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#YourCareer : 5 Common Career Change Fears And How To Handle Them. Study Shows 26% Want to Change Careers Entirely. How about Yours?

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More than a quarter of Americans might make a career change in 2023, according to Globalization Partners’ 2022 Global Employee Survey. The survey revealed that while 33% of workers are likely to switch jobs within the same sector, 26% want to change careers entirely. In terms of why they want to make a switch, workers ranked better pay (34%), the opportunity to change their work schedule (34%) and professional opportunities that weren’t available when they were younger (34%) as the most common reasons.

Hating your current job might be costing you job offers

But it can be scary to make a career change. In fact, according to the Holmes-Rahe Life Stress Inventory, changing to a different line of work ranks just below the death of a close friend. Fortunately, there are ways to mitigate the anxiety so it doesn’t prevent you from moving forward. Here are some of the most common career change fears and how to handle them.

Fear of failure

One of the most widespread career change fears is the fear of failure. The fear of failure often originates from a fear of experiencing shame or embarrassment. We worry so much about feeling humiliated and disappointing others that we give up on attempting to achieve our dream. The problem with fear of failure is that it can be paralyzing, causing us to do nothing.

Here is an exercise to deal with the fear of failure:

Consider all the worst-case scenarios and write them down on paper. Be specific. Then in a second column, write down what you can do to minimize the likelihood of the worst-case item happening. In a third column, decide what action you would take to get back on track if the worst case did happen. Then in a fourth column, rate how likely the worst-case scenario is on a scale of one (not likely) to 10 (highly likely). This simple exercise will help you put fear into perspective and realize that the worst-case outcome is unlikely or manageable.

 

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Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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 & contact us @ www.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 …

Fear of what others may think

If you’re afraid of making a career change, fear of people’s opinions may hold you back. Perhaps your father encouraged you to pursue a “secure” job in finance, and now you feel you’d let him down by becoming a professional chef. In the end, you’re the one that’s going to live with the choices you make, not others. To deal with this concern, start by cultivating authenticity and developing a strong sense of self.

Ask yourself some important questions:

  • What do I care about?
  • What do I really want?
  • What activities do I enjoy?
  • What legacy do I want to leave behind?
  • What would I pursue if I wasn’t so worried about being judged

Then focus on your purpose and intentions. Why are you thinking about changing careers in the first place? Is it because you want to make a difference in the world? Do you want a better quality of life? If you can remember your “why,” you’ll be able to stay focused and less concerned about the opinions of others.

Fear of being too old

Changing your career path may seem scary, especially if you are over 40. But it is not uncommon or impossible. The good news is that the majority of older career changers are successful, based on a study from the American Institute for Economic Research. One way to face the fear is to think about all the advantages that come with someone who has a significant amount of work experience. For example, as you progress in your career, you acquire valuable contacts and diverse hard and soft skills. You also may be more financially stable, which provides additional flexibility when planning a career change.

Fear of wasting experience

A typical career change fear is having to start from the bottom. To deal with this, recognize that you have more transferrable skills than you realize. Also, if you have a strong network, it will be easier to make the right introductions to make a smooth transition. Finally, don’t overlook your soft skills like leadership, communication and problem-solving, which are more in demand than ever. Everything you’ve done up until now has prepared you for what’s coming next.

Fear of uncertainty

There are no guarantees in life. When you make a career change, there is always some risk involved. But you can mitigate that risk in several ways if you:

  • Embrace uncertainty and look at it as a learning experience
  • Take small steps instead of giant leaps
  • Develop new skills outside your comfort zone
  • Avoid dwelling on things you can’t control
  • Seek support from a small group of people you trust

Uncertainty is all around us. But by focusing on developing a resilient mindset, you’ll be more likely to face the unknown with confidence.

The most important thing to remember is that it’s okay to be afraid. Just don’t let it interfere with your vision. Mastering fear involves learning how to recognize and change the conversation in your mind. Once you do that, there are no limits to what you can achieve.

 

Forbes.com Author:  Caroline Castrillon Follow me on Twitter or LinkedIn. Check out my website.

 

Forbes.com | March 26, 2023

 

#JobSearch : LinkedIn Job Search Strategy You Should Be Using But Probably Aren’t. Great REad.

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Kaitlyn, a career counseling client, was finishing her MBA at Columbia University. She started job hunting and saw her dream job listed at Goldman Saks. She knew that positions there were super competitive. She asked,” Besides applying online, is there anything else I can do to help me get on their radar?” My answer was yes. She was surprised when I explained what I thought she should do. It involved using a unique networking technique that is highly effective and almost no one uses. When Kaitlyn exhausted her contacts, she felt her networking options were over. Not true. She overlooked an effective strategy you likely aren’t using – her college alums. Let’s review what Kaitlyn did to see how this technique works.

She went to her College’s Alumni Association to determine if they had an alum career group. Columbia did. They had one group for MBA graduates. These groups exist to help people with networking and job search. She searched the alum listings for executives at Goldman Saks with an MBA from Columbia. Kaitlyn uncovered a high-level executive. I recommended she send her a LinkedIn message that said, “I’m finishing my MBA at Columbia, and I saw you graduated from there too. I am applying for a financial analyst position at Goldman, and I wondered if you could help me and forward my resume to HR?”

 

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

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

To her great astonishment, the executive she asked said yes. So Kaitlyn sent her resume, and the executive passed it on. She only spoke to the executive again to say thank you. Yet, that simple but critical referral opened the door, and as a result, Kaitlyn got hired.

