#JobSearch : New Year, New Layoffs- 3 Ways To Prepare If Your Job Is At Risk. Question: How Secure are You in 2024?

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A new survey from ResumeBuilder says that 4 in 10 companies are anticipating layoffs in 2024. Over half of these companies are planning on a hiring freeze in the coming New Year. These small and medium-sized businesses join the ranks of several firms that have announced major job cuts. Nike has announced a $2 billion cutback over the next three years, with an uncertain number of job cuts included. Toy giant Hasbro will cut nearly 20% of its workforce in 2024, according to reports from the Wall Street Journal.

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Music service Spotify announced a third round of layoffs. A recent email from CEO Daniel Ek says the company plans to cut its workforce by nearly 20%. Roku is going to be limiting new hires, and laying off about 10% of its workforce, while Amazon layoffs are effecting its new gaming division (all 180 jobs there are being eliminated). Citi CEO Jane Fraser announced layoffs in September, and sources have told CNBC that the bank could let go of at least 10% of its workforce, across several business lines. Flexport Logistics plans to cut up to 30% of its employees, and financial services company Charles Schwab is cutting back by 5-6% of its workforce, according to reports from Business Insider.

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Article continued …

Leaders from industries surveyed with at least 50 respondents say layoffs at likely the following rates, according to ResumeBuilder:

  • Construction (66%)
  • Software (65%)
  • Information (44%)
  • Retail (44%)
  • Finance and insurance (38%)
  • Education (34%)
  • Health care and social assistance (28%)

Jobs Outlook: Why Are Companies Cutting Back in 2024?

Three factors are driving the cutbacks, for companies both large and small. Number one with a bullet is AI. A recent Goldman Sachs study found that generative AI tools could impact over 300 million full-time jobs worldwide. With new capabilities being uncovered everyday, companies are doing more with less – capitalizing on the capabilities of artificial intelligence, including services like ChatGPT and Google’s new AI, Gemini. The second factor influencing corporate payrolls is the one thing the market hates most: uncertainty. Harvard Business Review offers this viewpoint: “As 2023 comes to a close, the global economy is, in many ways, doing better than expected. The U.S. not only avoided a recession but has grown at a steady clip. Unemployment has been low and, crucially, inflation is falling in most of the world. And yet, the economic outlook remains deeply uncertain.”

War in Ukraine, the Palestinian conflict in Gaza, and uncertainty around the US election are just a few of the challenges that 2024 brings to bear. The third challenge, according to finance professor, Mihir Desai at Harvard University, is the cost of capital. Rising interest rates continue to combine with inflation to create a perfect storm of “wait-and-see” for businesses. While the Fed has hold interest rates steady, and signaled the possibility of rate cuts in 2024, “All the impacts that one would expect from higher interest rates will still happen (and are happening) but just in slow motion relative to expectations,” says Desai.”That slowing process will be less immediately disruptive or recognizable but more long-lasting and harder to engineer an escape from.”

Looming Layoffs: The Time to Prepare Is Now

When certainty is in short supply, so are jobs. At least, that’s what the LinkedIn workforce report shows. Hiring was down 4.9% in November, and that trend is expected to continue. If you’re concerned that your job might be at risk, here are three things that you can do, right now.

  1. Take a Fresh Look at Your Résumé and LinkedIn Profile: as the New Year begins, it might be time to get a fresh start on your next opportunity. Many savvy job-seekers are turning to ChatGPT and other AI tools to craft their résumé. And it’s never a bad idea to make sure your personal brand is clear and compelling, on LinkedIn.
  2. Bring that Side Hustle to Center Stage: what would have to happen, in order for you to turn your side hustle into your main gig? CNBC says that 53% of Gen Zers have a side hustle, and 44% of all those with some income on the side think that they will always need that extra gig. 41-year-old Nadia Liu Spellman left her job in finance to start a frozen food business. Now it brings in $4.5 million per year. Who would you need to be, in order to stop procrastinating and step fully into entrepreneurship? Now may be the perfect time to explore what you are really worth – before your employer makes a choice you don’t really want.
  3. Get the Coaching You Need: Success is often a factor of time. When it comes to your career, you’ve got to wonder: how long do you want to wait? According to Forbes, coaching is the best way to accelerate your results. In your career, if you don’t want to wait and go it alone, consider the value of having someone who is as focused on your success as you are – especially if you find yourself in unplanned career circumstances. Coaching is about helping people discover what’s easiest for them – helping them to discover their own growth, and prepare for the unexpected. When it comes to your career, two heads are always better than one. Especially if you can find a professional advisor that can help you to access greater confidence, even if you find yourself in an unexpected place in your professional life.

If you are concerned about your career prospects in 2024, don’t get depressed – get moving. Even in the midst of uncertainty, there are still opportunities – and maybe a new career is just what you need, in the New Year.

