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#BestofFSCBlog : 14 Things to Do After you Get Fired. Rule #3- Important: Don’t Sign any Severance Documents. MUst REad for All!

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The words “you’re fired” are terrifying to hear, both for contestants on “The Apprentice” and for everyday, hard-working Americans. If you’ve just been fired from your job, your instinct might be to cry, to shout and to spend a much-deserved vacation on your couch sulking in sadness. But you shouldn’t.

Being fired does not mean the end of the road for your career. It just means you have a new full-time job: managing your finances carefully while earning new employment.

How? By remaining level-headed, persistent and proactive.  Here’s what to do if you have just been fired.

1. In the room when it happens, there are certain things to avoid.

Whether it’s a company layoff or termination for alleged misconduct, you are likely to find yourself in a room with your boss and a member of human resources. When you’re told you’re being let go, it’s important not to do a few things.

2. Don’t shout or storm off.

Managing a professional relationship with your employer may be crucial to finding employment elsewhere.

3. Important: Don’t sign any severance documents.

Not yet at least. U.S. News recommends running any offered severance package by a lawyer; you may be able to negotiate for a better package. In fact, Forbes suggests that you might be able to ask for more than just money: Consider asking for an extension of health and retirement benefits.

During your negotiations, you can also determine how both you and your former employer will describe your separation to third parties. If possible, persuade your former company to agree that your separation was mutual when potential employers reach out.

 

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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, UK, & Mexico!  

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

 

Article continued …

 

4. Don’t resign.

If you intend to apply for unemployment, it’s in your best interest not to resign, even if your employer is pressuring you to do so. Only under rare circumstances – if it’s clear there was misconduct and you won’t be able to file for unemployment, for instance – would resigning be a wise option for your resume

5. Ask questions.

Getting fired isn’t just a list of don’ts, however. Asking questions is one critical thing you can do in the room when you’ve been terminated. Whatever you want to know, you probably have a right to know — severance details, benefits extensions, reference policies, unemployment information and why, specifically, you are being let go.

If you are emotional at the time of your firing and unable to think clearly or react appropriately, it’s acceptable to request a scheduled meeting later that day or week to discuss the details. However, if possible, it’s better to handle your questions right then and there and part ways.

6. Consider wrongful termination.

It is possible that your firing qualifies as wrongful termination. In fact, an estimated 250,000 workers are wrongfully terminated every year, according to The Balance.

Per The Balance, “an employee can be considered to have been wrongfully terminated if discrimination is involved in the termination, if public policy is violated or if company policy states guidelines for termination and those guidelines were not followed.”

Laws regarding wrongful termination are tricky, especially when employment is “at will” and discrimination is difficult to prove.

Take Dennis K. of Boston, Massachusetts, for instance. Dennis worked for a private company with very conservative values, which made his position as an openly gay man very delicate.

“I always met my goals, and my clients loved me,” Dennis recounted. “No one had any problems except my boss and a couple of the managers. But it wasn’t something provable. It was just a feeling.”

Unfortunately, his anecdotes about his boss being extra hard on him would not be enough to file a wrongful termination suit. Dennis eventually found employment elsewhere, but his story is one of many each year that demonstrate just how difficult wrongful termination suits can be.

7. In the weeks after, relax and regroup.

In the weeks following your termination, it can be tempting to freak out, to get angry or to do absolutely nothing at all. But your unemployment status should be a time when you work harder than ever — after taking a little time to relax and regroup, if necessary.

8. Go to the doctor, like, now.

It’s likely that your health insurance will be discontinued at the end of the month. Get a physical, an eye exam and a dental cleaning while they’re all still covered.

Don’t forget to look into healthcare during your unemployment, like COBRA or options on HealthCare.gov.

 

9. Take a look at your budget.

Realizing that you no longer have a dependable paycheck can be frightening, especially when you don’t know how long you’ll go without pay. Spend time with your budget, cutting expenses where possible – entertainment and travel, for instance – and dip into your emergency fund if you have one.

If things are going to be rough almost immediately (i.e., you live paycheck to paycheck), you’ll need to consider housing with lower costs, downgrading to a car with lower, or no, monthly payments or even getting a roommate.

10. Get a temporary job or side gig.

If finances are challenging during your unemployment, find a temporary job, like retail or food service.

This will also prevent a gap in your employment. In today’s gig economy, you can consider self-employment options like freelance writing or driving for Uber. Remember, though, that some gigs may require an upfront investment or may not pay out immediately.

11. Take care of yourself.

In an interview with Monster.com, Dr. Melodie Schaefer, from The Chicago School of Professional Psychology, identified self-care as a crucial practice during unemployment.

This means staying fit, whether it’s working out or taking a walk in the park, and engaged, like a game night with friends and family. Keep mentally fit by doing crossword puzzles or free brain training apps.

12. File for unemployment.

If you were not terminated because of clear misconduct, then it’s likely that you qualify for unemployment. The Balance recommends checking with your state’s unemployment office to see if you’re eligible.

In general, the unemployment office will side with you over your employer unless there is a clear, demonstrable offense for which you were let go. If you’re not sure, just go for it.

That was the biggest regret for Nichole B. of Dayton, Ohio, when she was terminated last spring for metrics that were beyond her control. Because there were some discrepancies about her performance, she wasn’t confident in applying.

“I didn’t apply for unemployment and I wish I would have. I wouldn’t have gone through nearly as much of my emergency savings as I did,” Nichole said.

Nichole’s story, fortunately, had a happy ending. Shortly after beginning her job search, her previous company unofficially admitted it was wrong for firing her and did the unthinkable. “I was approached by my former company and asked to come back,” Nichole explained. “I ended up returning because they offered me incredible pay, a better schedule and a manager title.”

13. Update your resume and start applying for jobs.

The most important thing you can do when fired is to begin looking for work again. The shorter your gap in employment, the stronger your resume — and finances — will be. The Balance explains that resumes and cover letters need not address your termination; just stay positive: “There is no point in bringing up the circumstances of your leaving until you have to.”

14. In applications and interviews, be honest.

While you can typically avoid mention of your termination in your resume and cover letter, honesty is key in your applications and interviews.

In fact, lying on an application can disqualify you from unemployment benefits and could be grounds for termination at any point, should that company hire you.

Senior talent acquisition specialist at Forrester Research, Abigail Smith, gave some solid advice for anyone who has been fired and is prepping for their first application or interview. “Do your homework on the company. See if you know anyone who works there or a second connection who could maybe introduce you to be referred in,” Smith said.

She added, though, that “honesty is the best policy when it comes to why you were fired.”

