#JobSearch : 5 Ways Job Seekers Can Keep In Touch With Employers Who Rejected Them. The Holidays are The Best Time to Network. Great REad!

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I’m going to a networking event hosted by an organization I applied to about 1.5 months ago (haven’t heard back, assuming I didn’t get the job, ha!) . Do I mention this if / when I meet people who work with the organization? Not sure the best way to navigate this. I want to ensure that they know I’m open to other opportunities and am overall interested in staying in touch. – Christina

Kudos to Christina for doing several things right that other job seekers overlook. First of all, she’s networking, which is the number one source for timely job openings (a lot of job postings aren’t current or accurate). Secondly, she’s thinking about how she’ll talk about herself as she meets people – we’re all multifaceted, so be selective about what you talk about, to whom and when. Finally, she’s thinking even more specifically about how she’ll talk about her job search – people aren’t mind-readers, and you need to be explicit about the help you need.

The holidays are a great time to network, and chances are you’ll be in Christina’s situation — running into people you previously connected with on your job search. Some people may not be responsive or have even rejected you outright for a job. Here are five best practices for following up specifically with target employers in your job search pipeline:

1 – Continue to follow-up regularly

Attend that networking event. Follow and comment on social media. Stay connected to individuals you met during your research or even from meetings that didn’t lead anywhere specific. A rejection for one opportunity doesn’t necessarily mean rejection for the next opportunity (see three reasons why a well-qualified candidate still doesn’t get the job). The best follow-up keeps you top of mind for the next opportunity (and the next) because circumstances change, and the better fit for you might be another role, another time or another market environment.

 

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

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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 …

2 — Don’t make every point of follow-up about any one job

While Christina did lots of things right, one adjustment to make is to stop assuming she didn’t get the job because she didn’t hear back. No decision is not enough information to presume a No or a Yes. If she’s still interested in that job from six weeks ago, she should continue to try and get an interview for it – until she hears that No.

There are people you meet at an event that are clearly connected to the very job you want, it makes sense to mention your interest in it since it’s a prime opportunity to get more accurate and updated information about the job. A relevant person may be able to direct you – “oh, that job was filled weeks ago but we haven’t announced it yet”. Or, “we decided not to hire for the one, but there’s another similar one you should look at.” Or, “gee, you would be perfect for that one – let me make sure I get your stuff in front of the right person.”

Don’t harbor any assumptions – positive or negative – about the decision on your current application. Continue to network, and discuss a particular job with people connected to it. Otherwise, keep the conversation open-ended – about your job search overall if people already know you’re looking, or just about getting to know each other as people if you’re meeting for the first time.

3 – Mix up your topics

There is so much to talk about that isn’t about your job search, but still moves the conversation forward. Send holiday wishes – this deepens your rapport. Send congratulations if the person or their company has announced a recent win – this shows you’re thinking about them and that you’re staying on top of the news in your field. Send a status update about something, other thank your job search, that you’re working on – this shows that you’re staying busy and keeping your skills and expertise up-to-date without making the other person feel like you’re only reaching out because you need something.

At a networking event, get the other person talking. It’s a great opportunity to learn more about the company and what the company needs. You may uncover enough information that you can pitch a job for yourself, or at least, know exactly what skills and expertise you have that meet an urgent need for that employer.

4 – Mix up your media

Showing up at a networking event is just one way to keep in touch. You can also email, post on social (yes, you can build genuine relationships on LinkedIn) or mail a holiday card. If you know someone well and they like to text, then text. People have different habits when it comes to keeping in touch, and what’s important for follow-up that works is that you meet other people’s preferences and not your own. You might prefer 1:1 meetings, but other people just don’t have time. You might not be active on LinkedIn, but if you’re trying to develop a relationship with someone who is active on that platform, it could be more expedient to take your communication there – at least with that person.

5 – Aim for clarity – which could be a decision, or something else

In all of your follow-up, look for signs that the relationship is going somewhere or that the person wants you to back off. For an open job, this means getting a decision about whether the role is still available, whether your status has been decided, or if not, what is the next step and timetable you can expect. Until you get that clarity, keep working on that job and other relationships within that company. Keep trying for new leads all this time, since you can’t control when you’ll get that clarity.

If there isn’t a specific job that’s open, look for the quantity and quality of response from people you’re networking with. Do the responses take a long time and are cursory with little or no opening to continue the back and forth? That could be a sign that the person would rather back off – or, it could be a busy time overall and not you specifically. Slow down the communication (every other month instead of week, for example). Focus on other contacts until you’re clearer about the viability of this one.

Employers should stay in your network as long as you are still interested in them

Whether or not you get a job there is not 100% in your control, but the pace, quality and consistency of your follow-up is. Put in the work to stay top of mind and to develop a relationship built on something more than any one job. This keeps you in consideration when potential opportunities do arise, while also fostering a genuine connection that’s sustainable rather than transactional.

 

Forbes.com | November 21, 2022 | Caroline Ceniza-Levine

#YourCareer : Facing A Tough Career Decision? Here’s How To Make The Right Choice. GReat REad for All!

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If you’re struggling with a big career decision, your underlying challenge likely involves either: a) properly evaluating the risk associated with a specific action, b) identifying and narrowing down a long list of options, or c) choosing between two or three good options.