Forbes.com | December 31, 2023 | Chris Westfall

#JobSearch : How AI Can Supercharge Your Job Search. How to Leverage AI in your Job Search. A MUSt REad!

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When I was working in college career services, I noticed nearly all of the students I advised fell into one of two camps: They were either completely overwhelmed by all the necessary tasks of their job search, or they simplified the process so much they created major gaps in their own process.

Over time, I developed a four-step model to address their gaps and “chunk” the job search process into something more manageable. The four steps are very straightforward: Resume, Research, Network, Search. (Note: I’m not sharing the steps for a successful interview or negotiation; we’re only focused on the search process for now).

 

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

 

 

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Article continued …

From my experience having worked at four different institutions and having advised thousands of students, the majority often do Step 1 (prep a resume and cover letter) — but then skip straight to Step 4 (start searching and applying like crazy). Inevitably, they all report that they weren’t hearing back and weren’t having much luck. That’s because they don’t spend enough time on Step 2 (research) and Step 3 (networking). Thorough and adequate prep in Step 2 and 3 will ensure greater success in any internship or job search process.

I’ve been thinking a lot about this approach lately as generative AI has emerged and many have begun utilizing ChatGPT and other similar tools to manage aspects of their job search. Are the four steps still necessary? I would argue, yes. The four steps remain the same, but the tools you’ll use to optimize each step are now more powerful. My advice to early career job seekers is to pair both human and AI guidance to power up their job searches.

 

Here’s how students can incorporate AI into each of the four steps to maximize their results:

Step 1: Develop Your Resume And Online Profile

The first step in any job search is to prepare your resume and online profile (on Handshake or LinkedIn) and pull together the core components of your cover letter. These documents should list relevant education and employment history as well as your skills, abilities, and interests.

It doesn’t matter if you want to start with gen AI or start with a live human in this step. In the end, you’ll want to utilize both. Gen AI is great at providing you a basic template and giving you sample bullets based on your roles or experiences. It can edit bullets or improve sentence structure in your cover letter drafts. It can also review your resume, profile, or cover letter against job descriptions or roles to provide you with greater insight on whether your skills or experiences might match and if you need to emphasize other areas more strongly in your application materials. If you’re having trouble getting started, gen AI tools are good for unblocking.

Now career advisors or mentors can support this process by helping you clarify your interests, target industries or roles, and synthesize which skills you’ve gained through different school experiences. Using a live human to gain this insight will make it easier for you to craft strong AI prompts which can refine the content on your resume, profile, or cover letter and to make those materials your own.

Step 2: Do The Research

This second step is all about understanding the macro (industry trends, emerging issues and jargon) — and the micro (specific news about the company you’re applying to and the responsibilities of the role you’re seeking).

This step is prime for gen AI to serve as an aggregator. On the macro side, it can help with research like figuring out how an industry is typically structured, what roles exist, what they do, industry jargon, and what are the emerging trends in the space. AI can suggest blogs, publications, podcasts, and other resources you should follow within your industry area to ensure you’re well plugged in and up-to-date on the latest issues. At the micro level, AI can help you dig into the roles you’re interested in and further explain what you might be responsible for or what you should emphasize from your own experience to be a strong fit. It can also help you generate a list of employers who exist in your geographic location and a list of competitors to help you broaden your research.

On the human side, you can take advantage of career events, panels, and programs put on by your school’s career center to hear directly from alumni and employers. After all the research you’ve conducted using gen AI, you’ll be ready to ask more in-depth questions using industry jargon and showcasing the new knowledge you’ve acquired.

Step 3: Network, Network, Network

Networking is a critical piece of the career search process. Use gen AI to help you refine the questions you might ask in an informational interview. Upload the information or notes you’ve taken from your research to help develop strong prompts and informed questions for your conversations. You can also use AI to ask for suggestions of platforms to use when trying to identify peers, alumni, and employers in your field.

At the end of the day though, networking is ultimately about making human connections. It’s about building relationships and taking an interest in someone else. Take the time to meet with alumni, peers, and professionals in the industry or roles you’re most interested in. Ask them about industry trends they’re following, about typical hiring timelines and processes, and allow those conversations to add to the research you’ve already done.

Remember that you can network with anyone. Peers from college, your fellow interns or coworkers from an internship or part-time job, your professors or family friends—all these individuals may be helpful or know someone who could be. Asking questions and being ready to share your own interests or goals could result in great connections. Step 2 and 3 really feed each other and as a result, will help you refine your materials in step 1 and make you far more informed on how to approach step 4.

Step 4: Search For Jobs

Once you’ve done the steps above, you’re ready to start searching for jobs. Once again, the human and AI connections that assisted you with profile-building, researching and networking come together in this final step.

Different job platforms, like Handshake, now utilize gen AI to help you identify open positions in the locations or industries you’re most interested in. And in some cases, can auto populate your information and application materials to make the applying part that much faster.