Smith and any other skilled recruiters or hiring managers will be sure to get to the bottom of your employment history in an interview. “I will typically ask what made them change companies,” Smith said. “Really what I want to know is if they left on good terms. If performance was the reason they left, how were they measured for success in that role? What limited them from performing well?

“If there is a gap in employment,” she continued, “what were they doing during that time? It could be anything from small side projects to helping a family member. We are all human. Just have a good explanation for the gap!”

In short, be transparent about your termination when asked or, if possible, find a way to bring it up before they ask and pivot with what you have done since. If it was downsizing, say so and move on. If it was performance related, explain what personal and professional steps you have taken since to improve yourself and ensure it won’t happen again.

Getting fired can be emotionally, mentally and physically draining, and, if mismanaged, the termination can wreak havoc on your finances. Be proactive in the face of termination, stay positive and don’t give up. Your next big career move is waiting for you

 

Businessinder.com | August 6, 2018 | Timothy Moore, The Penny Hoarder 

#JobSearch : Why You Have A Better Chance Of Finding A Job In September. You Have a Small Window of Opportunity. A MUst REad!

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The Adult Version Of Going Back To School

September is one of the best times to kick off a job search. Not all seasons are the same when it comes to interviewing. Some times of year are considerably more active than others. January and September rank highest on the list of the hottest times to embark upon a job search.

As adults, we still harbor the dreaded back-to-school mindset. Once the summer ends and September starts, we begrudgingly accept the harsh reality that we need to get serious about our careers again. No more long three-day weekends on the beach or family vacations. We sadly say goodbye to the leisurely coasting through August and mentally prepare for getting back in sync with the daily grind.

Why It’s Slow And Frustrating In August

Human resource professionals, recruiters, hiring managers and others involved in the hiring process have been taking it relatively easy during the summer months, especially towards the end of August.

There are too many interruptions in the interview process during the summertime. As it’s prime vacation time, job hunters are frustrated by the lack of communication and intermittent interview requests. Job hunters are at the mercy of the vacation schedules of the corporate people involved with the hiring process.

It’s a cycle of one after another being out of the office, making it difficult to build momentum in the search. A job seeker needs to wait around as the HR person is away on holiday, then when she returns, the hiring manager is flying out to see family in another state or country. Upon the return, others tasked to be part of the interview cycle take their last bit of paid time off.

 

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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, UK, & Mexico!  

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

Article continued …

Hiring Starts Revving Up Again

September is the unofficial tacit acknowledgment that we must get back into gear. Managers complain to their HR departments that they are not receiving enough candidate flow. They complain that the Great Resignation and Quiet Quitting trends are causing problems. The managers say, ‘we don’t have enough staff to keep up with the workflow,’ and they are afraid to fire the people who are coasting as they recognize it’s not easy to find replacements, and if they do, the salary demands and workstyle requirements will be much higher.

Feeling the heat, HR and internal corporate talent acquisition personnel ramp up their hiring process. They post job advertisements on LinkedIn and other sites, start outbound reach outs to solicit potential candidates, and consider promoting from within.

There is a small window of opportunity to source, recruit and onboard new employees. We have a stretch of around three months to procure talent from September to the beginning of December. Job hunters and companies must be active as the situation quickly changes around Thanksgiving. Once the holiday season commences, and we get closer to Christmas and Hanukkah, the job market slows down.

How You Can Take Advantage Of This Time

Try to block out all the challenges we’ve been confronting: record high inflation, a possible recession, higher interest rates, layoffs, monkeypox, and potentially getting dragged into Russia and the Ukrainian conflict.

Instead of looking at the bad stuff, view September as a reboot. Take bold steps to find a new job or advance within your current firm. Ask colleagues who found a great new job who were their recruiters. Get in touch with the headhunters and share what type of role, compensation and corporate title you seek. Now that companies are ordering people to return to the office, investigate what position a target company is taking; will it be remote, hybrid or in-office?

If you’ve neglected your resume and LinkedIn profile, start updating them. Reach out to people in your network to find interesting, lucrative job leads. Brush up on your elevator pitch. Roleplay interviewing with others to practice before you go on official interviews.

Since the job market is more tenuous compared to 2021, it’s understandable that you may not want to switch jobs. If that’s the case, initiate a campaign to advance within your current firm. Request a conversation with your boss to discuss your future. Share what you want to do next. Push a bit to get a timetable of how fast you will advance and what you specifically need to do to exceed expectations.

What To Watch Out For

September is a good starting point, but it’s not perfect. You need to be aware of timing issues. For example, white-collar, tech and other mid to high-level professionals expect a hefty bonus around January. Find out if the company will make good on the money you’ll be leaving behind.

Employees in fields such as Wall Street and the tech industry receive large bonuses, stock and options in addition to their base salaries. After a lengthy interview, the person may tender their resignation in October.

With a two or three-plus notice period, the person may start the new job in November. This could cause a challenge for the company doing the hiring. The firm may push back on paying out tens of thousands to the incumbent to compensate for the money they are walking away from. Some managers feel it’s not worth it to buy out a bonus, stock and options for only working at the new company for one month or so and move on to other applicants.

As you’ve noticed, we are going through fast-changing times. Thoroughly check out the company that you’re interviewing with. You want to find out if they have any layoffs planned, how they dealt with prior downsizing, and if they are in a stable financial situation or facing problems. If you know someone at the company, discreetly ask them if they can fill you in on any potential issues that could change your mind about continuing the process.

 

Forbes.com | September 5, 2022 | Jack Kelly 

#BestofFSCBlog : Over 6K Reads! The Real Reasons Why You Are Not Getting Ahead At Work—And What You Can Do About It. Bosses will Hold you Back for Their Own Selfish Reasons. A MUst REad!

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You’d like to believe that you’ll rise to the top if you’re talented and a hard worker. However, it’s a naive way to look at your career. For most people, no one is going to come to your rescue and sweep you off into the C-suite. Instead, bosses will hold you back for their own selfish reasons.

The Boss Holds You Back Because You Do All The Work

Your supervisor knows you are a rockstar, but keeps it a secret from others within the organization, especially the top executives. Your boss purposely wants to hold you back. Secretly, the supervisor feels threatened by you.

They know that you are amazing, but can’t afford to lose you if you get a promotion and advance within the ranks. Without you, they’d be lost. The supervisor desperately needs you to make them look good. Rather than extolling your virtues and telling everyone about your accomplishments, the boss hides it.

The reality is that you’re too good at your job. If you were promoted, no one could step into your shoes. This leaves you stuck in place. The boss won’t tell you the truth because it’s cruel and unethical to keep you trapped for their benefit and to your detriment.

 

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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, UK, & Mexico!  

