahead means honing your tech skills. Whether you’re a coding whiz, a data guru, or a digital enthusiast, leveling up your technical skills is non-negotiable. Ever thought about enrolling in online courses tailored to your role? It’s a great way to boost your efficiency and increase your value for your team.

Let’s not forget the myriads of YouTube tutorials with tech tips and tricks. There’s something for everyone, whether it’s coding hacks, writing techniques, or gadget guides. After all, learning never stops—it’s the secret sauce to climbing the career ladder or navigating new horizons. AI will never be a one-stop shop for everything so being a specialist will help differentiate you as a leader in your space.

Leverage AI In Your Current Role

Don’t let AI intimidate you – let it empower you instead! Imagine making AI your trusty sidekick; you are not just completing your tasks but also consuming less time. And with this newfound efficiency, you can tackle more projects or explore new ventures. AI has your back, whether you’re eyeing career advancement, craving new opportunities, or simply longing for a well-deserved downtime. It can be more than just a tool. It’s your partner in crime, amplifying your efforts and opening doors to endless possibilities.

The digital world is ever-changing, and new devices will emerge from time to time. Do not let these artificial tools replace your skills. Instead, allow it to enhance your capabilities and emphasize your value. Without humans, there will be no AI. Be the master of these tools and pave your way to a better workflow, securing your job, or career advancement.

 

Forbes.com | February 27, 2024 | Sho Dewan

#JobSearch : 6 Common Traps To Avoid At Networking Events. These are Unspoken Rules–Faux Pas you Must Avoid. Great Read!

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Networking events are the watering holes of the professional world. They’re where connections are made, opportunities are discovered, careers are shaped, and free snacks are had. However, just like any social gathering, there are unspoken rules–faux pas that can turn a potential career elevator into a free-fall.

To avoid stepping on it, consider the following six tips.

1. Don’t Oversell Yourself

No offense, but you’re not that great. And even if you are, people don’t want to hear it at a networking event. Resist the urge to transform into a walking, talking infomercial. Yes, you’re amazing at what you do, but relentless self-promotion can be off-putting. It’s like being at a party where someone keeps shoving their homemade guacamole in your face–it might be the best guac in the world, but let people come to it naturally. There is, after all, a lot of guacamole in the world. Instead, focus on building genuine connections. Networking is a marathon, not a sprint.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

2. Avoid the ‘Me, Myself, and I’ Monologue

If your conversation sounds more like a monologue, you’re doing it wrong. Domineering the conversation like a talk show host gone rogue means you’re probably not listening. Remember, it’s a dialogue, not a soliloquy. Be curious about others. Ask questions, show interest in their work, and let the conversation flow naturally. Think of it as a tennis match, not a solo chess game.

3. Don’t Be a Business Card Ninja

Handing out business cards like you’re dealing a deck of cards in Vegas is a no-no. Everyone’s online, so a physical card is…kinda humiliating. The goal is to create meaningful connections, not hit a quota. Quality trumps quantity. It’s better to leave the event with a few meaningful contacts than a pocket full of cards from people whose faces you can’t recall. Distribute your business card when a genuine connection is made, not as an opening move.

4. Steer Clear of Controversial Topics

This one should be obvious, but it’s astonishing how often it’s overlooked. Avoid controversial topics like politics, religion, or personal gossip (unless it’s, like, really good gossip, about someone you know they hate). You’re not on a debate team, and this isn’t the time to showcase your strong opinions on the latest political drama. Stick to safe, neutral topics. Think of it as a dinner with the in-laws–play it safe (and avoid it if possible).

5. Don’t Underestimate Anyone

Treating someone as unimportant because they don’t seem like a high-flyer is a huge mistake. Also, it’s rude. Everyone has something to offer, and you never know who might be instrumental in your career down the line. Networking karma is real. Treat everyone with respect and interest – the intern today could be the CEO tomorrow. Remember, it’s a small world, and you’re likely to run into the same people again.

6. Avoid Being Glued To Your Phone

In a world where our phones are like extensions of our bodies, this is tough. But being glued to your screen at a networking event is a no-no. Be present. Engage with the people around you. Your emails can wait – the opportunity to make a meaningful connection might not.

Networking events are unique platforms for professional growth and opportunity. However, they require a certain finesse. Remember, the goal of networking is to build relationships, not just to add names to your contact list. So, the next time you find yourself at one of these events, be genuine, be respectful, and most importantly, be yourself. After all, the best connections are the ones that are authentically made.