But remember to use your human connections as sounding boards and sources of encouragement and support. The job search can be taxing and having people to talk to as you go through the process is always helpful.

While the human element remains a foundational piece of any successful job search, it’s increasingly clear that new gen AI-driven guidance can supercharge any process.

 

Forbes.com | December 20, 2023 | Christine Y. Cruzvergara

#YourCareer : Do You Plan To Work After 65? More Americans Are Delaying Retirement, Study Finds. How About You?

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There is an increasing trend of older workers remaining in the labor force. A Pew Research study this month found that the number of working Americans ages 65 and older has nearly doubled in 35 years. The Pew data reveals that approximately one in five Americans in this age group were employed in 2023.

Older workers also work longer hours and earn higher pay than previous decades. The survey shows 62% percent are full-time employees, up 15% since 1987. At that time, the typical worker aged 65 or older made $13 per hour, whereas in 2022, they earned $22 per hour. AARP reported that the average income of retirement-age workers was $78,000 in 2019, which soared 63% from 1985.

Seasoned workers have contributed significantly to the growth of the labor force. Experts predict that the percentage of older workers in the labor force will continue to increase in the coming years. According to the United States Bureau of Labor Statistics, this demographic is projected to comprise 8.6% of the workforce in 2032, up from 6.6% in 2022.

 

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

 

Article continued …

People are delaying retirement to stay mentally engaged and financially secure. As life expectancy has increased, it’s understandable to fear outliving your money, especially as the cost of living skyrockets.

While the employment of older workers has increased, there are still challenges, such as income disparities and ageism in the workplace. However, there are signs of progress, with more employers considering job applicants over 50.

  • Experience and Expertise: Older workers offer a wealth of experience, knowledge and expertise to the workplace, which can be invaluable in various roles. They have often spent decades honing their skills and deeply understanding their respective fields.
  • Reliability and Work Ethic: Older workers are known for their strong work ethic, reliability and professionalism. They tend to show up to work on time, take fewer days off and are less likely to switch jobs frequently, which can contribute to a stable and committed workforce.
  • Soft Skills and Communication: Older workers possess well-developed soft skills, such as professionalism, written communication, analytical skills and interpersonal skills. They are often skilled at communicating with others in the office, which is essential for effective collaboration and information flow.
  • Mentoring and Knowledge Transfer: Older workers can be crucial in mentoring and providing skills to younger team members. They can help transfer institutional knowledge, problem-solving skills and best practices, contributing to the professional development of their colleagues.
  • Job Satisfaction: Older workers report higher levels of job satisfaction, according to Pew. They’re more likely to say they find their job enjoyable and fulfilling most of the time and less likely to find it stressful.

 

Forbes.com | December 19, 2023 | Jack Kelly 

#JobSearch : 3 Hiring Trends For 2024: AI, Optimism And Online Recruiting. Great Quick Must REad!

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In 2024, hiring trends will shift as organizations adapt to a changing global workforce and several key themes emerge, offering employers and job seekers a positive outlook. While 2023 started with massive layoffs and continued with that trend throughout the year to cut costs, the panorama seems quite different for 2024. Now with costs more under control and an interest rate moving in the right direction, the potential of AI technologies shows a clear opportunity for forward-looking job platforms and employers to improve this experience for all.

1) Optimistic Outlook on Global Hiring:

Despite the challenges presented by recent global events, hiring trends for 2024 indicate a renewed sense of optimism. Google research shows that 39% of hiring leaders said they plan to increase their financial commitment toward hiring in 2024, and 70% of surveyed U.S. job seekers were somewhat or very confident about their prospects of finding new jobs.

As economies rebound and industries rebuild, companies prepare for growth, creating a heightened demand for skilled professionals. This positive outlook is demonstrated by increased job opportunities across various sectors, creating a favorable environment for job seekers.

 

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

 

Article continued …

2) Large recruitment websites are the most popular

Technology has transformed the hiring process, and 2024 marks a definitive shift toward online recruiting. Among the hiring decision-makers surveyed in the same research, 58% identified large recruitment sites as the top sources for finding highly qualified candidates — even more so than their company career pages and employee referrals. Active job seekers also identified large recruitment sites as their top source, with 92% using them at least monthly.

3) AI-driven Innovations in Hiring:

Employers and job seekers have similar expectations from hiring platforms. The quality of job seekers’ experiences on these platforms plays a significant role in their job search journey and AI is helping drive this effort.

– Predictive Analytics: Machine learning models predict candidate success by analyzing historical data, allowing recruiters to make more informed hiring decisions.

– Chatbots for Initial Screening: AI-powered chatbots engage with candidates in real-time, conducting preliminary assessments and providing instant feedback.

According to the hiring trends anticipated for 2024, the recruitment industry seems optimistic. This optimism is mainly due to the strategic integration of online recruiting platforms and the increasing influence of AI in the talent acquisition process. The evolving landscape requires organizations to be adaptable and commit to technological advancements. These factors will be crucial in unlocking success in the quest for top talent.