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

 

Article continued …

You Are Not Playing The Right Game

In school, you’re told that if you pay attention and work hard, you’ll get good grades. However, they don’t teach you about the real world. Working hard helps, but that’s only a tiny part of being successful. It’s not enough. You need to play the game. You need to shmooze the right people, get on the fast-track projects and make yourself known.

This means you have to get good at navigating and excelling at office politics. You need to work smart and let people know of the great work you’re doing.

It’s important to cultivate and build strategic relationships with people who can help grow your career. Seek out mentors who can show you the way, introduce you to key players within the firm and teach you how to avoid pitfalls.

Layoffs And Hiring Freezes

The current economy and job market for white-collar professionals aren’t great. On a nearly daily basis, there are announcements of layoffs, hiring freezes and job offers being rescinded. In this type of environment, you need to fend for yourself.

Everyone is trying to avoid being the person who will be let go. It’s a game of survival. Budgets are slashed. Cost cuts are commonplace. Management doesn’t have an appetite to promote and advance people. They are more focused on just keeping their heads above water. Your advancement or promotion is far down on the list of their concerns.

What You Need To Do To Turn Things Around

There are only four months left until the New Year. You have ample time to start laying the groundwork for a promotion and raise right now. Don’t wait until the last moment, as it will be too late.

You want to signal and have evidence that you are a much-needed employee. Keep meticulous track of all of your wins. Make sure that your boss is aware of what you are doing. Do this in person, as well as in writing. You want a paper trail of emails, memos, and texts citing all of the great work you’ve done. Point out the times when you exceeded expectations. Go above and beyond your responsibilities and keep your manager informed of the impact you’re making at the organization. In addition to the boss, subtly let others know of your accomplishments.

Play The Game

Go into the office regularly. With fewer workers around, you’ll stand out. Make sure that your presence is known. Chat with people in the hallways and cafeteria. Get in front of other managers, let them know what you’re up to and ask if they need any assistance.

Purposely send emails and texts and leave voicemails early in the morning, late at night and on the weekends. It may be rude, but these actions make the recipients notice that you’re working long hours and have a strong work ethic, unlike some of your co-workers who are quietly quitting.

Pop into the boss’ office to inquire what you can do to help them. Avoid fraternizing with people who tend to complain, gossip and are going nowhere fast. No matter how bad things get, always remain positive. While work-at-home attire has crossed over to the office, stand out by dressing as if you are a few levels above your station.

The Pitch For A Promotion

Before you know it, December will roll around. It’s time to capitalize on all the work you’ve done to break out and get to the next level. Put together an elevator pitch that concisely and succinctly sets forth all the great things you’ve done over the last year. Use this data to ask for a promotion, higher corporate title, a raise and larger bonus.

Be Prepared For Pushback And Go For The Jugular

Since your boss has been holding you back, there may be some resistance. If this happens, you need to be direct. Let them know that you know that they know you’re the one who’s been doing all the work. It may be uncomfortable, but call your supervisor’s bluff. Tell the boss, after all you’ve done, if a promotion, raise or bonus are not in the cards, you’ll let their manager know what’s been going on.

Say that you will start searching for a new job. Recognizing that the company is allowing attrition without replacement and hiring freezes are in effect, the manager will likely give in. They’ll realize that without you and no replacement on the horizon, management will discover that your supervisor is a fraud and has been riding your coattails for years. It’s a bold move, but sometimes you need to play hardball to get what you want to advance and succeed.

 

Forbes.com | September 1, 2022 | Jack Kelly

 

#YourCareer : Quit Your Job? Change Careers? This New Book Can Help You Make Better Decisions. GReat REad!

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Laurence Alison is a professor of psychology at the University of Liverpool and the Director of Ground Truth. Dr. Neil Shortland is a world expert on military decision making, who has worked with The Ministry of Defense (MoD), the United States Department for Defense and National Institute for Justice. Their new book, Decision Time: How to Make the Choices Your Life Depends On, includes some high-stakes examples from military campaigns, terrorist situations and natural disasters, but offers valuable information for everyday life decisions, including career moves.

If you’re debating whether to take a new job, weighing a change of career or thinking of starting a new business, Decision Time offers specific advice and general frameworks to break down complex, sometimes amorphous decisions into actionable steps. Here are five favorite takeaways from the book that are particularly relevant to career decisions:

“When faced with what seems like a decision, your initial task is to work out whether there is, in fact, a decision to be made at all….We often find ourselves falling into this pattern of agonizing of decisions that are not available to us, or that we do not have the power to make” – Laurence Alison and Dr. Neil Shortland in Decision Time: How to Make the Choices Your Life Depends On

 

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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Twitter: Follow us @ firstsunllc

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, UK, & Mexico!  

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

 

Article continued …

 

Too many unhappy people stay at their jobs because they think the first decision is “Should I take a new job?” or “Should I start that new business?” They fritter away their scarce free time and energy belaboring over how difficult it would be to make such a transition or how much salary they might have to give up or how hard it would be to find something new, rather than actually starting the process. As Alison and Shortland point out, you need to make sure there is a decision to make, and in the very beginning of career exploration, you don’t have an offer to respond to or a new business to launch. Your immediate decision is to get started with something. Quitting your job or putting up funds for a new venture comes much further down the road, but it paralyzes people unnecessarily.

“Five frogs are sitting on a log. Four decide to jump off. How many are left?  Answer: Five. Why? Because there’s a world of difference between ‘deciding’ and ‘doing’.” – Laurence Alison and Dr. Neil Shortland in Decision Time: How to Make the Choices Your Life Depends On

 

With complex decisions like a next career move, there are lots of smaller decisions that need to be made first and acted upon before getting to the dramatic crossroads of stopping whatever you’re doing to take up something new. In the case of a new job, this includes figuring out what you might want to do next, researching other companies, looking at job postings, updating your marketing material, refining your interview technique and more. This is where deciding meets doing and what drives a job search forward.

 

“Many people assume that the biggest ‘mistake’ you can make when making a decision is to choose the ‘wrong’ thing. But our experience and research has led us to believe something very different: the biggest ‘mistake’ you can make is to do nothing.” – Laurence Alison and Dr. Neil Shortland in Decision Time: How to Make the Choices Your Life Depends On

 

When changing careers – to a new industry, new role, or from employee to entrepreneur (or vice versa) – the potential regret of making a wrong pivot keeps some people stuck where they are. But this just trades the potential of being unhappy for the certainty of staying unhappy! If quitting your job turns out to be a mistake, you can go back – there have been enough people who have done that that the Great Resignation has been met by the Great Return. If you pivot to a new industry or role and prefer your original one, you can rebrand the pivot into a learning experience. If you launch a business and it fails, as long as you avoid financial ruin, you can make back the costs. Jeff Bezos has a useful decision framework about making decisions quickly when they can be reverted and taking extra time and care only when they cannot. With careers, few decisions cannot be unwound.