Most people recognize that networking should be the cornerstone of your job search efforts, but not many people do that. Some contact a few people they know and leave it at that. Yet you open an array of possibilities and opportunities when you network. This technique works well. You most likely didn’t even consider asking for help by connecting to alums.

Jessica Hernandez, President of Great Resumes Fast, advises job hunters to seek out alums for job search help. She teaches a LinkedIn course outlining how to use this strategy on LinkedIn. She explained, “The Alumni feature is one of the most effective tools on LinkedIn, and it’s been reported that alumni are more likely to help you than any other type of connection.”

Finding alums on LinkedIn

Hernandez said to start by finding your college’s LinkedIn page. Just type the school’s name in the search bar. Once you’re on the college’s page, you’ll see a tab for Alumni. Click that tab.

This Alumni feature allows you to search for job titles, industries, and the years attended — you can broaden this range to find people who graduated close to you or ahead of you. You can also search for alums employed at a specific company where you want to work.

“I love this alumni networking feature because you can find multiple points of commonality, which is what networking is all about,” noted Hernandez. “The first connection point is that you’re alumni of the same school. Next, find alums where you live. Now, you have two common issues of connection with this person. Then identify the organization you want to work for. For example, it’s Mayo Clinic, so click Mayo Clinic. Now, you can see all the alums that work for Mayo. Next, do a deep dive search for your department, such as Operations or Accounting. You now have several things in common you can mention when you reach out to connect with that person.

Finding alums on LinkedIn

What should you say when sending the alum a LinkedIn connection request? Hernandez advises that you list one or two of your common points. She offered a few messages you could use. Remember, it’s all about pointing to something you have in common. For the example below, the commonality point is highlighted so you can quickly see how these can be woven into a message.

“Hi (name), we’re both UNF alumni and Jacksonville natives. I studied and worked in HR, too. I’d appreciate the opportunity to connect and network since we’re in the same field.”

After you’re connected, you can follow up and ask questions like:

“I aspire to work for Mayo Clinic one day. I’d love to hear what path you took to work there.”

Alums are much more likely to help you. These are the people you want in your network. They are the people who are willing to hold informational interviews with you, share their stories, and give you advice. That’s the goal of networking when you are looking for a new job.

 

Forbes.com | March 21, 2023

#JobSearch : Human Resources And Recruiters Are Getting Axed. Job Cuts this Year are the Highest Since the 2009 Financial Crisis. Thoughts?

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A year ago, a study conducted by Workvivo, an employee experience engagement app, highlighted the challenges human resources professionals had to contend with at the time. The study surveyed more than 520 HR professionals in the United States and the U.K. on burnout in the HR department. Ninety-eight percent of HR professionals self-reported that they were experiencing burnout, while 94% said they felt overwhelmed and 88% of respondents said they dreaded work.

As a result of workplace transformations, HR navigated in-office, remote and hybrid work styles. They contended with the Great Resignation, sourcing, recruiting, onboarding and retaining workers. The war for talent took its toll, as HR professionals felt undervalued and under-resourced.

Human resources professionals are, once again, experiencing stress and anxiety, but this time for a different reason. Instead of being exhausted from all the hiring, HR, talent acquisition and diversity, equity and inclusion professionals are on the chopping block. A pattern has emerged: recruiters and HR professionals are let go when companies lay off personnel and enact hiring freezes. If there isn’t hiring, there is no need for this function. Relatedly, DEI teams are more quickly dismantled in the absence of a “talent war,” according to Bloomberg.

Recruiters Getting Cut

Recruiters are the canaries in the coal mines, as they know what will happen before anyone else. When the job market is blazing hot, headhunters are the rockstars held in high regard and relied upon to secure the best talent for their corporate clients. However, in recent months, the white-collar job market has been plagued with layoffs at several companies in various sectors.

In a challenging economic environment, the demand for recruiting services slows down. Once companies start letting go of recruiters, it’s a sign that the firm will increase layoffs and enact hiring freezes.

While other areas within tech companies saw headcount reduced by 10% to 20%, companies downsized 50% of tech recruiters, according to the Wall Street Journal. This means that there are now fewer qualified headhunters actively recruiting. Protocol reported, “Tech companies that have conducted layoffs this year eliminated around half of their HR and recruiting staffers,” according to a survey from interviewing.io. A year ago, tech companies couldn’t hire enough recruiters to fill all of the open technology positions. Now, the same recruiters have become job seekers.

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

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Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

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Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

Meta, Apple, Amazon And Twitter Let Go Of Talent Acquisition

Meta CEO Mark Zuckerberg announced that the social media giant is reducing its headcount. “Recruiting will be disproportionately affected since we’re planning to hire fewer people next year,” Zuckerberg said in a letter to employees. Around 1,500 recruiters and human resource professionals were slated for layoffs, as part of the 10,000 headcount reduction and the elimination of 5,000 open job requisitions roles.

Elon Musk took over Twitter and quickly cut 30% of its talent acquisition team. The layoffs came after the company announced that it would be pausing hiring to cut costs. Tesla, also run by Musk, laid off recruiters. The EV carmaker’s remaining employees complained about the increased workload and pressure to stay productive, Business Insider reported.

Home rental firm Airbnb eliminated 30% of its recruiting staff. Microsoft-owned LinkedIn laid off workers in its recruiting department. Recruiting software company Gem—with over $100 million in funding and a $1.2 billion valuation— sent an email to 100 employees on the recruiting team, letting them know that they’re being let go.