 

Forbes.com | December 19, 2023 | Luciana Paulise

#JobSearch : Why Recruiters Won’t Give You Feedback After Interviewing. How to Get Feedback. MUst REad!

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Much has been written about the parlous state of the post-pandemic job market, with (righteous) anger being directed at recruiters who are ghosting candidates in the middle of interview loops. The unfortunate truth is that recruiting teams were disproportionally impacted by the pandemic, and post-pandemic, layoff cycles. Meta alone went from having more than 9,000 recruiters to fewer than 1,000, and while that’s an extreme example, it’s a barometer of the profession as a whole. There are far fewer recruiters currently in-seat, and those that are gainfully employed are drowning.

The current discourse around candidate experience (or lack thereof) points to an uncomfortable underlying truth. Even at the best of times with fully staffed, and highly trained, recruiting teams, in the majority of cases (in the U.S. at least) you can expect an outcome from your interview loops, but not much more than that. That’s because in risk-averse corporate America, we’re not allowed to give you substantive feedback.

The net result of this risk-aversion are generic boilerplate feedback statements: “there were other candidates that more closely matched our requirements” that recruiters are required to deliver ad nauseam. I recognize that these are almost as infuriating to receive as they are for the recruiter to have to deliver.

Although it is disappointing not to receive actionable feedback after an interview loop, it’s better for your sanity to assume you’re not going to get any, and then be pleasantly surprised if you do. It is even better to accept that whether you receive any feedback or not, it doesn’t really make any difference.

Our Friends In Compliance and Legal

Broadly speaking, most Fortune 500 recruiting teams have strict guidelines around what they can and cannot share with external candidates. Depending on the level of risk-aversion at the company, that embargo can also apply to internal candidates (yes, even employees). Put bluntly these policies originate with compliance and/or legal teams that decide there is too much risk involved, and that the trade-off for a better candidate experience is not worth the risk it poses. So although recruiters often want to give you feedback, there are usually strict guardrails in place preventing them from doing so.

 

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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 to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Context Is Everything

Even if recruiters (or hiring managers) were able to give feedback, the only thing they’d be giving feedback on is their assessment of your fit for a specific position, at a specific company, at a specific point in time, amongst a particular competitive set. Put another way, if a hiring manager at Alpha Company decides you’re not right for a Product Manager vacancy, it doesn’t mean that a hiring manager at Beta company will come to the same conclusion.

It is also perfectly possible to go through the same interview process, at the same company, multiple times and get different outcomes. That’s because even when companies control for subjectivity and have well-structured processes, the competitive set you’re up against is the variable factor. There are countless case studies on LinkedIn and Reddit of folks getting hired into their “dream” company on their fourth or fifth attempt.

At worst interviews are unstructured and highly subjective, and at their best they’re anchored to performance norms (competencies) that are specific to an organization. Passing an interview at AppleAAPL -0.3% does not mean you’ll automatically pass an interview at GoogleGOOG +0.5%.

High-quality feedback is critically important to career development, but that is not the same thing as getting feedback from an interview loop. The person interviewing you will be spending an average of 45 minutes with you, and even if the company uses robust interviewing tools, the interviewer may not have been trained on how to use them. All of this to say they are not in a position to provide you with anything substantive or actionable, no matter how much you might want them to.

How Can I Get Good Feedback?

Considering the source is crucial: Has the person giving you feedback spent sufficient time observing your work to be able to offer an objective assessment? Equally important, does the person giving you feedback consistently demonstrate the types of leadership traits you want to emulate? If they’re not the type of leader you’d like to be, there’s no need to internalize anything they offer up.

Lastly, don’t overlook the fact that actionable feedback can come from anyone that works closely with you, including peers and subordinates. Feedback from someone senior to you in the organization doesn’t make it any more valuable in the long term.

The surest way to get feedback is of course simply to ask for it, just remember to manage your expectations around who is in a position to comply with your request.

 

Forbes.com | December 13, 2023 | James Hudson

#CorporateCulture : The Long Goodbye- Why Laid-Off Employees Are Still on the Job. How Did your Former Lay you Off?

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Chris Pinner, a 42-year-old technical writer in Cleveland, knows his last day on the job is Dec. 29. The software company where he works told him so back in April.

“Giving laid-off employees months of notice shows remaining shows how the company treats its people well. That approach, he said, could help the company recruit and retain good hires in the future.”

At first, Pinner was puzzled by the supersize notice that his job would be eliminated. But the advance warning has given him more time to look for a new position, which Pinner said he appreciates. He is still in job-search mode as his end date draws closer.

Pinner and many other workers facing termination are experiencing a different kind of corporate cutting—layoffs with a long runway that can take weeks or months to finally come to pass. Wells Fargo and Disney are among large employers that have done some long goodbyes instead of more-traditional, abrupt ones, in which laid-off workers learn they are cut and leave on the same day, often escorted out by security.