“Decisions are just as much about when you do something as they are about what you actually do.” – Laurence Alison and Dr. Neil Shortland in Decision Time: How to Make the Choices Your Life Depends On

 

Alison and Shortland emphasize the importance of timing in decision-making – the “when” and not just the “what”. Timing is critical in many career decisions. When you lobby for a promotion, the right time is when you have had a big win. It is also before decisions have been finalized so you can make your case while budget and titles can still be allocated. When you make a big transition (e.g., to a new job, to a different career, to launch a business), the better time is when there aren’t other momentous events happening in the household. If your significant other just started a big new job, they won’t be able to provide extra support during your transition. If your child is just entering school or you’re moving residences or a family member needs medical care, you will be pulled in too many directions.

“Ignore the choice and you’re giving up the chance to influence future events – and that’s one of the greatest chances life offers any of us, and never one to turn down.” – Laurence Alison and Dr. Neil Shortland in Decision Time: How to Make the Choices Your Life Depends On

While Alison and Shortland remind the reader that sometimes there isn’t a decision to be made or, due to timing, it’s best to wait and take more time, they also talk about when to be decisive and make that choice. The book outlines different types of decision-makers so that readers can see what their tendencies are, the advantages these tendencies might convey and the disadvantages to watch out for. The book also offers different models for making decisions so that readers have frameworks to follow when a choice can be made. Because career moves have so many moving parts, the insights and information in Decision Time create a scaffold to help readers think through the different moving parts more carefully and objectively.

Make more informed choices. Neither rush, nor delay, but show impeccable timing. Recognize that no choice is actually a choice and likely a mistake. Take action once a decision is made. Only decide when you actually have something to decide. These are all excellent tips for making smart career moves and are covered exhaustively and engagingly in this highly recommended book.

 

Forbes.com | August 29, 2022 | Caroline Ceniza-Levine

#YourCareer : Fed Chair Jerome Powell Says Fighting Inflation Will Cause Job Losses: Here’s What You Need To Do Now. In these Challenging Times, you Can’t be Complacent. MUst REad!

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In a blunt 10-minute speech at the annual Jackson Hole Economic Symposium on Friday, Federal Reserve Chair Jerome Powell said he’s following through with his promise to raise interest rates and do what’s necessary to cool down the economy.

Powell didn’t pull any punches saying that higher interest rates will push down inflation to the Fed’s 2% target level. As a result, the U.S. will experience slower growth and a weak job market. He freely acknowledges that many Americans will feel the ‘pain’ and lose their jobs.

How We Got Into This Predicament

Going back to the financial crisis, before Powell, the Federal Reserve Bank used its financial tools to prop up the economy and stock market. The Fed’s policies remained essentially unchanged up until now.

During the pandemic, Powell and the federal government flooded the economy with trillions of dollars to provide much-needed funds to families and businesses. One of the united results was the creation of an everything bubble ranging from runups in the stock and cryptocurrency markets, and venture-funded startups that minted multi-billion dollar unicorn companies.

Powell is in an unenviable position to make the economy worse before it can get better. It’s frustrating that we need to trust Powell, who, along with Treasury Secretary Janet Yallen, missed the harmful effects of inflation early on, claiming it was only “transitory” and would subside after a while. It didn’t, and inflation hit 40-year record highs.

Americans are now paying the price for the bursting of the bubble. The Fed and government’s massive spending programs led to record levels of runaway inflation, creating another tax on people and companies.

How Does Powell’s Program Work?

To dampen the economy, Powell is raising interest rates and withdrawing all the quantitative easing policies that were in place. In a more fiscally restrictive environment, businesses will feel the pain.

They will no longer have access to inexpensive funding, and their costs will dramatically increase. One of the intended results is that businesses will enact massive layoffs to cut costs. On a nearly daily basis, companies are announcing layoffs, hiring freezes, allowing attrition without replacement and rescinding job offers.

Powell has been telling the country that he will cause pain by raising interest rates and through quantitative tightening. The problem is that Wall Street and others didn’t take him seriously enough. They were betting that he was bluffing and would eventually ease up.

After an initial shock from Powell’s policies, stocks plunged but later rebounded, as investors thought they were out of the woods. Their misplaced optimism may have been the impetus for Powell’s no-nonsense blunt message.

His thesis is that as the economy shrinks, people lose their jobs. As more people lose their livelihoods, they’ll forsake spending money on purchasing goods and services. When this happens at scale, the economy contracts, causing a downward spiral.

For instance, interest rates on buying a home nearly doubled recently. The housing market went from people bidding over the asking price to families walking away because they couldn’t afford to pay the higher monthly mortgage rates. Housing is one of the largest sectors. If people cannot buy homes, there will be less need for architects, real estate agents, contractors, electricians, carpenters, plumbers and other blue-collar professionals.

 

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Article continued …

 

Wall Street’s Harsh Reaction to Powell’s Speech

The Dow Jones Industrial Average, a bellwether index for the stock market, plummeted more than 1,000 points on the news. Other major indices plunged as well. According to Bloomberg, Powell’s bare-bones speech resulted in a massive loss of around $78 billion for the fortunes of some of the world’s wealthiest people. To be clear, unless a person sold their securities, it’s only a loss on paper. If the stock market turns around in their favor, the values may increase again.

  • Jeff Bezos, Amazon’s founder and former CEO, lost $6.8 billion.
  • The high-profile Tesla CEO and possible Twitter boss, Elon Musk, lost $5.5 billion.
  • Bill Gates, the Microsoft co-founder, watched as he lost 2.2 billion dollars
  • Grandfatherly Warren Buffett’s net worth fell by $2.7 billion.

 

What Workers Need To Do Now

In these challenging times, you can’t be complacent. Take action to protect your job or make efforts to find a safe role elsewhere. You may have to make some sacrifices. For example, you may prefer working remotely, but consider going into the office to be seen. Once key managers and executives notice your work ethic and productivity, they’ll view you as indispensable.

Below are areas you can be proactive now: 

1- Get in touch with members of your network. Ask around to see if anyone has some good job leads or can make introductions to a target company that you’d love to work for. If you decide to switch jobs, make sure the new firm is financially strong and doesn’t have plans to lay off employees.

2- Update your résumé and LinkedIn profile. Find recruiters who specialize in your space and can keep an eye open for opportunities. Don’t take too much risk with your investments in stocks or cryptos.

3- When you interview, don’t be afraid to ask tough questions. You want to ensure that the position is right for you and that you’re not just jumping on the first offer. Avoid disparaging your former boss, company and colleagues, as it’s a turnoff to interviewers. They’ll assume you’ll talk bad about them too when you leave.

