New Year’s Resolutions

Most of us have made New Year’s Resolutions in years past. The most common resolution is to lose weight. So, we may buy exercise equipment, join the gym, or start a new diet. Soon the exercise equipment becomes an expensive clothes hanger, the gym thanks you for your business – and for not coming, and the new diet becomes one more attempt that goes by the wayside.

So, why am I, a Job Doctor, talking about New Year’s Resolutions?

Today, I want to help you be being politically incorrect and frank. I struggle with maintaining weight like most of you, so I am not trying to point out anyone. But the reality is that, despite federal law, it matters to hiring managers.

Is that fair? Yes and no. I used to have an employee who was obese. She was an incredible worker and highly intelligent. Would I hire her again? Absolutely! If I did not previously know her, would I hire her? Good question.

Let’s look at reasons why appearing physically out of shape or overweight might be a concern about your image and whether a hiring manager might see it as a disqualifier.

The company’s concerns include:

• Is the weight causing diabetes or other serious long term health issues that will result in higher medical insurance costs for the company?
• Could the weight cause more absenteeism?
• Is the weight causing a lower energy level?
• Does the weight distract from the image of the company for the position?

Since networking is the number one way of getting a referral into the hiring manager, would a trusted advisor risk his reputation by referring a potentially unhealthy candidate?

How many top executives do you see who are overweight? Would your chances for getting a job or promotion be enhanced by appearing trim and in good shape?

By now, many of you are protesting that this is illegal or not fair. In fact, many of us are such hard workers with high performance that we don’t take the time to exercise or eat healthy diets – because it takes time away from our work or family. Whoever said life was fair?

If you are looking for a job or promotion, I hope this may help motivate you to exercise and eat right. Don’t forget that this is not my strength either.

Since most jobs are only lasting 2-3 years, this may also be motivation to make the lifestyle changes permanent.

What other benefits can this bring?  How about:

• More personal energy, which often means more productivity
• Better personal health
• More optimism
• Higher self-esteem
• More attractive marital partners
• Longer life expectancy
• Better ability to play with children
• Others?

In today’s global economy, these forbidden topics are becoming a matter of survival and critical to helping you compete for jobs.

Join me for a New Year’s resolution to get in shape!

How Can Your Beliefs Impact You?

Let’s begin by reviewing how what you believe in impacts your approach to the job search.

First, is there an outside power (beyond yourself) that might be available to help you? In my case, yes. The God of the Bible intercedes, opens doors, gives me hope, has a plan for my life, has a daily personal relationship with me, and ultimately is using all things for my good. How about in your case?

Second, when people talk to me they know where I am coming from. My definition of right and wrong, good and evil, and truth are all Biblically based. Others may strongly disagree but they know who I am and how I might relate to others. If others, people or hiring managers, have different definitions than me how might that impact my relationships with them? In my book, Trusted Relationships, I describe the foundation of relationships as a secret of career and life success. If you believe dramatically differently than me, can you trust me? Can I trust you?  How does what you believe impact your relationships?

Third, if I am searching for effective networking groups and for future employment, does my belief system impact where I might be most successful and most enjoyable?

Few coaches bring these issues up. Few clients consider how their beliefs are critical to their job search and their career.

In a pluralistic society, we all have to learn to work together. Many of us are willing to help everyone – paying it forward regardless of their beliefs. My clients come from all belief systems but to ignore what those beliefs are and how they impact you is to ignore the core of who you are. Ultimately, what you believe is the source of your inner energy to persevere the ups and downs of life and the job search.

As we head to the new year, I encourage you to define your own belief system and to decide how that system will impact your job search.

What Do You Believe?

This is a perfect week to plan your actions for 2010. Let’s begin by reviewing the least considered but perhaps the most important topic.

What is your fundamental belief system?

A belief system is what you depend upon for success. You might be surprised at how everyone answers that question.

For many, the answer is “myself.” That leads to “my efforts, my positive thinking, my hard work, my networking, and my controlling my own destiny.” In this case, God either does not exist, is impotent, or uninterested in helping me.