The old way protected companies from security problems or lost clients as laid-off workers walked out the door, and workers had little recourse. Now employers are trying to appear transparent and compassionate when cutting, several executives and leadership consultants said.

“Companies can’t lay people off on the quiet anymore,” said Sarah Rodehorst, chief executive of Onwards HR, a software platform that helps companies with legal compliance during employee terminations. “Whatever they do is much more under a microscope. They have to hold themselves to a higher standard.”

Avoiding a backlash

Demand for white-collar workers has taken a big hit this year, as companies acknowledge they overhired during the pandemic and job openings dry up. The tightening job market means employers are piling on layers of new requirements and lengthy, additional rounds of interviews for a few coveted jobs, dragging out the hiring process as they grow more selective about whom they bring on.

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Article continued …

Layoffs that are seen as insensitively done can spark backlash on social media, with laid-off employees venting online and circulating internal details, said George Penn, a managing vice president at Gartner who advises companies on staff restructuring.

“Layoffs became not only a legal but a reputational nightmare for some organizations”

Federal law requires employers of a certain size to give 60 days’ notice to workers when conducting big layoffs. Some companies have gotten around advance warning by paying terminated workers a lump sum to cover that period.

Some affected employees said they would still receive severance pay after their long layoff notice periods, though it would be reduced if they left before their designated end dates.

In the Houston area, James Ridgway Jr., 40, is working at Huntsman, a chemical company, after learning in August that he would lose his job at the end of the year. The father of two children with another on the way said the news was initially an “existential gut punch.” He said the long lead time has given him more time to network and tighten family finances.

“It’s not a great place to be in, but I appreciate that I do have that runway,” said Ridgway, adding that the notice is helping him as he hands off responsibilities to co-workers.

Ridgway, a communications manager, is still looking for another full-time job. Because his colleagues know he is job-hunting, ducking out for interviews is less awkward than feigning doctors’ appointments, he said.

Wade Rogers, Huntsman’s senior vice president of global human resources, said giving laid-off employees months of notice shows remaining and prospective workers that the company treats its people well. That approach, he said, could help the company recruit and retain good hires in the future.

“How we handle ourselves and how we handle our relationships with our associates matters,” he said.

‘Take every advantage’

Not all workers want to stick around after a layoff. A Wells Fargo employee said staying motivated after being terminated was tough. She was told months ago that her job would be eliminated. No precise date was given, making it hard to plan her job search. “Every day, you go in, and you’re like, is it going to be today?” she said.

Wells Fargo said it periodically needs to adjust its staffing levels according to business needs. During layoffs, “We always treat our employees respectfully, including giving them reasonable time to prepare,” the bank said.

At Disney, a former corporate employee who was given several months’ notice this past spring said she was annoyed that she was expected to keep doing her job even though it was ending, until her manager said she could stay home and stop working. Two other Disney employees said they weren’t asked to work during their advance-notice period; they used the time to consider next career steps.

Earlier this year, a laid-off Disney marketing executive was given two months’ notice of his layoff. While he collected paychecks, he used the time to job-hunt and made use of his employee benefits. He took his children to Disneyland free several times. “I am going to take every advantage of this as possible,” the former executive recalled thinking. Disney declined to comment.

Some companies simply can’t give employees much warning, but some of those are trying to soften the blow.

“If you’re dealing in an environment where you have confidential patents or access to business plans, you just want to protect your company assets,” said Tashia Mallette, a longtime human-resources executive who conducted layoffs last year at Therabody, a wellness-technology company.

Mallette said that workers were notified on the day they had to leave but that Therabody encouraged managers to check on them and created an alumni Slack channel so people didn’t feel abruptly cut off. Mallette herself has left the company.

Companies don’t want workers to feel burned during a layoff. If anything, they want workers to feel that they would rejoin the company if given the chance.

Jennifer Bender managed layoffs of hundreds of people during her years at Change Healthcare, where until this past spring she was a senior vice president of human resources. The company had to trim staff during acquisitions and project and client fluctuations, and it also had to fill hundreds of openings a month, she said.

The company decided to tell people two to four weeks ahead of their layoff dates, she said. It felt more compassionate to workers, and it also made it easier to redeploy some people into other roles the company needed to fill, which was a benefit to the company and employees who were interested in staying on.

While longer notice periods involve risks, including security issues or unmotivated people who don’t want to work during that time, Bender said the company let employees know that performance issues could still result in corrective action, including termination for cause. That meant, she added, that it wasn’t much of an issue.

“It’s really a best practice at this point,” Bender said.

WSJ.com Author(s): Ben Eisen contributed to this article. Write to Te-Ping Chen at Te-ping.Chen@wsj.com and Lindsay Ellis at lindsay.ellis@wsj.com

WSJ.com | December 10, 2023

#JobSearch : How To Survive And Thrive During The Holidays And Into The New Year. Great Game Plan for the Holidays!