4- If you want to remain with your company, request a meeting with your boss. Tell them you love the place, think they’re a great manager and believe in the corporate mission. Share with them your goals and aspirations. The best outcome would be that your supervisor is relieved the conversation isn’t about quitting, and they’re delighted that you’re committed to the company and want to advance. You can collaborate on a path to reaching your desired role within the firm.

5- Pay close attention to your finances. Pay off credit cards and other debt, as the interest rate will escalate. Reign in unnecessary expenses. Put aside money, in case you are out of work for a while. Find ways to earn additional income streams. This could include gig work, starting a side hustle or an online business.

6- Use this time to learn new skills that will make you more employable. There are many online courses such as the Flatiron School, Goodwill, Coursera and Codecademy. You could sign up to learn in-demand skills. The classes can be attended whenever you want. At the end of the program, you’ll receive a certificate, badge or accreditation that could help you advance within your organization or when you’re hunting for a new job.

Try To Stay Positive

It is easy and understandable to become despondent during tough times. You can’t let people pick up on it. Work on your mindset, as you need to be mentally strong during tough times.

Hiring managers and interviewers desire winners who are positive, confident and charismatic. Cast aside any negative thoughts and teach yourself how to come across as likable and charming. When a business conducts layoffs, management is more prone to retain people they like and are comfortable working with, even if it’s a choice between a more experienced colleague.

 

Forbes.com | August 27, 2022 | Jack Kelly

#YourCareer : You May Be Quiet Quitting, But Could Your Boss Be Quietly Firing You? A MUst REAd for All!

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Quiet firing is a largely unreported trend that has been going on for years. You may have experienced this directly, but didn’t know that there was an actual thought process and concerted effort on the part of the manager to get rid of you.

If you ever wondered why you felt persecuted and targeted, here’s what happens with quiet firings.

The Manager Has Something Against You

Sometimes a manager just doesn’t like you. The workforce isn’t different from the outside world. You become friends with some people and avoid others. The people you enjoy may share common interests and are generally on the same wavelength as you. The people you exclude from your inner circle may have different opinions or personalities that don’t resonate with you.

Bosses are human—despite what most people think—and anoint certain workers as rock stars and lavish them with attention, career-enhancing assignments, promotions, boosts in salaries, bonuses and corporate titles.

Conversely, if the supervisor never takes a liking to you, the treatment ranges from disinterest to making your work life so unbearable that you quit of your own accord.

Making Your Work-Life Miserable

To shove you out the door, the team leader will give you the worst tasks. They’ll criticize everything you do. In your boss’ eyes, you can’t do anything right. In front of co-workers, they’ll yell at you for making a minor mistake and treat it as if it is a catastrophe. You won’t be invited to important meetings. There will be conflated reasons for why you didn’t deserve a raise, promotion, stock options or bonus.

The manager will openly talk poorly about you in front of others. The staff gets the message that you’re being targeted and will withdraw from interest in you, as they don’t want to invoke the anger and wrath of the boss.

Unrelenting criticism, public humiliations, nagging, fault finding, thwarting any chances of advancements and souring senior management on you will eventually wear you down. There is only so much abuse you can take.

After a while, you realize that things will never change. You start quietly quitting, getting in touch with recruiters and searching for a new job. You figure you’d rather leave of your own accord than continue being punished and ultimately fired.

Some companies prefer to make life uncomfortable for workers, so they depart of their own volition. With attrition, businesses won’t attract the headlines, touting the number of people laid off. They also may not have to pay severance packages.

 

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

Article continued …

It’s Not Your Fault; It’s Just Business

After a blazing hot economy and job market in 2021, out-of-control inflation, recessionary worries, armed conflicts in Eastern Europe, supply chain disruptions, higher interest rates and other factors substantially cooled down the growth and enthusiasm. Businesses regularly announce job cuts, hiring freezes and job-offer rescissions on a daily basis.

The unpleasant reality is that managers are tasked with determining who will stay or be selected for a layoff when conditions deteriorate and the company needs to cut costs. It’s not an easy spot for the manager to be in. They’re told by senior management to evaluate their team and ascertain a ranking of the top performers down to the least productive members. The lower-ranked people are now in jeopardy of being part of the next round of layoffs. You may be a solid performer, but unfortunately someone has to go.

Why You Feel Micromanaged And Under Surveillance

In today’s litigious society, supervisors need to be careful before terminating an employee. The firing could cause the impacted person to claim that they were discriminated against and take legal action. An accompanying public relations nightmare and backlash will ensue, sullying the organization’s reputation.

To avoid this landmine, the manager needs to document why the person was chosen to be let go. They need to continually watch over your work product and offer constructive criticism when mistakes are made or a failure to meet the required goals.

Notes will be made to your file to create a paper trail of reasons as to why your performance was not up to standards. You’ll be called into meetings with senior-level executives to discuss your shortcomings and deficiencies. This sets up the paper trail leading up to the firing.

You’ll feel watchful eyes upon your every move. The manager will feel out your co-workers, clients and other collaborators to gain a sense of the quality of your work. Intrusive stealth surveillance software may be loaded onto your computer to see if you are actually working or surfing social media, online shopping or watching TikTok videos.

Sorry, It’s Time For You To Go

As the situation worsens at work, the company now possesses all the documentation to add you to the list of layoffs. This doesn’t necessarily mean that you are a bad employee or did something wrong.

Sadly, when companies are forced to cut costs, it’s the worker who gets the shaft. The C-suite needs to watch over the organization’s finances and reducing headcount is one of their go-to solutions. Try not to take it personally, as it’s only business.

Before Giving Up, Try Talking To The Boss

Although it may be a lost cause, you may want to have a conversation with your boss. Share with your manager that you feel that you’re being unfairly persecuted. Provide facts, data and any correspondence from co-workers and clients that show you are in fact a productive worker and good at your job.

Try to clear the air. Since you have nothing to lose at this point, be direct. Let the boss know that you are cognizant that there is a target on your back, believe the criticisms are unjustified and the rude comments made in front of colleagues are inappropriate and uncalled for.

Inquire if there is a way to reboot the relationship. It could start right now with an honest, nonconfrontational conversation in which both parties speak freely and actually listen to what the other person says.

Call for a fresh new start, which will include incorporating all of the feedback the boss has offered. Since it’s a two-way street, the manager must put aside their animosity and view you in a fresh new light untainted by past prejudices.

 

Forbes.com | August 25, 2022 | Jack Kelly 

#YourCareer : Follow These 5 Steps to Make Your Next Difficult Conversation Easier. Great to Read & Share!