Forbes.com | February 14, 2024 | Ginny Hogan

#JobSearch : Top 5 Stay At Home Jobs For Moms Or Dads. Question: Would you Like to Work at Home?

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Working from home is a great way to improve your work-life balance because it allows you to spend more time with your family. The average remote worker has an estimated extra five hours per week to do the things they enjoy. Those hours are recouped from commuting. According to Zippia, it takes the average American 27.6 minutes to travel to work. That makes a total of 55.2 minutes per day traveling to and from work.

While a lot of companies currently allow their employees to work from home part-time, you can acquire full-time remote work. Here are the top five stay at home jobs for moms and dads.

1. Call Center Agent

A call center agent answers calls, responds to emails, and deals with customer enquiries over webchat. Depending on the company, you will either deal with inbound calls only, or inbound and outbound calls. Employees who take both calls are referred to as, ‘blended agents.’

Median Pay: $35,389 per year

Qualifications: Typically, a high school diploma is enough to secure a call center position. But if you want to earn more money, you will need additional qualifications. However, you will receive on-the-job training.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

2. Virtual Assistant

As a virtual assistant, you are responsible for providing remote assistance to an organization, or an individual. Their duties include interacting with clients or customers, organizing data, conducting research, sorting documents, and updating calendars.

Qualifications: Virtual assistants do not need any qualifications. But, you will need to have excellent computer skills because your employer will require you to use specific programs to complete your tasks.

3. Online Tutoring

Students looking for additional help to pass their exams or get them through the school year will hire an online tutor. Online tutors work with one student at a time. What you teach them in is dependent upon your area of expertise.

Median Pay: $51,058 per year

Qualifications: The qualifications required for an online tutoring job will depend on your area of expertise and what you plan on teaching. However, you will need a GED to work on most tutoring platforms. To teach English, you will need a Teaching English as a Foreign Language (TEFL) certification.

4. Remote Software Developer

A remote software developer designs and creates systems and software programs for their employer. They also test and maintain existing programs and websites.

Median Pay: $111,000 per year

Qualifications: You don’t need a degree to become a software developer; however, you will need to know how to use programs like JavaScript, HTML, and CSS. If you are not familiar with these programs, there are courses available to teach you how to use them.

5. Data Entry Clerk

A data entry clerk is responsible for inputting, maintaining, and updating accurate information into computer systems and databases. They may also correct errors, verify data, and organize files to ensure data integrity.

Median Pay: $40,000 per year

Data Entry Clerk: You will need a high school diploma to become a data entry clerk.

How Do You Land A Great Remote Job?

The job application process for a remote job is no different than it is for an office job. Make sure your resume is up to date and start sending them out to companies who offer remote work. You will find vacancies posted on jobsites, but you can also ask friends and family if they know of any remote working opportunities.

While working from home seems ideal, it is important to understand that it is a very different dynamic to an office. You will need to create an office space, structure your day, and organize your time. Additionally, you will need an extra dose of self-discipline because there are so many distractions at home. You won’t have a manager overshadowing you, all of which make it very easy to slack off. However, if you know you can handle being self-motivated and self-reliant, working from home is extremely rewarding.

Forbes.com | February 7, 2024 | Goldie Chan

 

#JobSearch : 5 Effective Marketing Tips For Professionals Who Just Got Laid Off. Great REad for ALL!

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Many professionals went through a tough time with their jobs last year. A large number of planned job cuts reached 89,703, going up by 15% since February. From the beginning of the year until now, job losses have gone way up to 270,416, shooting up by a massive 396% compared to the same time last year.

Around 1,450 folks working in the U.S. tech sector have lost their jobs, as counted by Crunchbase News. And if that’s not enough, Layoffs.fyi tells us that a whopping 1,157 tech companies have let go of a staggering 257,778 workers in 2023. If you’ve recently experienced a job loss, know that you’re not alone. Numerous individuals are encountering comparable challenges. Here are five practical tips to help you navigate tough times and get back on your feet.

1. Take a Pause to Figure It Out

Experiencing a layoff is tough and can bring a lot of stress to you and your loved ones. Studies show that being laid off is the seventh most stressful life experience. Rather than getting stressed, think of a layoff as a chance to start over somewhere new, with different opportunities and challenges.