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The new year is right around the corner. For some Americans, 2023 was challenging, as they had to contend with high inflation and rising costs eating into their paychecks. White-collar professionals face job insecurity due to threats brought on by the ascendancy of artificial intelligence, offshoring jobs to other countries and corporate cost-cutting, which has included numerous rounds of layoffs for companies.

One of the best things about this time of year is the shift in attitude. It’s the season for taking some time off from work, seeing family, taking much-needed trips, or just relaxing and practicing self-care. The holidays can be stressful for others, as you must wrap up all year-end projects while hosting family and friends.

How To Balance Everything

To get off on the right foot, you must start by being organized. Meet with your manager to calibrate the expectations and deliverables required during the holiday season.

Write down a list of priorities. This should include the tasks you’re responsible for, bringing your staff up to date with their work and continuing to loop in your direct supervisor to ensure everyone is on the same page. Planning helps to alleviate any stress and anxiety. Since you will be pulled in different directions, ensure that you have a structure and routine in place so you don’t get off track.

Minimize distractions when working. Turn off notifications, put your phone in another room and try to find a quiet spot to avoid holiday noise or conversations when you need to be productive. Consider listening to focus music and be sure to take breaks intentionally. Schedule microbreaks during work sessions to recharge. Use them to stretch, meditate, take a short walk outside or do an activity you enjoy.

With so many holiday events and tasks, fatigue can easily set in. Counter this by keeping your sleep schedule consistent and trying to get a good night’s sleep.

You must also allow time for self-introspection. Use the slower days this time of year affords you to reflect on your 2023. What goals did you accomplish? What lessons did you learn?

 

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Article continued …

Looking Forward To 2024

To thrive, you must set your intentions for the new year. Establish what your goals are for 2024 and break them into monthly and quarterly benchmarks. Focus on one to three intentions that guide your days. An intention could be a value, desired trait or action pattern.

Define the position or job title you aim to have in 2024. Map the skills and experience you’ll need through courses, projects or volunteering. Take online courses and certifications. Use extra holiday downtime to gain qualifications and high-demand skills for career advancement.

Attend holiday parties or set up video chats over coffee or lunch to build key relationships. Network and connect with colleagues, bosses, clients and industry peers.

To get a headstart, prepare for upcoming projects and priorities in Q1. Sketch out project plans and brainstorm creative direction. Research trends and innovations in your industry by reading trade journals or books and listening to podcasts.

After self-reflection, you may realize that your current job doesn’t fill you with purpose. If you feel like a job switch is in order, update your résumé and LinkedIn profile and audit your digital footprint to ensure you represent yourself respectfully on social media. To position yourself as a thought leader or leading expert in your space, create content by writing blog posts, making short-form videos or starting an industry-focused podcast to get noticed. Reach out to recruiters to learn about new opportunities.

By doing all of these things, you will set an excellent precedent for the new year. The momentum will keep building upon itself, bringing you closer to your professional goals.

 

Forbes.com | December 11, 2023 | Jack Kelly 

#JobSearch : 3 Things To Do This Holiday Season To Get Ahead In Your Job Search. Get a Jump Before the Masses. Great Read.

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While the holiday season is traditionally a time for celebrations, it also presents a unique opportunity for job seekers to get ahead in their search. Companies often set their sights on the upcoming year’s goals, making this season an opportune time to get ready for their strategic hires.

The peak hiring season comes around January and February, so better maximize the extra days off to ensure that your job search remains merry and bright! Here’s how you can navigate the job market and be prepared for the hiring frenzy right around the corner:

1. Reflect On Your Last Year

Aside from attending holiday gatherings and events with friends and loved ones, you can make the most of the downtime to reflect on your biggest wins and the lessons learned from the past year. Taking time for introspection can also help you set your goals for the upcoming year.

From your reflections, make a list of what you want to do and no longer want to do, and go all in on your job search for the type of work that you actually enjoy. By starting your job search during the holidays, you’re strategically positioning yourself to catch the attention of recruiters gearing up for new projects and expansion. And you’ll have a more tailored approach to go after a role that best suits your skills and interests.

 

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Article continued …

2. Update Your LinkedIn and Resume

These next few weeks are also a good time to start to updating your online profile and resume to make them more relevant for certain roles and companies. These two will serve as your first impression once you’re actively applying for new opportunities so need to get them ready for recruiters.

For your resume, start with the job description of your target role and then tailor your resume accordingly. Remember to include and highlight your best wins and skills that match the job title and responsibilities that you’re going for. You can make your resume applicant tracking system (ATS) friendly by using a simple resume template and also including relevant keywords and experiences. This increases the likelihood of your resume catching the attention of the hiring team and landing you an interview!

And the next step is your LinkedIn profile. Update your About section to include recent wins and your email address for direct communication. And use this holiday break to update your titles in your Experience section.