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As a police sergeant, defensive tactics instructor, and member of the regional crisis negotiation team (outside of Boston, Massachusetts), Din Jenkins in no stranger to difficult conversations and high-stakes scenarios. Jenkins is also the CEO of his own company, Supply the Why, which focuses on conflict resolution and DEI training.

In recent years, Jenkins has found himself facilitating a number of difficult conversations between police and civilians regarding the appropriate use of force and other tactics. He joined Negotiate Anything to share his simple, five-step framework for successfully navigating conversations where the subject matter may be especially sensitive or difficult.

Start Small

According to Jenkins, some of our most difficult conversations are those that are emotionally charged and/or involve a highly polarizing topic. Because these conversations can’t be avoided, especially in today’s society, it’s important to approach them in a manner that will be safe for all involved.

Start with a small group; a one-on-one conversation is ideal. The goal is to avoid large groups where multiple people’s ideas align and one or two people feel outnumbered or ganged up on.

“We tend to gravitate towards people who share our ideologies and values,” Jenkins shared.

In emotionally-charged conversations, this can lead to a pack mentality and ultimately, an unproductive (and potentially highly confrontational) conversation.

 

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Article continued …

 

Be Realistic

It’s important to remember that complex situations cannot and will not be solved in one conversation. From reproductive rights to foreign affairs, there is no shortage of complex issues to discuss in today’s world.

To solve some of these problems and the associated tensions, difficult conversations are necessary. That said, realistic goals should be set from the start. One of the best ways to do this is to acknowledge that a follow-up conversation (or multiple) will likely need to be had. Then, allow the first conversation to be all about exchanging ideas and building trust.

“Once you have that foundation of trust, people feel safe to have more of these conversations,” Jenkins explained.

 

Stay Focused on One Topic

When we’re involved in highly emotional discussions, it can be hard to stay focused on one topic. Once our emotions become triggered, logic and rational thought sometimes go out the window.

“This is the one that really requires the greatest amount of internal discipline,” Jenkins said.

To keep the conversation on track, and avoid any potential attacks, slow down and try to stay on one topic at a time. Then, take the opportunity to let your conversation partner ask their questions and seek clarification.

Do Your Homework

In emotionally-charged conversations, especially where issues related to identity are being discussed, participants will often want to validate their argument with data.

With a long career in law enforcement, Din is familiar with this tactic but advises against it. Not only can statistics be manipulated to support varying sides of the same argument, but should those stats be incorrect or misrepresented, trust will likely be compromised.

Not only do you lose credibility but this can also cause the opposite side to retreat back into defensiveness.

While Jenkins generally advises against the use of data, he has advice on how to safely incorporate facts into the conversation.

 

“The best way: let everybody get their turn talking,” He explained. “You have to be patient and there has to be that trust that both people will get the opportunity to present.

 

Don’t Try to Win the Conversation

Finally, though it seems counterintuitive, Jenkins encourages people to enter the conversation with a collaborative mindset (where possible).

Because so many of these conversations involve highly-sensitive topics and passionate people, oftentimes the focus of the conversation becomes “winning” or proving that one perspective is best.

When dealing with complicated matters like politics and race, it’s unrealistic to expect to change somebody’s opinion in one conversation. Rather than viewing the discussion as an argument or debate, seek to exchange ideas and thought processes. Then plan to follow up at a later time.

Equally important is identifying your personal goal in the conversation. Oftentimes these discussions take place because two or more people will be interacting on a regular basis (at work or in social environments) or because one or more parties are seeking mutual understanding in a close, personal relationship.

If this is the case, mutual understanding and respect should certainly be one goal. That said, take time to discuss your hopes for the conversation and future relationship.

 

Forbes.com | August 23, 2022 |  Kwame Christian

 

#BestofFSCBlog : Over 8K Reads! 5 Ways To Manage Your Career Ahead Of A Recession. Chances are You’re feeling some Concern about the Economy and the Job Market.

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If you’re an employee, chances are you’re feeling some concern about the economy and the job market. And your concerns are reasonable, given the number of companies taking action to lay off workers or freeze hiring.

But while it’s easy to let your anxiety take center stage, you can respond proactively and also protect your current position with some pragmatic choices.

Concerns Are Justified

As you consider how to react to the current context, it’s helpful to be clear about what’s going on and focus on the facts. According to a study by the Conference Board, 41% of respondents believe we’re already in a recession, and 33% believe we will be in a recession in the next six months.

Much of this belief is based on organizations which are tightening their belts. For example, 36% of people say their companies are restricting hiring to critical roles, and 22% say hiring has been frozen entirely. Another 19% report their company has taken steps to restructure, and 13% say their organization is laying people off.

A study of 4,500 people by FlexJobs reinforces concerns with 25% of people saying they’ve been laid off or know someone who has. And 18% of people have had an offer rescinded or know someone who has. According to the Conference Board research, concerns about job loss are concentrated among Millennials with 64% expressing worry compared with 46% of Gen X and 26% of Baby Boomers.

 

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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 …

Taking Action

While it’s best to stay calm, it’s also smart to know what’s happening around you so you can respond constructively.

Focus on Your Finances

Choices about your career are closely tied to your finances and the degree to which you feel financially secure and financially flexible. Whether you’re facing a potential layoff or a job change, these experiences are woven closely with your financial position. Many people are fearful. The Conference Board found 60% are worried about a decline in the stock market. This was especially true for Baby Boomers, 71% of whom are concerned compared with 59% of Gen X and 43% of Millennials. In addition, people are also anxious about losing their jobs (42%) and the loss of health benefits (14%).

By making some changes in your investments, spending and budgeting, you can shore up your position for a shifting job market. In the Conference Board research, 66% of respondents plan to respond to economic slowdown by curtailing their spending or delaying bigger purchases (54%) like cars or houses. Many (32%) are planning to increase savings or shift their investment portfolios (19%) to reduce risk. All of these are strategies you could consider.

The bottom line: More financial freedom also gives you greater career confidence—knowing you can survive if your job is eliminated or if you want to jump to another opportunity.

Focus on Your Choices

Another key step you can take is to evaluate where you are in your career—and whether you want to dig into your current role or make a change.

In the FlexJobs study, inflation was a factor for 80% of people who reported it’s impacting their career decisions. And 73% of people said the biggest concern affecting career choices was a recession. According to the Conference Board study, 40% of Baby Boomers say they’ll delay retirement if there is a recession.

Given these factors, there are three ways you can think of your choices:

  • Consider how much you’d like to make a change, knowing the job market is tightening. Focus on two questions: What’s satisfying or dissatisfying in your current role? How important or impactful are those elements for you? For example, if you lack a sense of meaning in your work, and if this is having a significant effect on your motivation and happiness, it may be wise to make plans for a job search. On the other hand, if the organizational communication is sub-par, but it doesn’t have a huge effect on your day-to-day experience, your best bet may be to stay where you are.