Contract Recruiters Discarded

Over the last number of years, tech companies aggressively hired to keep up with demand. Recruiters and HR were needed to keep the pipeline of hiring constantly moving. The situation dramatically changed when the economy was impacted by a one-two punch of runaway inflation and high interest rates that impacted the tech sector. Suddenly, hiring stopped, and the firings commenced. Many of these firms utilized contract recruiters that were not employed, but hired by third parties. It was easy to swiftly dispatch the contractors, as they didn’t have the same employment rights and protections as full-time, permanent employees.

Toward the end of last year, Apple downsized about 100 contract recruiters. Amazon commenced laying off contractor recruiters prior to its tens of thousands of corporate job cuts. Google-parent Alphabet exited external recruiters, as it slowed hiring, according to the Wall Street Journal.

As a sign of the fast-moving shift in hiring, last April, companies were advertising more than 10,000 openings for tech recruiters—twice as much as the year before. By October, the number of tech-recruiter postings plummeted to around 2,500, according to ZipRecruiter.

Recruiters, HR and DEI

With fewer new hires to recruit, cost-conscious organizations are also trimming budgets for workplace programs, including diversity, leadership training and well-being. HR and recruiting roles accounted for nearly 30% of all layoffs in tech, training provider 365 Data Science found. Postings for general HR jobs declined 23% over the past year, according to Textio, a workplace software service.

To keep up with demand over the last three years and the overall aggressive hiring across the board at tech companies, businesses hired one full-time HR employee for every 69 employees last year, compared to a historical norm of one to 100, according to workplace consultant Gartner. Outplacement agency Challenger, Gray & Christmas points out that job cuts this year are the highest since the 2009 financial crisis.

 

Forbes.com Author:  Jack Kelly  –  Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Forbes.com | March 20, 2023

#BestofFSCBlog : Over 18K Reads. Must REad- Whether It’s The Notable Silicon Valley Bank, Meta Or Google, Your Job Isn’t Safe—It’s Time To Look After Yourself.

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The economy has become too volatile, and workers are no longer safe. The lurching back and forth from good to bad times has accelerated, causing workers to feel lost and confused. Only a year or so ago, everything seemed fine. Record inflation, high-interest rates and soaring costs are eating into everyone’s paychecks. Jobs for white-collar workers were seemingly ubiquitous, but now switching jobs is harder. The tech sector alone laid off nearly 130,00 workers in the first two and a half months of 2023.

Americans are contending with fear, uncertainty and doom. It looks like perpetual change will be the new norm for the near term. You’re not guaranteed job security even if you work at notable firms, like the once highly regarded Silicon Valley Bank, Meta, Microsoft, Amazon or Google. The reality is that this new economy is harsh, cold and unforgiving. You must take ownership of your career and create your destiny. You cannot solely rely upon the largesse of your company.

After many years of catering and pampering tech workers, tech firms are implementing cost-cutting initiatives. The change in tone is voiced by venture capitalist Keith Rabois, a general partner at Founders Fund, known for his big wins in investing in PayPal, LinkedIn and Square at early-stage investment rounds, said that the tech sector has too much “fake work” and too many people were hired as a “vanity metric” to help managers build their egos and fiefdoms.

Silicon Valley Bank Was Shut Down

On Thursday, SVB, the 16th largest bank in the United States, experienced a run on the bank, as depositors rushed to withdraw $42 billion from their accounts, leading to the largest U.S. banking failure since the financial crisis. The lender was best known for servicing the “innovative economy landscape.” According to its website, about 50% of all U.S. venture-backed technology and life-sciences companies banked with SVB.

The VC and tech depositors held accounts with millions of dollars. The Federal Deposit Insurance Corporation, the United States government entity responsible for insuring deposits, only covers up to $250,000. More than 90% of the money held at SVB was greater than the amount the FDIC would cover. Startup founders worried about how they would be able to meet payroll. If the funds were stuck in limbo, it would have likely caused large job losses, as companies wouldn’t have the assets to pay them.

Depositors who held money in SVB, Signature Bank, First Republic and other smaller or regional banks spent the weekend worried about losing their funds. It was a roller coaster ride, as U.S. Secretary of the Treasury Janet Yellen initially said she wouldn’t bail out SVB and other similarly situated banks. Strong protests were made by venture David Sacks and others, asserting that it wasn’t fair for customers to be wiped out of millions of dollars, due to bad decisions made by the leadership at SVB. Ultimately, Yellen, the Federal Reserve Bank and others in the Biden administration ensured that depositors would be made whole again and would have access to their money on Monday.

 

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Question: Searching for ‘the Best Daily Career Search Articles/Blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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 & contact us @ www.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 …

Lessons Learned From The Near Disaster

One of the lessons learned from the pendulum swinging to extremes is that you cannot be complacent and must always be vigilant about your job and career. The days of the Great Resignation, quiet quitting and acting your wage are behind us. There’s no room for Bare Minimum Monday and Try-Less Tuesday. The new normal is more akin to FUD—fear, uncertainty and doom.

It sounds dramatic, but it’s meant to be a new reality check. If you have a job, hold on tightly and make yourself irreplaceable. At the same time, you need to cushion your career by creating an action plan to prepare for if things take a terrible turn at your current company. The onslaught of layoffs, hiring freezes and job offers rescinded calls for action, instead of waiting for the ax to fall. Keep looking for new opportunities. Update your résumé. Stay in touch with recruiters. Seek help and advice from mentors, sponsors, career coaches and trusted friends and family. Continue learning new skills as the economy constantly changes and evolves, so you won’t get left behind. If you haven’t started, build a network of like-minded people. These will be the ones to turn to for job leads and introductions to new opportunities. If you have the time and inclination, find ways to have multiple income streams in addition to your job.