While you’re at it, update your LinkedIn headline as well, following this formula: Current (or future) title | Key skills and industry keywords | Big career win

For example: SEO Lead at ABC Company | Driving Digital Growth & Conversions | Boosted Website Visits by 300% through Organic SEO Strategies

3. Wish People Happy Holidays

Sending thank you cards and holiday greetings can be a thoughtful and positive way to reconnect with people who made an impact on your career. This group might also include professionals that you have not yet met and want to network with next year. Handwritten cards are special, but you can also send notes through LinkedIn, and send them warm regards for the holiday season.

When reaching out, personalize your message and mention something specific about their work that you appreciate or find interesting. But make sure to keep the focus on your gratitude for their support and keep the holiday greeting genuine and separate from any job-related requests. Let the season’s goodwill set a positive tone for future interactions.

As we say goodbye to the past year and welcome new beginnings, embrace the valuable connections you’ve made, the skills you’ve acquired, and the accomplishments you’ve achieved. Use these experiences as fuel to drive your career forward. Happy job hunting and happy holidays!

 

Forbes.com | December 5, 2023  | Sho Dewan

 

 

#JobSearch : Spotify Cuts Over 1,500 Jobs—Here’s How To Cope With Layoffs During The Holiday Season. So, What to Do Right Now? Doing Nothing? Wrong!

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Every December, around the holidays, Spotify unleashes its viral marketing campaign, “Spotify Wrapped,” in which users share their top results for their most-listened music and podcasts. This year, amid the trend, the streaming platform called it a wrap for more than 1,500 of its employees, as the company announced Monday its plan to cut 17% of its staff in its third round of layoffs. Wall Street applauded the news, sending stock prices soaring 7%.

Cutting jobs around the holiday season is widely perceived as cold, brutal and lacking basic compassion. Workers are left jobless and without a steady paycheck and are concerned about their lack of health insurance. Instead of looking forward to some time to relax and enjoy being with their family and friends, the downsized employees must now scramble to write a résumé and seek new employment in a challenging environment for white-collar professionals.

Executives may consider this a way to cut costs and save money, while others view it as a company showing its true colors. It’s clear that when organizations say, “We’re family,” it is not true. Grandma getting fired before Christmas doesn’t sound like something a loving family would do to someone they sincerely care about. Companies that let go of workers at this time of year will likely see backlash and lose respect within the marketplace, making it hard to recruit and retain people.

Say It Ain’t So

There are several reasons why employers see the year-end as an opportune time to cut jobs. By laying off staff in December, companies can realize salary savings earlier by removing employees from the current fiscal year’s books. For public companies, it can boost short-term financials and increase stock prices.

It’s sneaky, but some executives may feel that as people start to take their vacation and personal time off, there will be minimal disruptions as many people won’t be around. To cut costs, pushing out workers will save the company from paying expensive annual bonuses, incentives and sales commissions. It’s also convenient to conduct layoffs amidst the rollout of a yearly holiday campaign, so the buzz around it can drown out the news of downsizing.

On the same day that Spotify CEO Daniel Ek announced job cuts, TwilioTWLO +0.5%, a cloud-based communication platform, said it would also be laying off nearly 5% of its staff after pressure from investors to divest its data and applications unit.

Before the 2021 holiday season, online mortgage startup Better.com’s CEO, Vishal Garg, terminated around 900 employees via a one-way Zoom video. To add insult to injury, Garg referred to his staff as “dumb dolphins.” The company became the poster child for callous video firings after online backlash.

During the financial crisis, Bank of AmericaBAC +0.6% drew public indignation for announcing its three-year plan to cut up to 35,000 jobs in December 2009, after receiving billions in government bailout funds. This led to a deluge of highly negative consumer sentiment about corporate greed.

 

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Article continued …

The Aftermath

Getting a pink slip is detrimental to a worker’s mental health and financial situation. It’s even worse when it happens around the “most joyous” time of the year. For some, it may mean fewer presents under the Christmas tree or opting out of holiday travel to visit family because it is no longer financially viable. Disregarding the fired personnel’s feelings will leave a permanent reminder of the people cast out.

Once word gets out, why would anyone want to remain at the organization? It also presents a hurdle for future hiring, as the news dissuades people from interviewing with the company. Consumers may even boycott its products and services.

There will be public backlash and reputational damage, as the action looks needlessly cold and lacks empathy. Upon learning about the layoffs, talent acquisition and recruiters will descend upon the company looking to poach all the A-players. Current employees will commence updating their résumé and contacting their network to find a new job. The remainers will suffer from survivor’s guilt, resulting in a plummet in employee engagement and productivity.