While each of these challenges requires a different approach to get to the best decision, they all share the same first step: offloading the decision-making criteria in your brain onto a spreadsheet or sheet of paper, to ensure you’ve captured and accurately weighed them all.

The following techniques will help you to choose the best option when facing any of the scenarios described above.

How to properly evaluate risk

Perhaps you’re thinking of making a risky career move, such as quitting a job before finding another one, going for a new job or promotion that could lead to dissatisfaction, going back to school, retiring early or addressing a difficult situation with a colleague. To properly assess the risk, ask yourself these questions:

  • How likely is it that the thing I fear will happen?
  • If the fear materialized, how damaging would it be?
  • Can I do anything to mitigate the risk?
  • What’s the risk in NOT taking action and how likely is it to materialize?
  • If I do take action, how likely am I to receive the benefit?
  • If I do take action, how big will the benefit be?

In his Ted Talk, Tim Ferris describes an exercise he calls Fear Setting which enables you to score the answers to each of these questions. You can also download a template that facilitates this Fear Setting analysis.

 

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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 …

One client was contemplating leaving her job without having another one lined up. She was very unhappy in her current role, had no time to find something else, and severance wasn’t an option. Yet she was reluctant to leave because of concern about both income loss and finding another job quickly. Doing this exercise led to her decision to quit, and she’s happily employed now. She realized:

  • The negative impact that staying in this role would have on her family was too great.
  • She could mitigate the possibility of her not finding another job by growing and leveraging her network and joining a professional association.
  • Her worst-case loss-of-income scenario wasn’t that bad; she might have to postpone retirement for two years, which she could live with.
  • The likely benefit of landing the right role was huge and potentially life transforming.

How to narrow down a long list of career options

In this situation, you’re unclear about the solutions to your career dissatisfaction because you don’t know all the options or which ones to pursue. Here’s what to do:

  1. Develop your decision-making criteria. You can use this post as a guide. Include the things you enjoy doing that you do well, your work-related values on which you don’t want to compromise, and your vision for your life.
  2. Brainstorm many career options. Keep in mind that the key to effective brainstorming is being open – you can always cross out items later. List these options in rows on a spreadsheet, or down the margin of a sheet of paper. If you need help coming up with ideas, ask people in your network, scan job postings, and check out these online resources.
  3. Add some very simple weighting to each of the decision-making criteria. Don’t make this overly complicated as the point is to quickly narrow down options. For example, start off by giving all your criteria an equal weight, say “1.” If a criterion is truly a deal-breaker if not met, then give it a large weight, say 10. For example, if you can’t take a job you would love because it pays below a certain level, then earning at least this amount would get a 10.
  4. Narrow down the list of options by scoring each of the job targets in the rows against your decision-making criteria in the columns; add up all the 1’s and the 10’s in that row.
  5. Focus on the highest-scoring items. To confirm their priority, do additional research or apply additional weighting as described below.

How to decide between two or three good career options

Once you’ve narrowed down a list of many options to just two or three, you can now more precisely weight your decision-making criteria to make your final decision. Add two types of weights:

  • How important the criterion is to you (scale of 1 to 10, where 10 is the most important)
  • How much of the criterion is present (scale of 0 to 3, where 0 is not present and 3 is fully present).

Score each option you’re evaluating by multiplying the importance of each criterion by the presence of that criterion. Then add up the scores across all the criteria to get a total. The table below shows how a client evaluated two job offers.decisionmaking table

Job Offer 2 got the higher score of 86, vs. 67 for Offer 1, because the opportunity to work virtually, higher salary, flexible schedule and opportunity to advance outweighed the drawbacks of a longer commute, less enjoyable colleagues, and less autonomy.

 

Forbes.com | November 16, 2022 | Robert Hellmann

#JobSearch :How to Write a Thank-You Email After a Job Interview. “A Properly Prepared Thank-You Email, it Just Sets you Apart”. Great REad!  

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Some experts say the thank-you email after an interview is as important as your cover letter, so don’t waste this important opportunity to finalize your pitch—especially now that you know so much about the company, the role and your interviewer.

            Question: How do you stand out?

“A properly prepared thank-you email, it just sets you apart,” says Paul McDonald, senior executive director at recruitment agency Robert Half. “It shows that you care and it restates your interest in the position.”

Most HR managers say they consider thank-you messages when deciding who to hire, but they only receive notes from nearly a quarter of applicants, according to a survey by Robert Half. So don’t miss out on this chance to stand out, in a good way. 

Send your thank-you email as soon as possible.

Aim to send your thank-you note as soon as you can after the interview. This gives you an opportunity to seal the interviewer’s good impression of you immediately after your initial meeting, while their memory of you is still fresh, recruiters say. If you interviewed with more than one person, you should email each one separately.

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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 …

Reiterate why you are interested in the role and why you would be a great fit.

Now that you have had a chance to meet the interviewer and you have asked all the right questions, you know more about the role and can make a stronger case for yourself. While you were preparing for the interview, you probably didn’t have access to as many details about the job and employer as you may have now that you have met the hiring manager.

In your thank-you email you can:  

  • Briefly address any pertinent new facts you gleaned about the role during the interview and bring the point back to how your experience or skill set aligns with it.
  • Include examples that demonstrate how you would be an asset to the company.
  • Include relevant samples of your work, particularly if you discussed any during the interview.
  • Provide a suggested solution to a challenge your employer faces that may have come up during your interview.
  • Bring up any insights or examples that highlight your suitability for the role that you might have forgotten to mention in the interview.