The initial step to realign your professional path is to take a brief break. Given the increasing number of layoffs, it becomes crucial to strategize your next moves. Taking this pause enhances your likelihood of discovering new opportunities in the months ahead. Use this time to think about your skills, strengths, and the job market. This will help you plan your next moves wisely.

 

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Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

2. Invest Time In Skill Development

The job market is evolving rapidly, and continuous skill development is crucial. Dedicate time to enhance or acquire new skills. Online courses are a great way to start, offering a flexible and accessible way to boost your capabilities.

This investment in yourself makes you more capable, and companies are likely to notice your efforts when they’re looking to hire. The goal is to become someone companies find hard to resist hiring because of your valuable skills.

3. Craft A Compelling Personal Brand

Today, making yourself known online is like having a secret weapon for job hunting. It’s a strong tool that helps you stand out. Your mission? Make a personal brand that shows off what makes you special – your skills and what you’re great at. Start by updating your resume or CV with all your latest achievements.

Now, take your skills online. Use social media like LinkedIn to make a consistent and real online image. Share your work journey, talk about what you know, and connect with others. Your personal brand, when done well and kept the same everywhere, becomes a story that tells employers why you’re awesome.

4. Build Strong Professional Connections

When you’re promoting yourself after a layoff, it’s not just about how you show yourself but also about the folks you link up with. Get in touch with people in your industry—colleagues, mentors, and friends from previous jobs. Keep the connection alive by regularly checking in and participating in professional conversations. This could open doors to valuable mentorship, career advice, and even potential job opportunities.

Moreover, attend online events, join communities, and participate in networking activities to grow your connections. Remember, your network might be the key to reclaiming your dream job, so utilize it wisely. They could offer valuable insights and even help you find new opportunities.

5. Be Consistent in Your Job Hunt

Finding a job after being laid off can be tiring and downright frustrating. But here’s a straightforward tip to keep you moving forward: commit to doing at least one job-hunting task every day. This small but consistent effort can make a big difference.

Your daily tasks could be updating your resume or online profile, applying for a specific job, creating a new profile on a job search website, or having a conversation with a mentor. The key is to stay engaged with the job search process regularly.

In addition to exploring traditional employment, consider other options like freelance work, contract positions, or even starting your own small business. These alternatives may open new doors and provide valuable experience while you navigate your job search journey.

As we enter deeper into 2024, job seekers are bracing for more challenges. A recent survey by ResumeBuilder.com reveals that a concerning 38% of larger companies anticipate layoffs in the coming year. Shockingly, 96% of organizations have already made cuts in the past 12 months, and 92% plan to do so again in the next year, as reported by Randstad RiseSmart. The uncertainty surrounding job losses persists, leaving many wondering when this cycle will end.

In times like these, the strategies shared in this guide can be a lifeline for those navigating layoffs. Remember, while the road ahead may be uncertain, your ability to adapt and follow these effective tips can make a real difference in facing the challenges that lie ahead.

Forbes.com | February 5, 2024 | Goldie Chan

#JobSearch : 7-Step Plan For ‘New-Collar Workers’: The Next Generation Of Career Candidates. Managers are Motivated to Hire Non-Degree Workers. A MUst REad!

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They’re called “New-collar workers”—not white- or blue-collar jobs—a new category in hiring that leaves college degrees in the dust and gives more attention to skilled employees with a nontraditional education. According to the Harvard Business Review, many workers are unable to advance because they don’t have a bachelor’s degree and are stuck in low-paying jobs.

Meanwhile, companies are looking for workers to meet their diversity goals and reduce social and economic inequality. These problems could be alleviated, the authors say, if employers focused on job candidates’ skills instead of their degree status: “There’s a huge, capable and diverse talent pool out there that companies aren’t paying nearly enough attention to: workers without college degrees.” The Bureau of Labor Statistics predicts that between 2020 and 2030, 60% of new jobs—some yielding six figures—will be new-collar occupations that won’t require any type of college degree.

 

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Daily FSC Career Blogs/Articles: Articles/blogs on today’s Job Search (Over 8K Daily Readers)- Go to ‘Blog Search’ & type in updated info on resumes, job search, networking, social media job search, etc.

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

‘New-Collar,’ Skills-First Approach To Hiring

The skills-first approach to hiring “new-collar workers” goes against the long-held traditional grain that the four-year college degree—a symbol of accomplishment, prestige and pride—is imperative for social acceptance and career success. For as long as many of us can remember, high-school graduates were encouraged to pursue a college degree for financial and psychological security. That message has been drilled into students’ heads from parents and schools, according to James Neave, head of data science at Adzuna—the world’s most comprehensive job search engine.