For others, the answer is “myself, with God as my co-pilot.”  The primary difference here is a belief that God exists, that God is sovereign, and that He will intercede as He wills, but if it is to be done – it is up to me. In this case, the relationship to “God” may vary from believing He is a Santa Clause, a Genie, or someone who will give me what I want or what I deserve as I pray occasionally to Him, go to a church/synagogue, or give money.

For others, the answer is that there are “supernatural powers (not god)” that I can use. This ranges from spirit guides to powers of the universe. These concepts are increasing in popularity and are usually categorized as New Age.

For others, traditional Eastern Religions are what they depend upon. Examples include Islam, Buddhism, Hinduism, Confucius, etc.

For some, a socialistic government replaces god as a third party who will take care of their needs.

For some, there is a whole range of beliefs which may include worship of mother earth, pagan gods, Satan, witchcraft, and a host of similar alternatives.

For others, they believe in the God of the Bible as the source of their hope, salvation, success, power, and future. Their efforts are still necessary but their life is fully intertwined with their dependence upon God working in and through them.

Here are two questions for you.

One, what do you believe in and what do you depend upon for your success?

Two, how can what you believe impact your life and your job search in 2010?

Merry Christmas To You and Your Family

Whether you celebrate Christmas, as we do, or not. The holiday in our culture is a time to reflect on our beliefs and on our family.

Whether in a fast moving career or looking for your next opportunity, I recommend that you take off this week and spend it re-energizing your batteries. Rest is part of a well honed strategy. Even soldiers must have rest and relaxation!

Besides, your family is growing up too fast to miss making enjoyable memories with them that can last you and your family for a lifetime.

That is what we will be doing this week.

Merry Christmas to you and your family.

Questionable Resume Tips, Part 3

Continued comments from yesterday.

The author of the email then tries to sell me on why I should become a client of his.

Here is the bottom line. There are many people out there who cannot find a job, so they are trying to make money telling others what to do. Some of these people are recruiters whose clients are reducing the number of searches, resulting in them extending their brand to coach job seekers. Some are HR professionals who have insights about the internal recruiting process, how to write resumes, and how to interview. Some are actual career coaches who are “certified” in older traditional methods or who don’t really have experience to understand real insider thinking. Some, started out by wanting to help others. Some, are very good.

The question is not their motive or their previous titles or their previous experience or their certifications but whether what they say is right!  You have to be the judge. If you are wrong, you will get hurt and waste money and time. If you are right, you can be tremendously helped and maximize you time and money.

That is why I write a blog and newsletter. You can see my thought process. I am blunt in my opinions. I am willing to share because what I know is only lightly touched in blogs and newsletters – plus I keep learning from others every day. That is why we offer multiple levels, including books and audios that are inexpensive but helpful. That is why I post testimonials from C-level executives and global groups (like Vistage, the FENG, and Golden Key) who support what I am saying. However, at the end of the day, it is you who gets to decide if our message is on target and worth sharing with others.

That is also why, for those wanting to help others, we also offer our course on Jobpreneurship™ which will help train the trainers. We will explain this area more in the future.

My point is that, whether you use Job Doctors International, LLC or someone else is your decision. There are many out there with fantastic ideas and others with questionable tips. Just, please be careful who you are listening to for your career and family guidance. Too much is at stake.

Questionable Resume Tips, Part 2

Continuing on with yesterday’s blog, “him” refers to an email sent to me with tips and “me” refers to, well, me.