Three examples of highlighting qualifications in a thank-you email: 

  • “With my experience focusing on the intersection of retail, customer experience and technology, I am in a strong position to help the company with its e-commerce launch.”
  • “Since you mentioned that the company is currently struggling to establish a business model that embraces technology, I wanted to offer a few ideas that I think might help.”
  • “You’ll find a link to a recent UX design study I conducted at the bottom of this email.”

If there was an anecdote or a shared interest that both you and the interviewer seemed to connect over, you may briefly nod to that in your email, but only if it feels natural and appropriate. This makes for a more personal letter that feels organic and authentic to you and to the relationship you began to forge. If you interviewed with multiple people at the company, adding a personal detail allows each email to feel unique. This also helps your thank-you email stand out.

Three examples of framing a personal detail in your thank-you email: 

  • “On a personal note, it was lovely speaking to you about your recent experience on safari. It inspired me to look into taking a trip like that someday.”
  • “I took up your suggestion to try that oatmeal-cookie recipe, and it was a hit with the kids. Thanks so much for the tip.”
  • “I very much enjoyed talking to you about your home-renovation project. If you have a link to that blog you mentioned, I’d love to take a look. I’m eager to try something similar in my home soon.”
Offer to answer any questions and bring it back to your application.

Bring it back to the hiring process at the end of your email. Gently raising the prospect of the next steps in the process makes it clear you are keen to progress and reminds the interviewer that they should come back to you without being too pushy. Offer to answer questions to give the employer an opportunity to clear up any possible doubts they may have about hiring you. Such an offer also promotes interaction between you.

Here is an example of how to end your thank-you email:

  • “Thank you for taking the time to meet with me, and to explain the company’s needs. I look forward to hearing from you about the next steps in the application process, and welcome any questions you may have about my fit for the role.”

 

WSJ.com | April 9, 2021 | Deborah Acosta

#YourCareer : The Dream Job Eludes 90% Of Workers – 4 Steps To Improve Your Career Odds. Nine Out of Ten American Workers Report not Working in their Dream Job.

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Nine out of ten American workers report not working in their dream job, and seven in ten say they’re not on track to land their dream job. JobSage, an employer review site, surveyed 1,200 Americans currently in the workforce, and the findings paint a pessimistic view, even into the future – only 47% of respondents considered their dreams realistic in the current economy.

Even though the odds seem long, with proper career planning, you can be in that 10% of people who are working in their dream job. You don’t even have to leave your current job to start working towards your dream:

1 – Keep your dreams top of mind

Working on your belief and confidence that your dream job is attainable isn’t just for warm and fuzzy, motivational reasons. Practically speaking, if you don’t think your dream job is out there or attainable by you, then you won’t get started and you won’t see the opportunities all around you to move along the path. Therefore, keeping your dreams top of mind is the very first step.

In the JobSage survey, the top dream industries included technology, entertainment and art & design. Top dream companies included Google, Apple and a university or school. Whatever your dream industry or company is, bookmark relevant articles for ongoing reading. These articles don’t all have to be about your dream targets – read about people who have made career pivots of all kinds, and they can serve as prototypes for what you’re trying to do. Talk to people who work or worked at your dream places or who have successfully made big changes. Put a Google Alert on dream industries, and follow dream companies on LinkedIn. All these small actions set up an environment where you surround yourself with information about your dream targets, which makes them more familiar to you and therefore more attainable.

 

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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 …

2 – Start with activities outside the work day

You can change your career while still keeping your job. The reading, talking and research listed above can all be done outside the work day. As you get more excited about the possibility of landing your dream job, you can increase the activity – more in-depth research and more in-depth conversations, perhaps even attending meetups or conferences.

Update your resume and LinkedIn profile in advance of a more active job search. Volunteer to get more hands-on experience. For example, if your dream company is a university, volunteer with your alma mater or a local college where you live. If your dream industry is technology, take on a tech role (e.g., social media manager) for a non-profit. These more targeted steps still can be managed outside the work day and don’t have to impact your current job at all.

3 – Choose DIY learning and short courses over formal certificates and degrees

Respondents in the JobSage survey worried that the cost of grad school would keep the dream job at bay. However, graduate school is not necessarily a prerequisite to making a career change. You can opt for a certificate over a degree, a course over even a certificate or DIY learning options such as free online classes and lectures.

Hiring managers and recruiters care about what you know in terms of how it will enable you to be productive from day one. That knowledge could come from a variety of sources and be demonstrated in a variety of ways – a graduate degree is but one form of proof. As you learn more about your dream area of expertise, blog about it so you have a paper trail of your findings and insights. Or pull together a panel for an alumni event at your alma mater, and be the moderator.

4 – Negotiate the job you already have to better match your dreams

75% of survey respondents wanted more hybrid work, and 67% wanted to travel more for work. These are aspects of a job that you can negotiate right where you are. Put in a request for a change in schedule, location or both. If your role doesn’t lend itself to travel, look for lateral opportunities, where you can move within the same company to a different role that might involve more travel. If you work for a large enough company with offices in other locations, negotiating your responsibilities so that you work with those other places might enable you to build travel into your work.