 

  • Consider whether something better is available. In a tighter job market, you may also have less power than you had in the past—in terms of demanding pay, benefits or even remote work. In the FlexJobs survey, 44% of people thought it would be harder to find a remote job in the coming year. They’re probably right. Greater numbers of employers are seeking to bring people back to the office at the same time more people are looking for jobs—and people are increasingly willing to take jobs that require time in the office.

 

  • Also, consider how much effort you’d like to put into a job search. In the FlexJobs survey, 62% of people didn’t feel very confident about their ability to find another job, given the market. In addition, 43% said it took them more time to find a new job than in their previous searches. Know that if you choose to make a change, there will be a fair amount of effort you’ll need to spend on searching for a new role. Factor this into your decision making.

 

Focus on Performance

Another way to respond to potential headwinds in your job security or career options is to perform brilliantly and bring your best. When times are tough, it’s easy to become anxious or distracted. Don’t lose your attention, and avoid getting pulled into the rumor mill. Employers value those who keep a cool head and maintain engagement, even when things are challenging.

Focus on doing great work. Focus on your customers (internal or external). Focus on your team and your colleagues, and delivering great outcomes to them. When you can maintain your motivation, it will enhance your value and your job security.

Focus on Your Network

Another smart investment of your time and energy through tough times is in your network. You may be facing concerns, but so are your friends and co-workers. Tune in, ask questions, listen and demonstrate empathy. When you focus on the community and how you can support others, it will add to your own happiness and fulfillment, and will be a benefit to the team.

In addition, renew connections in your network. When you invest in your relationships on an ongoing basis, people are more likely to be present if you need their help in testing the waters for a new opportunity or seeking a new role.

Focus on the Future

You can also manage your concerns and reduce your worry by focusing on the long view. Remind yourself there are always ebbs and flows in the economy and in any role—and you have the skills and talents to get through successfully. Focus on what you can learn as you face challenges and overcome them.

Ironically, when things are significantly disrupted, the situation can be especially rich for new possibilities. You may find yourself with severance or outplacement support to find the new job you’ve been wanting anyway. Or the company restructure may position you perfectly to take on a new role which is the perfect next step.

Resilience is about three things: knowing what’s happening, making sense of it and then responding or improvising. Stay informed, evaluate how the situation is affecting you and then be proactive with your response. Every tough situation you encounter builds your capability and your adaptability. Resilience is a muscle you can build, and focusing on your own ability to get through will help.

In Sum

You may face challenges, but you can be proactive and protective. Shore up your finances and evaluate your current role. Ensure you’re adding value to the company and community. And overall, stay optimistic. Give yourself permission for a down day now and then, but then get back up and look forward—to all that will be coming over the horizon.

Forbes.com | August 23, 2022

#CareerAdvice : What To Do If You Work For A Narcissistic Boss. What Are The Warning Signs & What to Do? Thoughts/Suggestions?

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Have you ever started a job and had a weird feeling about your new boss? They seemed polite, considerate and caring during the interview process. The manager made exciting promises about career growth within the organization. They confided in you that they were on a fast track to becoming a top executive and would take you along for the ride.

Over time, you’ve noticed a change. The supervisor has a darker side: a highly inflated ego, an inflated sense of entitlement and a glaring lack of empathy for their team.

At first, you may have given your boss the benefit of the doubt. You rationalize that you’ve all been under a great deal of stress and anxiety over the last two years dealing with the pandemic. You make an excuse for them, telling yourself that you never really never know what a person is going through. You tell your co-workers that problems at home could be the reason for the outbreaks.

As time progresses, it becomes clear that it’s more than just having a difficult boss. The person is disconnected from reality. Your manager may be a narcissist.

 

Here are some signs to watch out for to determine if you’re working for a narcissistic boss.

What Is a Narcissist?

A narcissistic boss is not like the boss from Dilbert⁠—this person is on a whole other level. A narcissistic personality disorder demonstrates a pattern of arrogant, self-centered actions.

The boss is devoid of empathy, lacks consideration for the staff and constantly needs people to provide them affirmation and adoration. You’ll notice that the supervisor tries to manipulate and take advantage of the weaknesses of others. The manager is primarily concerned with their career and disinterested in the growth of their staff.

The workplace becomes toxic as narcissists create friction, tension and drama to gain a continual flow of attention.

A disturbing element of narcissists is that they are drawn to power and are status seekers. They possess the learned skills of seizing opportunities to advance themselves up the corporate ladder without any regard for those who are trampled upon to get there.

 

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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, UK, & Mexico!  

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

 

Article continued …

 What are the Warning Signs To Look Out For

A narcissistic boss feels entitled to privileges and special treatment. They will manipulate workers to get what they want, even if it means stealing credit for another person’s work product.

They’ll constantly seek out praise from their staff. They’ll exaggerate their importance and contributions to put themselves on a pedestal. Of course, they won’t be humble about any small accomplishment and brag or outright lie about what they’ve done at the office. They’ll pick out pet employees who will stroke their massive egos. The narcissist won’t apologize, as it’s always someone else’s fault.

Their behavior can make the workplace feel hostile and toxic. They’ll pit people against each other. Instead of offering psychological safety, narcissists will feel free to hurl abuses at their staff and dress them down in public.

The Impact On Your Career And Mental Health

If you work for this type of person, it’s a foregone conclusion that your mental and emotional well-being will be impacted. You’ll worry about holding onto your job due to the mercurial tendencies of the boss. One day, they’ll love you and the next day, you’ll get ignored or yelled at.

If you show signs of promise to upper management, the temperamental narcissist will look at it as a personal threat and try to sabotage your promotion and advancement. Any minor deviance from the manager’s strategy will be perceived as a personal attack and will be met with punishment.

The boss will use a “divide and conquer” approach, pitting people against each other. A worker who doesn’t kowtow to the boss will be ostracized. If you point out a problem that needs tending to, the manager will gaslight you into making you feel that you caused it, even though it was the narcissist’s fault.

Fear runs rampant within the division. Employees don’t know if the manager will praise or admonish their work. It’s easy to start doubting yourself and your abilities. It becomes increasingly hard to focus, as you’re always worried about an outburst from your boss. You’ll start feeling on edge, calling out sick and taking days off work.

What You Need To Do About It

If you need the job, you’ll have to learn to go along and play the game. Try to gain an understanding of the person. Figure out ways to ingratiate yourself with them. It may feel demeaning, but feed into their ego with flattery and praise to stay on the person’s good side. Make them shine in a meeting. Give the credit for a successful project to the boss, even though you did all the hard work and put in the long hours.