1. Career / job objective
   1. Him: Omit it
   2. Me: Include in Value Proposition, which should be the first line after your contact information.
2. Cut and Paste Job Descriptions
   1. Him: Make you seem lazy and possibly incompetent
   2. Me: It is insane to cut and paste. Your focus should be crafting their key words into your story and value.
3. Including Accomplishments
   1. Him: Think twice before including
   2. Me: Always include them as part of your story explaining how you have actually “done something” versus others. If seeking a smaller company, with few resources or scope, I would focus on % or other facts that they can translate into their size without disqualifying you as depending upon staff that smaller companies do not have.
4. If you include Accomplishments
   1. Him: Omit HOW you achieved them
   2. Me: I agree! Save the “how” for the interview. Even then, don’t ever tell them everything to the point they can do it themselves and think they don’t need you.
5. Harmful Data
   1. Him: Don’t include, such as size of prior companies, prior budgets, etc.
   2. Me: See comments on #6. You need to target your resume to your targeted company decided in your vision with the story that you are telling to that market.
6. Less is More
   1. Him: In a resume, less is more. In a career marketing letter, more is best.
   2. Me: First, a career marketing letter is the opposite approach to networking. I do not recommend them. Second, a C-level candidate could easily write 10 pages. Less is more – if it is the right “less” that tells your story for that marketplace.
7. Number of resume pages
   1. Him: Is irrelevant. It does not matter how long it is.
   2. Me: 2 pages, max. The key is to be truthful but to select what they are looking for. That leaves plenty to talk about, or leave out. The key is to never lie, but how many of us can talk forever about things others don’t care about or is a waste of time?

More tomorrow!

Questionable Resume Tips

Don’t you just hate getting unsolicited emails? I do too. That is why we don’t email blast unless you requested to be on our list.

Here is an unsolicited email to me about “c level careers + resume info”.  Now, I am not sure who sent it. I only opened it up to see if there was a best practice that could be useful to you. There are a few that I already knew but there were MANY ideas that I believe are harmful.

By the way, “C-Level” refers to CEO, COO, CFO, CMO… So you would think this advice would be the best of the best – especially since the author states that he is an “Executive Job Hunter’s Consultant and Strategist – since 1987”

So, here is what he said and my comments:

1. Readers perspective
   1. Him: Assume readers are skeptical and rarely give you the benefit of the doubt.
   2. Me: Assume first line readers will scan in 10 seconds. They are looking for key words and at the summary. 2^nd level readers assume 1^st level readers already screened you and will be checking to see if you lied on your resume like many have been caught doing and that you look like you are qualified. 3^rd level readers rarely depend upon a resume usually preferring to talk and listen to see if you really “get it”, are trustworthy, and are a cultural fit.
2. Screeners
   1. Him: Almost always toss all resumes except from people seeking to make a lateral move.
   2. Me: In today’s competitive environment, companies can be looking for someone who has “done it” to come it to “do it again. However, the best companies are looking for track records upwards and usually DO NOT throw away upward trends that are not a stretch. What screeners are looking for depends on what they are told to look for.
3. Summaries
   1. Him: Don’t use them. They annoy screeners because they all sound alike and are too generalized and cliché riddled.
   2. Me:  The “blah, blah, blah” syndrome is a point the recruiter I wrote about last week stated. Both are right if you are generalized and cliché riddled. The competitive candidate knows how to craft a summary that gives the screener what they are looking for – in 10 seconds. To omit a good summary is a terrible mistake.

More tomorrow!

Understanding The Job Seeking Process, Part 7

There are a number of steps in networking. However, I merely want to close out my thoughts on the executive summary, from a recruiter perspective, and a value proposition from my perspective.

Here is the setting: a general networking event or a chance meeting at a soccer field or as an association meeting.

Here is the question: “What do you do?”

Recruiter model:

I am a top financial officer with 20 years experience in Fortune 500 and medium sized business service companies with experience in multi-location, multi-division, and multi-country locations providing heavy tax and M&A expertise within the Atlanta area and having a strong focus on teaming across functions to optimize financial operations.

Value Proposition Model, with three topic results structure

I am a financial fire-fighter.  (pregnant pause)

My experience is in large and medium sized companies identifying issues and solving them, such as SEC reporting, M&A activities, and support of the Sales force.

Here are the test questions.

1. Which model would you most likely remember in 2 months?
2. Which model best explains what he can do – his value?
3. Which model would want you to ask more about – make you interested?
4. Which model would be easiest to tell others about?
5. Which model would give you interest in referring him to a friend?