Think of what happened over the last three-plus years. We staggered from the depths of despair, slowly digging our way out of a global pandemic. For a time, the U.S. economy experienced a period of exuberance. After millions of layoffs during the early dark days of the pandemic, the U.S. economy experienced a job boom with record-low levels of unemployment. Now, Americans are facing tough times again

Layoffs And Stress

Finding a white-collar job will be more challenging now. Blue-collar and frontline jobs are seeing more growth. However, there is a white-collar recession happening, as thousands of tech, Wall Street, real estate, media and other interest-rate sensitive sectors collectively laid off hundreds of thousands of college-educated office workers.

According to data from LinkedIn’s State of the Labor Market, the market for these professionals is slowing down. The report conducted by the professional social network shows hiring on LinkedIn dropped by 23% year-over-year in the U.S. in January.

The data shows that the number of posts by members mentioning the words “layoff” or “retrenchment” on LinkedIn soared. Posts referencing “open to work” increased by almost 20%. These indicators reflect that the labor market is cooling, beyond the ongoing layoff announcements from industries that saw massive overhiring during the pandemic

Job seekers no longer have the luxury of picking and choosing from a large array of opportunities. If you switch roles, you may be the last person hired and first one fired when things take a turn for the worse. As a result, people are working harder and longer hours, especially since inflation and higher interest rates have increased the costs of everything. Losing a job can become a financial hardship.

Many Americans are financially squeezed, sandwiched between caring for their children and young adults, while also providing for their aging parents. As life expectancy continues to rise and many young adults grapple with financial autonomy, 23% of adults in the U.S. are now part of what is being called the “sandwich generation,” according to a Pew Research Center survey. The sandwich generation consists of adults with a parent 65 years or older, who are raising a minor or providing for an adult child.

Working Weekends

According to a report by ActivTrak, a workplace software company, people are working more hours over the weekend. In the beleaguered tech sector, reeling from an unrelenting stream of layoff announcements, the amount of time put in on Saturdays and Sundays soared by 31%. Job cuts have also impacted media company employees, and the study shows that they’ve put in 53% extra hours on average on weekends.

According to the study, the additional hours spent working are primarily due to the layoffs, which result in the remaining workers having to take on the workload of those who were let go.

The American Psychological Association says that a stressful workplace leads to a multitude of health problems, including headaches, stomachaches, trouble sleeping, losing your temper and lashing out and trouble concentrating. Unrelenting stress can also cause anxiety, insomnia and high blood pressure, weakening your immune system. When you’re burned out, there’s a risk of depression, obesity and heart disease. People in this situation sometimes turn to drugs and alcohol, which worsens the situation.

Here’s What You’re Dealing With

A new policy will make it harder for Googlers to advance within the organization. Google informed its employees that fewer people would be offered promotions to senior levels this year compared to the prior years “to ensure that the number of Googlers in more senior and leadership roles grows in proportion to the growth of the company.”

With fewer promotions available, the tech company is actually pitting people against each other. If they don’t aggressively exceed their manager’s expectations, there may not be a path forward within the company. The new program is another blow to workers shortly after the search giant coldly laid off 12,000 people via email.

Meta CEO Mark Zuckerberg pointed out the proliferation of managers within his company, claiming it creates unnecessary bloat and spiraling costs. According to reporting by the Verge, Meta is making 2023 the “year of efficiency.”

Zuckerberg called out the inefficiencies within the large social media platform, which is also happening at other large tech companies, stating, “I don’t think you want a management structure that’s just managers managing managers, managing managers, managing managers, managing the people who are doing the work.”

Under the cloak of the Silicon Valley implosion, Zuckerberg is reportedly conducting a second round of layoffs that could match the breadth of last year’s job cuts, according to the Wall Street Journal. Every time a company, including his own, announces large-scale layoffs, the company’s stock price jumps higher.

Forbes.com Author:  Jack Kelly       Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.
Forbes.com | March 15, 2023

 

#JobSearch : How To Find A Job Looking In All The “Wrong” Places. The Old Ways is the Best Ways of Securing a Job in Today’s Market.

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Over the past few months I’ve vocalized my thoughts on the current state of the job market and predicted what will happen next. I’ve discussed the trends— the tech layoffs, the flood of job applicants, the growing competition for remote work—and I’ve given job seekers strategies to take control of their careers despite today’s zeitgeist of overwhelming uncertainty.

It probably comes as no surprise that most of these strategies involve leveraging tools that help you stand out in today’s digital job market. After all, even older generations know a successful job hunt relies on mastering the newest technology.

An article published by AARP writes “Newspaper ads for openings have been replaced with online listings,and a computer is more likely to conduct the initial scan of your resume than a human being.”

 

Did I mention that article was published in 2008? Read that sentence with no context and it could very well pass as the broad opening to an article published this morning… But no, it’s been 15 years since newspapers stopped being the go-to for job listings. During that time, we’ve adopted other helpful gadgets like LinkedIn and Fiverr as well. Emails replaced letters and phone calls and referred job candidates to applications posted on company websites.

As technology took over the workforce, the places we once networked became desolate. To get a job in the modern workforce, a candidate must stand out in a pool of a thousand other digital profiles —and the survival of Darwin’s fittest is determined by LinkedIn hashtags and algorithms.

But old methods of job-hunting, though no longer popular, still exist. It’s because they are unpopular that they may very well be someone’s best shot at securing a job in today’s market. Instead of hitting you with a tech-savvy tip that will bring your LinkedIn profile to the top of employers’ feeds, I’m dishing out some old advice. This is the advice your parents heard from their parents, who likely heard something similar from their parents. It’s the advice that has been recited again and again, spit out and recycled, in one ear and out the other, passed along from generation to generation.