Itemize what aspects of your environment, work arrangements or scope of responsibilities you would like to change. Prioritize and then negotiate for the ones that will make the most impact in improving how you feel about your job. You might find that your current job becomes a dream job. If not, you’ll at least get much-needed negotiation practice for when you actively look for the dream job elsewhere.

 

Forbes.com | November 14, 2022 |  Caroline Ceniza-Levine

#JobMarket : Recent Large Layoffs Shatter The ‘We Are A Family’ Myth. Where Do You Think the Team or Family Concept is Today?

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The belief that a company is a family has irrevocably been busted. When times were good, tech companies offered top talent substantial pay packages, perks and amenities. Now that the economy has shifted, around 119,155 people have been laid off from startups and tech companies just this year, with more losses projected.

Families Don’t Fire Their Kids

When things go wrong, a family does not fire its kids. However, this is what is happening now. CEOs offer yoga and meditation studios and free laundry services and meals, blurring the lines between work and home life.

Once leaders like Meta CEO Mark Zuckerberg and self-appointed chief twit Elon Musk made business decisions harming the financial standings of their respective organizations, large layoffs were ordered.

Zuckerberg announced that 11,000 workers would lose their jobs. Meta has had to contend with its disastrous foray into the metaverse, privacy issues and the ascendancy of TikTok stealing its thunder and market share.

As things turned terrible, instead of cutting his own compensation, Zuckerberg’s knee-jerk reaction was to downsize hardworking employees and contractors. He’s one of the wealthiest people in the world. If the company was truly a family, the patriarch would have accepted blame and taken other cost measures instead of letting so many people go.

Musk went from being heralded as one of the best entrepreneurs of his generation to creating a dysfunctional family at Twitter. There was no love when, upon his arrival, he ousted top executives “for cause” to allegedly avoid paying their multimillion-dollar severance packages.

Musk’s predecessor, Jack Dorsey, promised at the beginning of the pandemic that his tweeps could work remotely forever. That promise was dashed as Musk called for everyone to return to the office. There was little to no consideration that workers moved outside of their San Francisco headquarters and were unable to commute or changed their lifestyle based upon Dorsey’s message. His management style seems familiar to some family members who are stuck in one-sided toxic relationships. A steady stream of management and workers are divorcing themselves from the chaotic so-called family.

Sam Bankman-Fried, the CEO of the FTX crypto exchange, was believed to be a boy genius. He was thought to be worth more than $16 billion. He had naming rights at a stadium, Tom Brady and other stars shilling for him and was the second largest donor to President Joe Biden.

Within 48 hours, Bankman-Fried’s empire and reputation crashed. There are allegations that he ran his Bermuda-based digital-assets platform as an alleged Ponzi-type scheme. He was accused of using customers’ assets to fuel high-risk trading and other questionable activities.

FTX filed for Chapter 11 bankruptcy on Friday and Bankman-Fried, in a statement, announced that he will be stepping down as CEO of the company.

Although the trading was conducted by a bunch of “kids” in a penthouse apartment shared with Bankman-Fried, the head of the family wouldn’t place his workers and customers in such a precarious position. Investors may end up losing all their money. Not only will workers lose their jobs, they’ll be investigated by several regulatory organizations and likely sued by innocent investors to get their money back from the alleged fraud that was perpetrated.

 

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 …

It’s Not A Family; It’s Just Business

For decades, corporations have branded themselves as a big, happy family. It’s not just a job you’re accepting, it’s entree to a new family. Self-serving makes it feel as if the employee is valued and will be taken care of and appreciated.

The reality is completely different. It’s transactional. You’re hired for a specific role and offered pay for your time and services. If you exceed expectations and are highly productive, you’ll be rewarded with more money, bonuses and promotion.

If you don’t meet expectations, you’ll be placed on a performance improvement plan and scrutinized by human resources, your immediate boss and senior-level executives. If you don’t improve, according to the company’s assessment, you’ll be shown the door. This is not what being part of a family is all about. In a family, you love and support everyone unconditionally.

The family mantra is insidious. It makes you feel that you need to work hard and put in long hours and weekends to please your bosses, as you want mommy and daddy’s approval. If you don’t work hard enough, there is the pressure that you’re letting down your brothers and sisters.

To be generous, perhaps some C-suite executives do feel that the workers are part of a big, happy family. That mindset was a vestige to the 1950s when a person didn’t have to go into debt with college loans, would take a job with a local company and stay there for most, if not the entire duration, of their career. It was a more paternalistic period. This is not the case anymore.

Your Company Is More Like A Sports Team

The workplace is more like a sports team. The franchise owner seeks out the best players and offers them huge compensation packages. The big payouts are designed to motivate the players to win. Winning games brings in attendance at the stadium, lucrative television and online contracts, selling more merchandising and other revenue flows.

The owner and managers love their star athletes. However, once their talents start fading, the owner will trade a beloved player to another team for a better, younger rising star. It’s the same at companies. If you do well, you’ll be rewarded. When you don’t produce, you’re gone.

Forbes.com | November 11, 2022 | Jack Kelly 

#JobSearch : 5 Unusual Mistakes You’re Making In Your Resume. Unusual Resume Blunders that Could be Costing you the Interview. Great CheckList.