Unfortunately, this is only a Band-Aid solution. You can’t change a narcissist. Usually, going to senior management or human resources would be the solution. However, in this instance, it most likely won’t work.

The manager is not rational or reasonable, so they’d likely lie and blame everything on you. They probably even have a file of trumped-up charges of things you supposedly did wrong.

Rather than fighting a losing battle or trying to redeem the person, you may be better off cutting your losses and moving on to another opportunity for the sake of your mental health.

 

Forbes.com | August 16, 2022 | Jack Kelly 

#JobSearch : 6 Things To Do When You Don’t Know What To Say In A Job Interview. Share it: What Difficult Question Did YOU Have to Answer?

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Research the company. Iron your clothes. Come up with questions.  If you’ve ever Googled “How to prepare for a job interview,” then you already know that acing one means — at the very least – checking these boxes.

But I’ll admit, despite all the hours of interview prep in the world, sometimes you get thrown a question that makes you sweat.

“What’s the biggest piece of criticism you’ve received from previous employers?”

“What’s a mistake you made in your last job and how could you have handled it better?”

“What does a meaningful career look like to you?”

As the hiring manager looks at you with raised eyebrows, your mind goes blank. You have one thought and one thought only: “I don’t remember putting on antiperspirant this morning…”

Maybe this sounds like an all-too-familiar situation, or maybe it doesn’t. But go to enough job interviews and I promise you one thing: eventually you’ll be sitting across from a hiring manager who throws you a curveball that you can’t hit back.

Of course, it’s much easier to overlook the possibility of this altogether (sounds tempting, doesn’t it?). But just like ironing your clothes, figuring out what to say when you don’t know what to say at all is a necessary step if you want to end the interview process with a job offer in your hands.

Here are six steps you can take to form an answer to any question thrown your way during a job interview.

Step 1: Stop worrying.

A successful job interview is more about your energy than your words. Even with the perfect response, bad energy kills the mood. Reducing your anxiety during a job interview is easier said than done – especially since job interviews aren’t the ideal time to take long deep breaths and meditate.

Still, take a moment to challenge your negative thinking. Consider books for this like Eckhart Tolle’s A New Earth and Byron Katie’s Loving What Is. Remind yourself that one weak answer in an interview won’t necessarily eliminate you from the running. You’re human, so give yourself permission to be one.

Employers ask job candidates difficult questions on purpose. Filling a new position costs companies an average of $4,129, so employers want to make sure they’re hiring the right candidate. But this also benefits you — difficult job interviews are statistically linked to higher employee satisfaction once the job is accepted. Make it through employers’ tough questions, and you’ll be rewarded for it later.

Still feel anxious? While I’m not a big believer in the concept “fake it until you make it,” there is something to be said about mustering confidence for important situations.

Research shows that almost 40% of employers reject candidates for the quality of their voice and overall lack of confidence. If you don’t have a question ready-to-go in your back pocket, the best thing you can do is minimize your fear and move forward with confidence. You need to answer the question either way, so you may as well do It without looking scared.

 

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Article continued …

Step 2: Take a moment to pause.

A strong response doesn’t need to be quick. Don’t word-vomit your way to an answer. It should be expected that a good interviewer will ask you one or two questions you don’t see coming, and it’s completely reasonable to take a few moments to think about your response when they do. In fact, taking a moment to ponder your answer shows the employer that you’re introspective.

If a quick pause doesn’t suffice, signal to the hiring manager that you’re still considering the question by saying something along the lines of, “That’s a great question. Do you mind giving me a moment to think more deeply about this one?”

 

Odds are the recruiter will be more than willing to give you the time you need to pull your thoughts together. Have a notepad handy, start writing, and don’t be afraid to ask the recruiter to repeat the question. In some cases, they may even suggest moving to the next question so you’ll have time to develop your answer by the end of the interview.

 

Step 3: Think out loud & proceed with caution

It usually only takes a few seconds before a response starts to form your head. Deliberate on it for a few extra moments to make sure it’s appropriate and relevant to the question being asked. Then, extract the key points or lessons you want to highlight and weave them into an answer.

Some people might find it easier to think out loud. If done correctly, verbalizing how you arrive at your answer can showcase your creativity and problem solving skills to a hiring manager.

With that being said, be sure to proceed with caution if you have difficulty predicting where a thought is headed. You don’t want to go off on tangents and you also don’t want to reveal an unflattering image of yourself. Speaking slowly and deliberately will buy you more time to think and hone your response.

Step 4: Respond with honesty and authenticity.

Formulas used to answer interview questions don’t usually help when you’re thrown a curve ball that leaves you stumped. It’s hard enough to figure out how to come up with an answer when you’re flustered, let alone organize it neatly using the S.T.A.R. method.

In a more positive light, leaving room for your authentic and messy thinking can actually serve you well. A survey of 200 talent acquisition professionals reported that, in addition to their confidence, hiring managers value candidates with authenticity and honesty the most. Don’t aim to impress the hiring manager with a perfect response (these don’t exist, anyway). Instead, show your ability to be vulnerable by grappling with a difficult question on the spot.

Pulling an authentic and impromptu response together relies on more than basic interview prep. When given a daunting and abstract question like “What do you hope to accomplish throughout your lifetime?” you need to rely on more than what you learned from reading the about page on a company’s website.

Instead, think about how you can work the self-awareness and insight you already have into your answer. Deciding what career path to pursue has already required you to think about your goals and motivations. Weaving this background information into your answers where appropriate not only shows your authenticity, but shows the employer that you see your work as more meaningful than a paycheck.

 

Step 5: Elaborate on your growth mindset

In the same survey with 200 talent acquisition professionals, 72% said they consider a candidate’s arrogance as the biggest personality turn off.

If you don’t know how to answer a field-specific question, it’s okay to admit that you don’t know. But don’t end things there — convey your growth mindset to employers by explaining your willingness to learn and improve new skills. While you might not have all of the hard skills a company is looking for fully developed yet, describing your interest in the field and openness to feedback tells employers you have the drive to grow at the company.

 

Step 6: Emphasize your desire to grow at the company

Conveying a growth mindset is good, but also need to emphasize that you are especially interested in honing your skills at the specific company for which you’re interviewing. This is the time for you to sprinkle in the information you gathered from researching the company during your interview prep. Be open to discussing your personal connection to the company. How do their core values resonate with you? Have they done any recent projects that interest you? If the hiring manager hasn’t already asked you, address your motivation for applying for the job.

Above all else, hiring managers want to know that their employers are committed to the company and invested in their work. Most specific job-related tasks can be taught or picked-up during the onboarding process.

… But as far as the motivation to excel goes, only the employee can bring that.

 

Forbes.com | August 12, 2022 |  Ashley Stahl