But since the pandemic, the tide has been changing. More business leaders are saying ditch the four-year degree because it’s no longer necessary for jobs that can earn top dollar. Neave insists that a college degree is not necessary to be successful or earn a good salary. “The Adzuna data indicates that skills, rather than degrees, are the top requirement candidates must have to secure a ‘high-paying job’ today, whether job candidates are looking for deskless or corporate positions,” he emphasizes. “In particular, leaders with skills that can boost engagement in today’s workforce are in hot demand.” And Don Gannon-Jones, vice president of content at Karat agrees.

 “We’re slowly creeping up on a post-degree era. Industries everywhere are realizing that for a lot of fields, colleges and universities aren’t teaching what businesses actually need,” he asserts. “Without a doubt, students are more reluctant to go tens of thousands of dollars into debt for a degree that doesn’t necessarily create a straightforward path to financial security.”

 

Implications Of Having Degree Requirements

A report by Accenture, argues that degree inflation—the rising demand for a four-year college degree for jobs that previously did not require one—is a substantive and widespread phenomenon, making the U.S. labor market more inefficient. The report found more than 60% of employers rejected otherwise qualified candidates in terms of skills or experience simply because they did not have a college diploma.

“When companies choose to put ‘four-year degree required’ (or even ‘preferred’) on a job listing, they’re automatically shutting out a gigantic swath of the population,” Gannon-Jones points out.

“Any effort to create a workforce that offers truly diverse perspectives and backgrounds is essentially stillborn if you insist on a college degree —or worse, if your hiring teams have opinions about which colleges are ‘good enough’ to produce candidates they’ll accept. It’s no surprise that smart organizations are putting a strike through in that ‘four-year degree required’ bullet in their job descriptions.”

 

Neave adds, “As this year goes on, we expect businesses will continue prioritizing skills over degrees to fill open roles, including those that come with top pay checks.” According to Business Insider, Tesla CEO Elon Musk and Apple CEO Tim Cook also have questioned the need for college degrees, and more companies are following suit, acknowledging that degree requirements put them at a competitive disadvantage. Dropping the four-year degree requirement is a welcoming and encouraging win-win for both employers and employees from a disenfranchised segment of the workforce without a degree. A framed diploma on the wall is no longer necessary for these highly-qualified job seekers to find the job of their dreams—one that is gratifying, pays a high salary and leads to career success.

“Managers may be more motivated to hire non-degree workers—and feel that it’s less risky—if they have direct incentives to do so,” according to the authors of the Harvard Business Review piece. To encourage managers to embrace the skills-first approach, the authors suggest organizations develop a seven-step plan that includes:

  1. Providing extra funding or budget lines for “new-collar jobs”
  2. Writing job descriptions that emphasize capabilities, not credentials
  3. Creating apprenticeships, internships and training programs for people without college degrees
  4. Collaborating with educational institutions and other outside partners to expand the talent pool
  5. Helping hiring managers embrace skills-first thinking
  6. Bringing on board a critical mass of non­-degree workers
  7. Building a supportive organizational culture

“IBM, Aon, Cleveland Clinic, Delta Air Lines, Bank of America and Merck are among the companies taking this approach—and demonstrating its benefits for firms, workers and society as a whole,” the authors conclude. According to another source, 41% of U.S. adults report they’d get a certificate that would instantly qualify them for an in-demand job over a college degree. At the same time, there are more than 600,000 openings for manufacturing jobs in the U.S. and more than three million skilled trades jobs are expected to go unfilled by 2028.

Austin King, co-founder and president of Steel River, believes not everyone is meant to go to college, but there should still be equal opportunities for blue-collar workers to earn higher wages without a four-year degree. He contends that employers need to do a better job at closing this gap by providing better work environments including higher wages, equity programs and more learning opportunities—especially if they want to attract younger generations. “With such competition for skilled workers in trades like manufacturing, those who provide higher wages and strong company culture will win over top talent,” according to King. Instead of slashing service costs to acquire more customers, he recommends giving half of all price increases back into employee salaries to make roles more enticing to those looking for steady and secure wages that rival white collar roles.

 

Forbes.com | February 4, 2024 | Bryan Robinson, Ph.D.