 

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Article continued …

I’ve edited some of these vintage job hunting tips slightly so they still apply to today, but for the most part, they’re the same as they were decades ago. They’re also great ideas to try out when your digital job hunt leaves you stuck.

Pick up the phone.

For many millennials and Gen Zers, few things are less unpleasant than calling someone on the phone. Not only is phone phobia a real thing, there are actually people out there who charge as much as $480 dollars an hour to help people overcome it.

This presents a significant opportunity for other job seekers, especially those from younger generations. Curious about what job opportunities are available at a company you’re interested in? Pick up the phone and call. There’s a good chance the first person who answers won’t have most of the information you’re looking for. Ask if there’s a hiring manager you can speak to or someone with more information who can give you a call back.

Even if you speak to someone who refers you back to information posted on the company’s website, you never know what conversations are happening back in their office. Going out of your way to call the company and inquire about positions shows them you have serious interest, and there’s a good chance your name will be mentioned around the office.

Visit the library.

With access to online PDFs and digital libraries, visiting the actual library has sadly become somewhat of a pastime. People don’t realize that some of the best things about the library have nothing to do with books—many libraries offer career services ranging from tips on looking for jobs to reviewing your resume and helping you prepare for an interview.

These resources are great for anyone to take advantage of, especially those who have been out of the job hunt for a little while. Handing in a resume that is not only updated with your relevant work experience, but also fits “with the times” can make all the difference when it comes to getting a response. Plus, with ATS tracking softwares filing through most resumes these days, experts from your local library will probably have a few tips to help yours stand out from the pile.

Spend time in third places.

Gyms, community centers, coffeeshops, local restaurants, places of worship —these are all third places, or places outside the office that are vital to the community. Often, third places are where friends gather and information is disseminated. Leave your office and take your laptop to a coffee shop or rock climbing gym instead.

Keep your eyes open for bulletin boards and flyers highlighting any help wanted signs. Start conversations with baristas and gym rats and see where they lead. A friendly encounter may just lead to your next interview.

Attend networking events.

Love it or hate it, networking is here to stay. After all, you cannot beat the power of human connection! Before LinkedIn allowed us to skip the awkward small talk and “connect” seamlessly, developing a strong professional network relied heavily on networking events and conferences. Don’t let the number of LinkedIn connections fool you – connections made through social media platforms are rarely as impactful as those developed in person. Do a deep dive on some of the professional groups in your industry and create a list of networking events to attend.

Show up in person and dress the part.

Job interviews and professional networking events are not first dates: showing up overdressed won’t make the situation awkward. In fact, it’s better to be overdressed than underdressed. When in doubt, wear a tie and fish through your closet for a pair of dress shoes.

Check the newspaper.

Despite what AARP said in 2008, companies still post job ads in newspapers. If you can’t find any in print, meet the employer halfway between an old-school tactic and tech-savvy maneuver– check what jobs newspapers have listed on their website.

 

Forbes.com Author:  Ashley Stahl

Follow me on Twitter or LinkedIn. Check out my website. 

 

Forbes.com | March 14, 2023

 

#JobSearch : One LinkedIn Trick That Enables Recruiters To Find You. Here’s How to Set up #Opentowork Tag, so Only Recruiters See it.

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People were skeptical when LinkedIn added the #OpenToWork feature a few years ago. Many job hunters worried that this tag surrounding their profile gave off an “I’m desperate” vibe. At that time, recruiters said it had no effect on them and that they ignored it. Fast forward to now. Things have changed a great deal because of the labor shortage. As we start seeing more layoffs and many people quietly job hunting, more people have been using this tag. But is there a better way to get recruiters’ attention without telling the universe you are job hunting?

Theresa Chow, Senior Recruiting Manager for Clark Nuber, shared her insight. “The #OpenToWork tag on a candidate’s photo doesn’t impact me. However, candidates seem unaware they can use that tag so only recruiters see it. Marking their profile as ‘Open to Work for recruiters’ makes it a searchable item for recruiters. I consider those candidates first as they are looking to leave versus those that are passive candidates. Usually, I start my search with the skillset and get hundreds of names. I can sort those so I see #OpenToWork candidates and contact them first. Only once I get through those individuals do I look at the passive candidates,” she says.

Another Senior HR recruiter said, “I like the tag because there is a higher chance that an individual might actually write us back! In today’s marketplace, we get ignored—a lot.”

Matthew Warzel, president of MJW Careers, noted that whether or not to use this feature is a personal decision involving your comfort level with publicly declaring that you are looking for a new job. Some job seekers may prefer to keep their job search private.

 

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Article continued …

LinkedIn has reported that members who have added the “open to work” tag to their profiles are more likely to receive relevant job recommendations and more messages from recruiters. However, there is no guarantee that using this feature will lead to more interest. Numerous other search techniques, such as networking, should always be a part of any candidate’s strategy.

I had not been recommending using the #OpenToWork tag with my career counseling clients. But considering several recent conversations with HR people who explained that their talent search has changed due to this tight labor market, I now recommend that people use the Open To Work tag but make it only visible to recruiters. After all, those are the people whose attention you are trying to get.

Here’s how to set up #opentowork tag, so only recruiters see it. In the LinkedIn Recruiter help section they explain precisely how to use this feature to share with Recruiter privately they are job hunting. Only recruiters who aren’t affiliated with your current or related companies can view this tag.

To activate this feature, follow these steps on your Profile page.