What You Should Do Right Now

Getting laid off right before Hanukkah, Christmas, Kwanzaa or New Year’s is incredibly difficult. Here are some actionable steps you can take if you are in this position this holiday season:

  • Take some time to process what happened and acknowledge your anger and resentment. It’s okay to vent to loved ones to get it out in the open. After your grieving period, you must take action to move forward.
  • Take care of practical matters, such as asking for emails and phone numbers of people you want to stay in touch with. Ask HR for a letter of recommendation. Find out your rights, any monies owed to you and whether outplacement services are available. File for unemployment benefits and look into your firm’s COBRA health insurance process.
  • Start rebuilding your career and seeking out new opportunities. Update your résumé and LinkedIn profile and perform an audit of your professional online presence. Reach out to people in your network. Ask them about any job leads at your desired companies. Search job boards and apply to positions. While others coast during the holidays, ensure you’re hustling to get noticed.
  • Avoid becoming antisocial because you feel shame about your job loss. Push yourself to stay connected with people during the holidays, as it’s a good time to call in favors and ask for help in seeking new employment.

#JobSearch : Is Your Job Search Taking Too Long? Try These 6 Steps. For Months you Sent Hundreds of Résumés. Now What?

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You’ve been looking for months and sent out hundreds of résumés. Now, you’re at the end of your rope. Why is the job search taking so long? There are many potential reasons. For one, job seekers are being subjected to a never-ending interview process.

In fact, the amount of time it takes to hire a new employee reached an all-time high this year, based on a recent report. In the research conducted by the Josh Bersin Company and AMS, the time to hire has risen consistently over the last 4 years. The length of the job hunt also varies by industry. Tech companies worldwide laid off more than 400,000 employees in the last two years. So, if you’re looking for a position in that industry, you will face a tough market.

Despite the obvious challenges, there are elements of the job search you can control. These strategies will help you shorten the time it takes to land that ideal position.

1. Focus Your Job Search

The first question to ask yourself is whether your job search has any direction. Do you know where you want to work and what you want to do? Ask yourself questions like:

  • Do you want to work in person, remotely or hybrid?
  • Would you consider relocating?
  • Do you want to stay in your current industry or transition to a new one?
  • Do you want to work in a small, mid-sized or large corporation?
  • Would you consider working for a start-up?
  • What company culture will align with your values?

At that point, make a list of the top 10 organizations that interest you. Then, find specific positions within those companies that fit your skills and experience. That way, you can make a list of targeted job titles (which may vary by company) and network with people in those roles.

 

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

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

 

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

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

 

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2. Optimize Your Résumé

Before submitting your job application, ensure your résumé is targeted to the position. Highlight any relevant qualifications and use keywords from the job description. If you’re applying for jobs online, optimizing your résumé for applicant tracking systems (ATS) is crucial. That’s because nearly 98% of Fortune 500 companies filter candidates through an ATS such as Jobvite, WorkdayWDAY -1.4% or Taleo. With companies receiving hundreds of résumés per job opening, a résumé that isn’t ATS friendly can be easily filtered out. Finally, if you’re applying for multiple roles, create a tailored résumé for each. That way, you increase your chances of standing out from the crowd.

3. Develop An Elevator Pitch

Whether you’re speaking with a friend, mentor or recruiter, every job seeker needs a compelling and concise elevator pitch. An elevator pitch is a quick introduction that allows you to make a memorable impression in a short amount of time. No matter what industry you’re in, your elevator pitch should describe who you are, what you do, what sets you apart and what your ultimate goal is. Don’t forget to practice in advance so your delivery sounds conversational instead of rehearsed.

4. Create A Strategic Plan

Another way to shorten your job search is to create a strategic plan. That means approaching it like any other work project by creating goals, objectives and a timeline. Break your job search process into manageable tasks and create a framework to organize your activities. Even a simple spreadsheet can help you track interviews, networking conversations and follow-up items.

5. Leverage Efficiency Tools

Besides staying organized, hundreds of productivity tools can speed up your job search. Here are just a few:

  • LinkedIn offers a plethora of resources, including job alerts and the Open-To-Work feature
  • Grammarly helps you edit and correct your grammar, spelling, punctuation and more
  • Mailtrack provides free tracking so that you will know when a recruiter or hiring manager opens your email
  • Hunter or Mailscoop can help uncover emails for outreach
  • Teal allows you to track job applications and manage your job hunt in one place

6. Ask For Job Search Help

Many people wait too long before they start asking for job search support. Don’t let shame or pride get in the way of reaching out to your network. Instead, leverage your professional and personal contacts early on. While it might feel awkward at first, it’s necessary if you want access to the hidden job market. You might even consider working with a career coach to help hone your interview and presentation skills.

Remember, while there are ways to streamline your job search, finding that coveted position can still take time. If you are experiencing frustration and burnout, try to reset your expectations. Track your efforts and determine where you might be falling short. Finally, don’t hesitate to reach out for support. It’s one of the best ways to set yourself apart so you can get access to opportunities that much quicker.

Forbes.com | December 3, 2023 | Caroline Castrillon