I rest my case.

Understanding The Job Seeking Process, Part 6

So, what is networking? Each of our 42 processes do not have simple answers. Correct answers have many legs and also need to be customized for each individual. However, here is the bottom line of networking.

First, the purpose is to find people to introduce you to people who can help you meet the hiring manager and GO AROUND the gatekeepers.

Keeping the concept simple, if the hiring manager likes you, is recommended to you by his trusted advisors and trusted relationships, and sees you as having value to what he wants, then it is possible for the hiring manager to want to hire you before you have talked to any gatekeeper. Networking is the process to get the chance for this to happen.

However, most networkers whom I meet don’t know how to network effectively. One of the reasons is that they think the process used for gatekeepers is the same in networking.

To influencers, insiders, and experienced those people are seen as “wantabees” and “commodities” not worth much of our time.  We do feel sorry for them and occasionally will make suggestions to them for improvement. Since most people do not appreciate improvement suggestions, after a while we quit trying.

However, this concept is absolutely key to taking your job search to the next level.

Here is another idea. When that hiring manager is interested in hiring you, he may have made the emotional decision but will normally send you back through the gatekeepers to join other candidates in the process. Why? First, for legal compliance. Second, to gain political support. Third, to see if others agree that you are qualified. Fourth, to see if others agree that you are a cultural fit. Fifth, to see how you handle challenging personalities who will also be there if you are hired. Sixth, to gain as much insights through the process, including reference checks, to confirm your statements or to raise flags. Seventh, by getting different levels interviewing you, a general consensus supporting you gives you a great political platform for future success – their concurrence (political support) becomes a reason they may help you succeed.

The point here is that all the filters we discussed gatekeepers having (key words, need for a targeted executive summary, and good screening skills) still apply. You interview differently depending upon the level of the interview (gatekeeper versus trusted advisor or hiring manager).

However, the MAJOR DIFFERENCE, is that the gatekeepers are no longer looking to eliminate you. They are now looking for ways to please the hiring manager by seeing if you can actually be a fit. Unless you misrepresented yourself, you have a heavy advantage to being in the final cut and getting hired.

Let me know what you think!

What process are you pursuing?

Understanding The Job Seeking Process, Part 5

Now let’s take a look at one simple difference between focusing on the gatekeepers and through sales and marketing techniques like networking.

I have heard that 80% of candidates focus on trying to go through gatekeepers – and feel like they are hitting their head against the wall.

I have also heard that 20% of all jobs are placed through going through the gatekeepers.

If you re-read what I just said and do the math, something should jump out at you. Am I crazy to compete for 20% of the jobs where 80% of the competition is?

I heard last Friday about the book called “Blue Waters”. I have not read it but my friend told me the concept is to stay away from the red waters (where the sharks are feeding) and go where the waters (and competition) are nice and blue.

To put it another way, I have heard that by networking you increase your chances of getting a job by 4,200%. If that does not get your attention, you might as well stop reading.  People play the lottery for worse than a one in one million chance of winning. Here the odds are 4,200% better than focusing on gatekeepers.

So now we are talking about the seventh Jobpreneurship™ process.  There are still 35 to go. But networking is a major strategy shift than trying to initially go through the gatekeepers.

The challenge is that very, very few people know how to truly network. So, you often get limited guidance. Sometimes, you get poor guidance from “coaches” who don’t know the best practices themselves.

That brings us around to my comments on Monday. The Managing Director of the national executive recruiting firm told 40+ executives that they should develop an executive summary that describes what they do – using terms that would help and executive recruiter see if they would fit into a current position.  The examples were longer than this paragraph and full of complex concepts. This statement would then be what you use in networking.

If you are networking with a gatekeeper with open jobs, you may want to follow his advice. However, since that is less than 20% of all possible jobs and since few recruiters have jobs that may fit your profile, I personally believe the advice is DEAD WRONG when it comes to networking.  Again, right when talking to a gatekeeper but WRONG when you are trying to network with non-gatekeepers.

Next Page »