Below your picture and headline, you’ll see the blue button “Open to.” Click on it and select “Finding a new job.”

Complete all the information requested. Note titles, locations, type of work—remote, in-person, hybrid.

Select Onsite location—identify where you live (select the city name if you are in a suburb).

In the Remote section, you can pick five locations to appear in searches. This makes locations a searchable item for recruiters so everyone should use it.

Select Immediately for the start date.

Select the Type of Work you desire—full-time, contract, etc.

On the bottom tab is a drop-down menu. Check the Recruiters only tab and they will be the only people who see the tag. (If you wish to make your search public, so anyone on LinkedIn can see this tag with its green label around your profile picture, click that option.)

Hit save.

 

Forbes.com Author: Robin Ryan  Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

 

Forbes.com | March 8, 2023

 

#JobSearch : Here’s How To Succeed In Salary Negotiations. Prepare for a Tougher Salary Negotiation in ‘Todays’ White-Collar Recession.

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It is more challenging to negotiate a salary and total compensation during an economic downturn. When the economy and job market are hot, employees have the upper hand. During the Great Resignation, companies struggled to find top talent and were willing to offer lush compensation packages to recruit, onboard and retain workers.

With that in mind, be prepared for a tougher salary negotiation during a white-collar recession. Workers in tech, Wall Street, real estate and other sectors were hit hard by inflation, high interest rates and subsequent layoffs. With more than 125,000 tech workers laid off, according to Layoffs.fyi, it’s reasonable to expect that there will be intense competition to get a job offer. If you push too hard in the negotiation process, it is easy for the company to move on to the next applicant who is more flexible regarding their pay package.

 

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

 

Article continued …

To prepare for the pressure of haggling over compensation, do a lot of homework about what’s happening in your field. Ask questions about the corporate title, vacation days, health benefits and work styles. Prioritize what’s important, and don’t take anything personally.

Do A Lot Of Research

If you haven’t searched for a new job and gone through the interview process in a while, take time to find out what’s going on. If some of your colleagues recently switched jobs, ask them about the process and what salary ranges were discussed.

In addition to pay, you want to learn about the health benefit packages, the appropriate corporate title, projected bonus, 401(k) plans and stock options. As there is a push by many companies to return to the office, check to see what their predominant work style is. Look at sites that offer compensation for various roles; however, be skeptical. In my experience as a recruiter, the numbers are not always accurate. People who self-report tend to exaggerate how much they earn, and some pay packages are guesstimates.

It’s Going To Be Awkward

If you use the services of a recruiter, they can help make the process much easier. Headhunters specializing in a few select sectors tend to know the companies, human resources personnel and hiring managers. They also have long-standing relationships with the hiring managers. The recruiters with insider knowledge have a solid understanding of the title breakdown and pay structures. Instead of having to haggle your own salary negotiations, your recruiter can do it for you—making your life easier and less stressful.

If you are going it alone, it can be awkward and uncomfortable. You’ll be negotiating against the people with whom you will be working with. The challenge is that you’ll be worried about pushing too hard and turning them off. On the other hand, if you don’t assert yourself, you’ll leave money on the table.

 

Both Sides Win

In a difficult market, taking a strong-arm position may backfire. Family, friends and co-workers will tell you to push for everything. It’s easy for them to say, as it’s not their livelihood. In brokering thousands of placements, I’ve learned that you have to make both sides feel somewhat happy.

Most people think they must beat the other side and get everything they want. That generally doesn’t happen. Usually, the result is that you get around 70% to 80% of what you want. The same holds true for the company. The best negotiations are when everyone walks away feeling satisfied.

Here’s A Negotiating Hack

Not all companies handle salary negotiations the same way. Some companies will bypass the bargaining and say, “Here’s our best offer.” Other firms may make a lowball offer to test you. It is sad to say that these companies prey on your vulnerability and try to get you aboard with less than you deserve. With the new pay transparency laws, many job descriptions share the salary bands, making it a little easier to know if you’re getting cheated.

Don’t immediately ask for a number that is wildly out of range, as it will backfire. A more effective method is asking for about 20% more than you really want, so there is room for negotiations.

You need to have evidence to support your demands. Additionally, you should continue to sell yourself by reminding the company why you are the best candidate, including your standout attributes, skills, education and relevant experience. It’s acceptable practice to negotiate and make a counteroffer. If you can’t get the compensation you desire, you can ask for more vacation time, remote work, stock options or a lofty corporate title. Avoid taking anything personally, which is easier said than done. You should put aside your emotions and focus on getting what you deserve.

Todd Dybas, an editor at LinkedIn, warns job seekers about over-negotiating. Dybas wrote in a LinkedIn post, “The line between negotiating for a better package and overdoing it is thin.” He added, “Job seekers want to maximize offers while not stoking irritation in their prospective employer.”

Dybas pointed to Salary Negotiator founder Brandon Bramley’s advice on the three negotiation tactics that “may backfire,” which include “starting too high with your request, being too forceful with a take-it-or-leave-it approach and shifting out of a friendly tone.”

What To Do After Accepting The Offer

After negotiations are over, there are a couple of things left to do. Carefully review the offer letter. You want to ensure that everything you’ve discussed is in writing. Double-check the salary, bonuses and stock options, personal time off, vacation days, corporate titles and the hybrid, in-office or remote work schedule. Look for any potential deal-breakers, such as a non-compete clause, garden leave or requirement to pay back upfront bonuses.