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If you’ve put a lot of time and effort into crafting your resume, not hearing back from countless applications can become disheartening. By now, we know all of the common mistakes that are likely to see your resume overlooked. For example, spelling and grammatical errors, poor formatting, or overused clichés will see your application rejected quicker than you can say ‘hardworking and dynamic professional’.

But did you know that there are also some more unusual resume blunders that could be costing you the interview as well?

By getting to grips with the following mistakes, you can eliminate these lesser-known errors from your next application and increase your chances of being invited in for an interview.

Using an unprofessional email address

Your email address occupies just a small space at the top of your resume, and yet the effect it has on how you are perceived by employers is huge. This is even more true when you’re applying for senior roles, where perception and reputation are vital.

If you have a quirky email address that you’ve had since you were a teenager, it’s best not to give this pride of place on the top of your resume, as it will look unprofessional and can show a lack of attention to detail.

So, if your email reads something like ‘TopGolfer99@gmail.com’, it’s best to create an entirely new email address for your job hunt.

In most cases, it’s best to simply claim an address using your name, or a close variation of your name if it has already been taken. For example “SteveJones1968@gmail.com”

It’s also important that you don’t use an email address connected to your existing job, especially if you are trying to keep your job search discrete.

 

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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 …

A bad file name

You’ve spent hours crafting your resume, and the final stage is to hit save and submit your application. But too many professionals fall at this final hurdle. It’s important to remember that the filename will be visible to recruiters when you attach your resume to an email or application, so it must look professional.

It must also be clearly labeled, so the hiring manager knows whose resume they are handling, and they can quickly find your resume when searching their database.

Saving your resume with a name like ‘My resume – draft 3 – FS job’ does not give the best impression. Firstly, it looks clumsy. Secondly, it might also give away that you’re applying to multiple roles at once. Although you are perfectly within your right to do this, it can show you’re less dedicated to their specific company and position.

Although it might not always be a dealbreaker, a bad file name can look unprofessional and could see your resume rejected before it’s even been opened.

Making unproven claims

It’s vital that your resume includes impressive facts and figures that showcase your achievements. However, you need to make sure that any claims you make are substantiated and that you can always offer proof.

This doesn’t just mean being able to back up your facts and figures. It also means that if you refer to an organization as an ‘industry leader’ or to yourself as ‘the number one marketer’, that you can back it up.

Of course, recruiters might not examine every tiny detail on your resume, but if they do look into it and find out you’re making false claims, it could potentially cost you the job. So instead, stick to hard facts that you know you can prove.

Including salary expectations

You want to get the most from your job offer. Of course, you do. But including your salary expectations or history on your resume can be a major red flag to hiring managers.

If you set the bar too low, you’ll short-change yourself, and if you set the bar too high, your resume might end up on the rejection pile. Not to mention you can harm your negotiation power further down the line.

Plus, talking about money too prematurely can imply that you’re only interested in the job for the money and not because you’re genuinely passionate about the company or position.

So, unless a job advert specifically asks you to include your salary expectations, it’s best to leave this off.

Stuffing your content with keywords

Including relevant keywords on your resume is important, so don’t neglect this. However, over-stuffing your application with keywords can quickly backfire. It means that your resume won’t read naturally and can look clumsy and confusing.

It’s always important to write your resume with the recruiter at the forefront of your mind. It needs to be persuasive, read well, and be written for real people, not just for ATS scanners, so you need to get the balance just right.

Although they may seem smaller, these unusual mistakes can be just as detrimental to your resume as the larger, more common errors. Therefore, it is important to keep these in mind when writing your application and check your resume thoroughly before you hit send.

 

Forbes.com | November 11, 2022 | Andrew Fennell 

#JobSearch : What You Need To Do To Successfully Bounce Back From A Layoff. Downsizings will Continue Until Inflation Falls from Around 8% to 2%.

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The job market abruptly ricocheted from a war for talent to layoffs becoming commonplace. The Federal Reserve Bank’s inflation-fighting measures include raising interest rates, and leading companies to downsize employees to cut costs.

Downsizings will continue until inflation falls from around 8% to 2%. This may take one to two or more years. Many Americans will, unfortunately, lose their jobs. Here is what you need to do if you are laid off from your company.

Work On Your Mental Health And Emotional Well-Being

Losing your job is a traumatic event. There is a loss of income, fear of what to do next and a loss of identity that’s wrapped up with your career. It’s normal to feel anger and resentment. You’ll feel depressed and anxious. The loss of your routine will be disorienting. There will be an absence of the esprit de corps you had with your work buddies.

It’s easy to start feeling isolated and adrift. You avoid talking to people, dreading the point when they ask about your job and you have to relive the painful experience all over again. Many people who lose their jobs socially withdraw. They are ashamed of the job loss, their ego is wounded and it takes a toll on their self-esteem.

Take some time to process what happened. Don’t bottle your emotions. Share with your family and friends what happened. It’s okay to grieve and feel sorry for yourself–just for a while. Then, you need to move forward. If it’s hard to bounce back, seek help from a therapist.

 

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Article continued …

Hiring Managers Want Positive People–Not Complainers

If you carry the resentment baggage to an interview, it won’t go over well. Interviewers are attracted to positive, enthusiastic and motivated candidates. If you come across angry or talk poorly about your former boss, co-workers and company, it’s not a good look. The hiring manager may feel that you are a malcontent who blames everything on others. It may be hard, but cast aside your negative feelings.