It will be unpleasant, but you must tell your current boss that you’re resigning. To cushion the blow, leave on a positive note. Tell them, “I greatly appreciate everything you’ve done for me. I have learned so much under your tutelage and regard you as a mentor and friend.” Be polite by offering to help pitch in with the extra work during your notice period. Also, let your supervisor and team know that you’ll be available to answer any questions and help even though you’ve moved on.

 

Forbes.com Author:  Jack Kelly Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Forbes.com | March 7, 2023

#Leadership : How To Conduct Layoffs With Dignity. Times of the ‘Digital Pink Slips’, How Did your Former Company Do?

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Anyone who says layoffs aren’t personal when most of us spend the majority of our lives at work so we can provide for our families is mistaken. To the employee, layoffs are personal because it’s more than just business. That’s why when we think of layoff best practices, the process should be transparent and empathetic. Unfortunately, not all companies conduct layoffs in a manner that would be described as respectful. For example, organizations like GoogleGOOG -1% recently relied on email to announce layoffs to unsuspecting workers. One employee even thought the early morning message was from a scammer trying to capitalize on the current wave of job cuts. As it turns out, the 20-year company veteran was let go via a generic email—not the most personalized method.

Despite some poorly managed layoffs, others have been handled with dignity and respect. Take Stripe, for example. When CEO Patrick Collision emailed employees, he shared the broader context and admitted that leadership made mistakes leading to the layoffs. He even went so far as to create a Stripe “alumni” group to support those affected and help them move on to other companies.

..

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

 

Article continued ….

While layoffs are never a positive experience, there are ways to soften the blow. Here are some tactics that display empathy and compassion for employees at a time when they are most vulnerable.

Develop a communications plan

A well-thought-out communications plan is at the heart of an empathetic layoff. According to Harvard Business Review, the essential elements are:

Rationale: a clear and honest explanation as to why the layoff is taking place

Key messages: what actions are being taken, and how will the company be positioned for the future

Audiences: consistent messaging to other parties, including investors, media and business partners

The communications plan should be developed well in advance with buy-in from all C-level executives. Then, on announcement day, the CEO should be the key spokesperson.

Prepare your management team

Once you have the strategy, prepare the team delivering the news. Managers should receive training on dealing with employees’ questions, pushback and emotional responses. It is also advisable to develop scripts that clearly explain why the layoff is taking place, severance package details, and other support that will be provided. Arming managers with essential tools and resources will make them feel better prepared to handle these difficult conversations.

Tell them in person

A one-on-one conversation should take place between the employee and their direct manager. This meeting may follow an initial email notification as long as a live discussion happens within 24 hours. In that meeting, explain to the employee the business reasons for the layoff and what comes next. Sometimes it’s difficult for people to absorb information about severance packages when the news comes as a surprise. In that case, move through the exit meeting quickly and let the employee know they can contact you in a few days once they have reviewed the information. Overall, these private sessions give affected employees a sense of dignity and allow them to react, process the news and ask questions.

Admit mistakes

It’s important for CEOs to accept responsibility for the decision to lay off workers. For example, with Meta’s recent layoffs, Mark Zuckerberg stated, “I want to take accountability for these decisions and for how we got here.” They should also admit their mistakes and how they plan on correcting them moving forward. In Collision’s email to Stripe employees, he highlighted how the leadership team overestimated the internet economy’s near-term growth and grew operating costs too quickly. Then he went on to say that they would correct those mistakes.

Consider remaining staff

A layoff can be just as difficult on remaining employees as on those who are let go. It’s called layoff survivor guilt—a term that refers to experiencing remorse that one had survived a layoff when your colleagues didn’t. These workers might encounter an array of emotions, including guilt, sadness, relief and anger. They may also feel anxious because they wonder whether their jobs will be next on the chopping block. As a result, the productivity of remaining employees tends to decline following a layoff. According to a study by Leadership IQ, 74% of employees who kept their job say their own productivity has declined since the layoff. To offset these concerns, be honest about the company’s future and plans for future layoffs. It’s also a good idea to set up a Q&A session to go over the reason for the layoffs, which employees were impacted and what the next few days will look like.

Ultimately, it’s not what happens but how you handle it. Competent leaders understand that every former employee is a potential future customer, client or partner. Maya Angelou once said, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Make them feel like human beings, and in return, you’ll be rewarded with a company reputation that will stand the test of time.

 

Forbes.com Author:  Caroline Castrillon    Follow me on Twitter or LinkedIn. Check out my website.

Feeling stuck and not sure it’s time to make a career shift? Download my free guide: 5 Signs It’s Time to Make a Bold Career Change!

 

Forbes.com – March 5, 2023

#JobSearch : In A Competitive Job Market, Here’s How To Win The Interview. White-Collar Positions are Tougher & a Lot More Competitive Today.

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The job market has become tougher and more competitive for white-collar professionals. On a nearly daily basis, companies have announced significant layoffs. Since more people are hunting for jobs, the competition becomes more intense.

For those who’ve been laid off, the job search is more difficult. When you have a job, there isn’t as much pressure. If you don’t get the offer, you still have a job, even if you don’t love it. A person who is in between roles doesn’t have that luxury. With high inflation and everyday costs rising, being without a job causes stress and anxiety over the family’s financial situation.

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

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

You Want To Be A Problem Solver

The goal is to help improve the work-life of your new boss. Before launching into your elevator pitch, ask the hiring manager, interviewers, human resources personnel and others involved with the interview process questions, such as, “With all the applicants for this role, why did you select me for an interview?”

The rationale behind this question is to elicit a response from the hiring manager to discuss in detail why they selected you and what they need help with. The interviewer will look for reasons why you were chosen. They’ll articulate all the positive things you have that are critical to the job.

The follow-up question should be, “What are the top pressure points I can help you with?” The interviewer will lay out all the problems that must be addressed by asking this seemingly innocuous question. With a little probing, you’ll learn about an array of issues weighing them down and needing to be immediately fixed.

Armed with these insights, you can then specifically tailor your pitch. Since you now have a good grasp of what is mission-critical to succeeding in the role, you can clearly and concisely share how your skills, responsibilities and talents are perfectly aligned with tackling the pain points.

Likability Counts

Throughout the interview process, you want to come across as friendly, helpful, a team player and someone who will add value to the team and company. Let them know that you appreciate the opportunity and will do everything within your power to help make a positive impact, while also being easy to work with.

Most interviewees believe having an Ivy-League pedigree or coming from a marquee brand company is sufficient to get the job offer. Certainly, having a top academic background and working at premiere companies help. However, the manager is only human and wants someone easy to get along with.

The new employee could become a liability if they hire a rockstar jerk. The person could be pompous, arrogant and rub co-workers the wrong way. This will impact the boss. Senior-level managers and staff will question the manager’s hiring decisions and blame the person for making a mistake in bringing this person aboard.

Now Is Not The Time To Play Games

There’s no reason to play “hard to get.” The job market for college-educated office workers is too intense for playing games. Since many candidates will be competing against you, stand out by letting the supervisor, hiring manager and human resources professional know that you want the job. Explicitly tell them, “I love the opportunity and enjoyed meeting with everyone. I’m all-in with your corporate mission and would love to accept the job, if it is offered to me.”

Don’t Forget The Niceties

One of the best ways to stand out is to be friendly, polite and accommodating. Set up convenient interview times for the hiring personnel, and thank them for the invitation to interview. Thoroughly research the company, the job description, its people, management, finances, products and services and reputation relative to competitors. The goal is to arrive at the interview with a lot of knowledge about the organization, which everyone will notice and respect you for it.

What To Do At The End Of The Interview

As the interview winds down, ask the hiring manager, “Is there anything else that you’d like to know about me? Am I the right fit for the role?”

The first inquiry can flesh out any lingering questions the interviewer has or forgot to ask. You can also tell by the tone of the person’s response how well you did. If the answer is short and curt, it’s not a good sign. The latter inquiry will draw out the real thoughts of the manager, as they’re put on the spot.

It’s a bold call to make this ask.The interviewer could say, “You are great for the job. We’ll have you back for a follow-up interview.” If the person is hesitant or offers reasons why you may not be selected to move forward, it gives you one last chance to address the concerns and launch into one last pitch, extolling all the reasons why you’re right for the role and will add value, if hired.

Forbes.com | March 3, 2023

#YourCareer : 10 LinkedIn Learning Courses Worth Taking. Our Favorite: Professional Networking. Must REad!

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Despite all of their achievements, high achievers are life-long learners. They realize there is always more to learn, and their mind is consistently open to new knowledge. They are eager to learn from anyone, including those who are junior to them. In today’s digital world, continuous learning is more important than ever.

While billionaires Marc Cuban, Warren Buffet, and Bill Gates are known for reading three to eight hours a day, there are many other ways to increase your cross-industry knowledge base. You could read articles, listen to podcasts, and watch TED talks or webinars. The point is there is no shortage of opportunities to learn something new if only you are open to the idea.

Learning and Development Departments at your company might offer professional development classes. However, a minority of the employees can usually access these courses due to fixed time commitments that conflict with their other obligations. But that doesn’t mean you cannot take professional development courses to advance your career according to your timetable.

 

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Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

Article continued …

Previously Lynda, LinkedIn Learning has been a leading e-learning platform that exploded with courses and learners eager to upskill during the pandemic. E-learning, or online learning, through mediums such as LinkedIn Learning, has allowed users to further develop their skills by learning a variety of hard (technical) and power skills (often referred to as soft skills) from the comfort of their homes. This asynchronous learning puts content experts on your screen and learning at your individualized pace.

There are over 20,000 courses available in three main categories: Business, Creative, and Technology, with new courses added regularly. You can take technical programming and data analysis courses or leadership and communication. These on-demand courses allow you to learn anything ranging from leading high achievers mastering Canva, and becoming an Excel ninja. With a LinkedIn Premium subscription account, or if your work has an enterprise account, you can access tens of thousands of LinkedIn Learning courses for free, and take the courses based on your interest and availability. The bonus is that when you complete the course, you get a certificate of completion which you can add to your LinkedIn profile.

Long before I taught my courses on LinkedIn Learning, I was a devoted user of the platform and, to date, have watched over 100 courses on topics ranging from mentoring to Photoshop. The courses are always relevant, up-to-date, and expertly taught.

Here are ten must-see courses which should be on your radar:

10 Mistakes Leaders Should Avoid by Halelly Azulay

Cultivating Growth Mindsets by Gemma Leigh Roberts

Quick Scripts for Difficult Conversations by Alisa Cohn

Create and Deliver Standout Presentations by Melissa Marshall

Professional Networking by Dorie Clark

Preparing for Successful Communication by Sam Horn

Learning to be Promotable by Elizabeth Lotardo and Lisa McLeod

Managing a Multigenerational Team by Lindsey Pollak

Disrupting Yourself by Whitney Johnson

How to Have a Great Day at Work by Caroline Webb

If you want to learn new skills or reinforce those you already have, take charge of your professional development by taking online courses. This online opportunity to upskill might be a solution that is right at your fingertips.

 

Forbes.com Author:  Dr. Ruth Gotian – Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

 

Forbes.com | February 28, 2023