Show up to an interview exuding confidence. When the subject of the layoff comes up, say, “My manager said that this was no reflection on my work. In fact, she said that I was one of the top performers. Unfortunately, with the mass layoff, I was impacted. Despite the temporary setback, I’m excited about the future. This may have pushed me to try something new. If I weren’t let go, I’d probably be with the company for another five or more years. Now, I have the chance to pursue new and exciting opportunities. I’m so happy to be here for this interview. The job looks great. I love your company’s mission and my skills are a perfect fit. If I wasn’t let go, I would never have thought of applying. It’s great how things can turn out so positive.”

Looking For A Job Is Your New Job

Get in touch with recruiters, career coaches and résumé writers. Contact people in your network to see if they know of any job openings. Target the companies you want to work for and find out if you know anyone who works there. Ask them to share your résumé, along with a recommendation for the job you want at the organization. Go on LinkedIn to post comments, articles and short-form videos to position yourself as an expert in your field to gain attention. Put together an elevator pitch. Practice role-playing commonly asked interview questions.

The Practical Logistics

Although your emotions will run high, don’t sign a severance or other agreements without evaluating them appropriately. Get everything you discuss at the exit interview and with management in writing, so there are no surprises down the road. Consider asking for a reference for when you start interviewing. Find out how your termination will be positioned in future references.

As you leave, remain professional and don’t burn any bridges by getting into ugly fights and no-win battles that could work against you when you seek a new job. Was there another– possibly discriminatory or illegal–reason why they fired you (i.e. race, religion or age)?

File for unemployment. Start preparing how you will position this event to prospective interviewers. If you’ve been putting off any healthcare appointments, make them now while you still have coverage.

Stay Active

Use this time to start a physical exercise routine to keep you occupied and healthy. Exercise, walk, do yoga or Pilates, join pick-up basketball games or ride your bike.

Utilize this time to catch up on all new developments within your field. Maintain a positive attitude, no matter how hard it is to do so. Consider finding temporary, part-time work or some management consulting. Start thinking about your next career move. Help others or volunteer.

Don’t ever give up hope. Keep pushing forward and remain positive and strong. The best-case scenario is that you will find an even better job and earn more money than before.

 

Forbes.com | November 10, 2022 | Jack Kelly 

#YourCareer : Meta Lays Off 11,000 Workers—How To Cope With Being Downsized And Prepare For A Difficult Job Market. Great Read!

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In a memo to his workers, Meta CEO Mark Zuckerberg announced he’s laying off 11,000 people, representing around 13% of his workforce. Compared to the chaotic way Elon Musk summarily dispatched thousands of Twitter employees, Zuckerberg came across as contrite, empathetic and apologetic.

In the company memo, he wrote, “Today I’m sharing some of the most difficult changes we’ve made in Meta’s history.” The chief executive took responsibility for the layoffs. “I want to take accountability for these decisions and for how we got here. I know this is tough for everyone, and I’m especially sorry to those impacted.”

In addition to the downsizing, Zuckerberg plans to reign in expenses by cutting costs and enacting a hiring freeze.

Meta isn’t alone in downsizing its staff. The startup and tech sectors have cut 104,791 jobs in 2022, according to Layoffs.fyi. Snap, Apple, Microsoft, Intel, Stripe, Lyft and an array of other tech companies have enacted layoffs or hiring freezes.

As a leader in the tech space, despite losing 70% of its stock price and squandering billions of dollars in its disastrous foray into the metaverse, other companies will follow Meta’s lead. Tech and non-tech businesses will feel that if the mighty Meta had to cut staff and costs, they should also consider these options.

The rationale for Zuckerberg’s aggressive hiring spree was prompted by the pandemic that accelerated everyone moving online. E-commerce boomed, and this was thought to become the new normal. Meta miscalculated, believing that this trend would be sustainable. After being locked up for two-plus years, people wanted to go outside and enjoy experiences, such as going to a baseball game or concert, traveling to see family or going on a much-needed vacation.

 

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Article continued …

Why Tech Companies Aggressively Hired

In a competitive field, hiring is seen as an arms race. Each company wants to recruit and retain the best and brightest talent. It’s a preemptive strike to get highly skilled people before their competitors do. Once hired, they’ll hoard the talent.

Managers, being human beings, feed their egos by building a fiefdom to make themselves look important. Social media companies, like Meta, need to invest heavily in personnel to oversee the moderation of daily posts.

Once a person is brought aboard, it’s hard to let them go. There is always a threat of litigation, accompanied by bad publicity, if a person is laid off and accuses the company and its management of discrimination. There is also the basic case of inertia—continually adding headcount on autopilot without questioning if it’s mission-critical or not.

Compassionately Letting Go Of Employees

Zuckerberg’s approach to layoffs was reminiscent of how Airbnb let go of workers during the height of the pandemic. CEO Brian Chesky gave a masterclass in empathy by taking great pains to ensure he took care of his workers, who unfortunately had to be let go.

Zuckerberg said, “There is no good way to do a layoff, but we hope to get all the relevant information to you as quickly as possible and then do whatever we can to support you through this.”

He offered a clear plan to the impacted workers. The company will pay 16 weeks of severance, along with two more weeks for every year of service—no matter how long they worked at the social media platform. People will be paid for their unused paid time off and receive their November 15, 2022 RSU vesting. Health insurance will be covered for six months, and Meta will offer career transition services. For those here in the United States on visas, the company plans to provide guidance and help.

Zuckerberg expressed his gratitude to his team, “This is a sad moment, and there’s no way around that. To those who are leaving, I want to thank you again for everything you’ve put into this place. We would not be where we are today without your hard work, and I’m grateful for your contributions.”

What To Do If You’re Laid Off

Losing your job is a frightening, painful and anxiety-inducing event. It’s especially problematic in a contracting economy, while other firms within the same sector are also downsizing and enacting hiring freezes.

Not only do you feel the loss of your job, but you’ve also temporarily lost your identity that’s tied up with your career. It’s disorienting when you’re cut off from all the colleagues you’ve worked with for the last number of years, and your daily routine is altered.

You will experience a range of emotions. There will be anger over being selected for downsizing. Some people become despondent or depressed. A job loss could cause you to lose confidence. In this current environment, there is real fear about finding a new job and having enough funds to get through this rough patch. The first thing you must do is practice self-care. Take time to process what happened. It’s common to grieve the loss and feel sorry for yourself. However, after a while, you must move forward.

It is important for your mental and emotional health to continue socializing with others. Withdrawing from social engagements is not helpful. There is nothing to be ashamed of. Be honest with people about your situation. You’ll be surprised to learn how many people have been through the same situation. Seek out therapy or consult with a mental health professional if you are having a hard time.

Get in touch with recruiters, career coaches and résumé writers. Contact people in your network to see if they know of any job openings. Target the companies you want to work for and find out if you know anyone who works there. Ask them to share your résumé, along with a recommendation for the job you want at the organization. Go on LinkedIn to post comments, articles and short-form videos to position yourself as an expert in your field to gain attention. Put together an elevator pitch. Practice role-playing commonly asked interview questions.

It Won’t End With Meta—Be Prepared For Future Layoffs

Workers in the tech and startup sectors need to brace for escalating layoffs. The current economic conditions will cause tech companies of all sizes to reconsider their hiring policies to stay competitive and solvent.

The era of artificially low-interest rates is over. Federal Reserve chair Jerome Powell seeks to significantly bring down the 40-year, record-level inflation rates to 2%. To achieve this goal, Powell said there would be a lot of “pain.” Jobs will be cut and hiring freezes will continue to be implemented. Workers will be closely monitored and put on performance improvement plans, as the low-end producers will be targeted for downsizing.

The Fed’s intention of raising the borrowing rates to more than 4% substantially changes the way businesses will operate. By comparison, in March 2020, interest rates were at around 0 to 0.25%. The access to cheap money enabled companies to go on a hiring binge.

When corporations borrow money at a high rate, they need to return a multiple much higher to pay back the interest and debt, employee salaries and the daily costs of running the business. The hurdles will be higher than what the tech firms became accustomed to. Some companies won’t be able to survive this new environment. Private equity firms or companies with the capital to purchase assets at a discount to their prior prices may take them over.

In this new, more austere environment, you’ll need to make yourself indispensable at work to survive. Always keep your eyes open for new opportunities.

 

Forbes.com | November 9, 2022 | Jack Kelly 

#JobSearch : How To Hack Into The Hidden Job Market. A MUst REad!

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Job hunters primarily focus on scouring job boards to find their next role. Little do they know, they are missing out on the hidden job market, a treasure trove of jobs that are not posted online. People unfamiliar with the hidden job market feel excluded from a secret stash of exclusive jobs unavailable to the average job seeker.

However, the reality is more mundane. Companies, for a variety of reasons, don’t want to disclose certain job openings. Discreetly replacing a manager, hiring from within, employee referrals and not wanting to publicize the salary ranges make some job listings unavailable to the public.

The Best Ways To Access The Hidden Job Market

Find A Recruiter

You want to find and align yourself with several top recruiters in your field of expertise. These headhunters maintain close relationships with company executives, human resources and hiring managers. They are trusted to find the best talent for their open opportunities. Some of these roles are exclusive to the recruiter and not posted to the public.

Discretion is required in sensitive situations, such as replacing a high-profile manager or looking for an outsider to run a department instead of picking an internal employee. Companies will contract recruiters to conduct these stealth searches. The headhunters selected are experienced in the job requirements and industry sector. They have vast experience and a database of appropriately skilled candidates.

The recruiter will clandestinely contact on-target people who have the right background for the role. They’ll tell the candidate that the job is confidential and the applicant needs to keep the information to themselves. If the executive recruiter has a solid reputation, the person will understand and comply. There will be some people who feel uncomfortable and politely bow out of contention.

 

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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 …

Networking And Social Media Sites

Tapping into your network of friends, family, co-workers, former colleagues and bosses, college alumni, neighbors and other folks for job leads is an effective way to penetrate the hidden job market.

Another effective strategy is to find a friend or a loose tie that works at a target company you want to work for and ask for an introduction to the right hiring personnel.

You want to stand out on the social media platforms that cater to your job and career. For example, if you are a white-collar professional, LinkedIn is the right platform for you. Start by targeting the companies that you’d love to work for. Then, send invitations to people who look like they’re involved with hiring to get on their radar screen. Create posts, interact with other people in your space, upload videos and write articles. This will position you as an expert in your field. Recruiters, hiring managers and corporate talent scouts will start reaching out to you.

Employee Referrals

Hiring managers love employee referrals. They feel that if an internal employee recommends someone, they must be good. Otherwise, if the person bombs, the person who referred the candidate will suffer the ill will of the boss. Some companies offer an attractive bonus if the referral joins the company.

To save money from not using the services of a recruiter and demonstrating that the current employees get the first crack at newly opened internal jobs, human resources will first look for talented insiders. The company won’t place an ad for this job, as they want to focus on the people who already work at the organization.

If there isn’t a current employee with the right experience for the job, and you are able to find this out, you could send an unsolicited résumé. Since no one from the outside knows about the opening, you’ll stand out.

Why Companies Keep Jobs Hidden

There are instances in which a manager is on a performance improvement plan and may be at risk of being let go. The human resources department doesn’t want anyone to know that the person may lose their job. If the company posts a job description, there is a strong chance that the targeted individual or someone who knows them will decipher that the job listing is for the company and specifically to replace the manager.

Another similar example is when a new role is created, but the company feels that no one within the unit possesses sufficient skills to get the promotion. The business will want to keep recruitment a secret so as not to invoke the ire of the team. If the workers recognize the job description, employees will angrily confront their boss, demanding to know why they weren’t even offered an interview and went straight to finding an outsider.

Companies need to disclose salaries and salary bands with the new pay transparency laws. In the brief time it’s been activated, companies have already gamed the system by providing ridiculously wide spectrums, such as $50k to $300k. Rather than play this game and get called out for it, more jobs will be placed in the hidden job market.

Forbes.com | November 8, 2022 | Jack Kelly

#YourCareer : Is Your Company Preparing For Layoffs? Here Are 4 Subtle Warning Signs. Here are Four that Are Easy to Spot (Once you Know What to Look for).

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With the recent spate of company layoffs, job cuts loom large in employees’ consciousness these days. There’s even been talk that the quiet quitting phenomenon has abated as employees fear for their jobs.

How can you tell if your organization is prepping for layoffs? There are obvious signs, like a memo from the CEO announcing a push for efficiency. Or the hiring of a consulting firm known to specialize in process improvement, efficiency, or cost savings. Or the departure of some of the firm’s top-level executives.

There are also more subtle signs that a company is readying itself for layoffs. Here are four that are easy to spot (once you know what to look for).

#1: Hints In Earnings Reports And Other Communications

Companies are notoriously bad at communicating openly with employees, especially about the challenges the company is facing. In Leadership IQ’s study, The Risks Of Ignoring Employee Feedback, we discovered that only 15% of employees believe that their organization always openly shares the challenges facing it. Ironically, if an employee believes that their company always openly shares its challenges, they’re about ten times more likely to recommend the company as a great employer.

The point is that there’s a very good chance that you won’t receive a clear message from the executive team about financial struggles, let alone impending layoffs. However, there are other ways to find clues. For example, if your company’s CEO speaks at industry events or investor conferences, you can often find their presentation slides. And there can be a wealth of insight hidden in those decks.

If your company is publicly traded, you’ve got quarterly earnings reports and other financial disclosures to peruse. You won’t always find the word “layoffs” in those reports, but you might find references to “cost savings,” or “efficiencies,” or other euphemisms.

 

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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 …

#2: Changes In Your Manager’s Behavior

From the more than one million leaders who’ve taken the test “What’s Your Leadership Style?,” we know that over half of managers employ a Diplomat leadership style. The Diplomat prizes interpersonal harmony, and they’re the social glue and affiliative force that keeps groups together. They’re social, giving and typically build deep personal bonds with their employees. And Diplomats work to avoid having people feel uncomfortable or anxious.

If your boss has historically operated like a Diplomat leader, but recently they’ve appeared less gregarious, more reserved, less cheerful, and more cautious in their conversations, something is going on. There’s no guarantee that the change is the result of impending layoffs, but it could be.

Think about how a manager who cares deeply for their employees while sworn to secrecy about impending layoffs might react. Their discomfort could cause the exact type of behavioral changes noted above.

#3: Changes In How Your Manager Spends Their Time

The study “Optimal Hours with the Boss” discovered that the median time people spend interacting with their boss is three hours per week. (That’s not enough time, of course, as the study found that the optimal amount of time to spend interacting with one’s leader is six hours).

The key here, though, isn’t whether your leader spends too little (or too much) time with you; it’s whether that time has changed recently. If your leader used to spend six hours per week conversing and meeting with you, and now that number is one or two hours, something is going on. Similarly, if your boss used to rarely talk to you, and now they’re meeting with you every day, that’s also a sign.

#4: A Recent Low-Performance Review

Sometimes a performance review is just a performance review. But if you’ve had a history of fairly bland, or even glowing, performance reviews and now you’re getting a negative review, that might be a sign that something is afoot.

In Leadership IQ’s study on performance appraisals, we discovered that only 17% of people think their performance appraisals are always open, honest, and meaningful, and only 22% of people always think that their leader actually distinguishes between high and low performers. If you’re suddenly receiving lots of specific and negative feedback, perhaps it’s the company laying the groundwork for laying-off people they deem as less essential.

None of these signs are guaranteed precursors of layoffs. But they are signs that something is happening, and when it’s your career on the line, they’re signs worth attending to.

 

Forbes.com | October 31, 2022 | Mark Murphy