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Job Search -Where The Jobs Will Be In 2020. A Must Read!

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Resolved to land a new job in the new year? Although the U.S. economy is 110 consecutive months into its record-breaking stretch of job gains and the unemployment rate is at a 50-year low, hiring among employers in some areas is projected to soften. But that’s no reason to become one of the 80% of Americans who let their New Year’s resolutions fall by the wayside. You just have to be savvy about where to look.

“The thing that’s interesting is we’re not seeing the largest economies—the New Yorks and the Los Angeles’s—at the top,” says Michael Stull, senior vice president of ManpowerGroup North America, a Milwaukee-based global staffing firm. Each quarter, ManpowerGroup conducts an Employment Outlook Survey to get a sense of the hiring plans of employers in America’s 100 most populated metropolitan areas.

When seasonally adjusted to remove the influences of recurring events such as holidays and school schedules, the report reveals a net employment outlook of 19% for the first quarter of 2020, a 1% decrease from both the first and final quarters of 2019.

“Some of the uncertainty in manufacturing has pulled it down a bit, but when you look at the economy, we have more open jobs than people looking for jobs, and the quits rate is the highest it’s ever been,” Stull says. “I don’t think there’s cause for concern.”

 

Workers would do well to set their sights on the South, where a seasonally adjusted net employment outlook of 22%, up from 21% last year and at its highest level since 2006, makes the region the nation’s most promising job market. Of the many Southern cities posting net employment outlooks well above the national average—among them Charleston, South Carolina, and Little Rock, Arkansas, both of which boast outlooks of 28%—none is set to offer more opportunity than Chattanooga, Tennessee.

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Claiming the No. 1 spot on this list with an employment outlook of 34%, much of the city’s  strong hiring outlook can be attributed to its booming leisure and hospitality sector. Dubbed one of the best places to visit by the New York Times in 2018, Chattanooga is home to dozens of attractions, among them one of the world’s largest freshwater aquariums, a thriving music scene, miles of hiking trails along the Tennessee River and the Chattanooga Choo Choo, a train station-turned-historic-hotel and one of the city’s most popular destinations.

The businesses that make up Chattanooga’s leisure and hospitality industry contribute $1 billion to the local economy annually, and the eight new hotels set to open their doors in 2020, will  be looking to hire. “Cities like Chattanooga are seeing the impact of consumer confidence,” Stull says. “When consumers are confident, they go out to dinner, they go on vacation. When they believe they have a bright future, they spend money.”

Some 600 miles away in Florida, Cape Coral and Deltona are also reaping the benefits of strong consumer confidence, tying for No. 3 with net employment outlooks of 31%. The leisure and hospitality industry is, unsurprisingly, expected to drive much of the hiring in the Sunshine State, as well as the South as a whole, where the sector’s outlook is 34%, when seasonally adjusted. But second to leisure and hospitality is wholesale and retail trade, posting a seasonally adjusted outlook of 25%.

Retail trade is the most common industry employer  in Cape Coral and Deltona, employing 15.4% and 15.5%, respectively, of the two cities’ populations. Wholesale trade is measured separately and employs 2.07% of the population in Cape Coral and 3.34% of that in Deltona. “We are seeing the impact of consumer confidence and the retail-driven economy, not just in stores, but through all of the distribution,” Stull says. “Towns are benefiting because they can be hubs for distribution and play a role in ecommerce.”

Of the four regions measured by ManpowerGroup—Midwest, Northeast, South and West—the South is projecting the greatest hiring prospects in the new year. But the Midwest isn’t far behind: Employers in this region are anticipating a seasonally adjusted net employment outlook of 21%, one percentage point higher year-over-year and the highest since 2001. As was the case in the South, the leisure and hospitality industry is propelling most of the hiring, its outlook at 32%, when seasonally adjusted. Unique to the Midwest, though, is a growing professional and business services sector, one with a seasonally adjusted net employment outlook of 30% that is best illustrated in Columbus, Ohio.

Reporting an outlook of 33%, Columbus has earned the distinction of being the No. 1 metro area for hiring in the Midwest and No. 2 in the nation. Some 18% of the population works in professional and business services, making that the most popular sector for employment in the  city. A hub for small and big businesses alike, the Accelerate Columbus and Goldman Sachs 10,000 Small Business Initiative programs have cultivated an entrepreneurial environment, one that has landed Columbus among the Kauffman Foundation’s top metro areas for startups three years in a row.

In addition, jobs growth and downtown office incentives have attracted some of the area’s largest employers, among them JPMorgan Chase and Nationwide. The fastest-growing city in the Midwest, Columbus is  a microcosm of a larger employment trend that Stull has observed lately. “Companies are moving to where people are, as opposed to people moving to where companies are,” he says. “The Columbuses, the Pittsburghs, the Baltimores are being able to compete with jobs.”

While the seasonally adjusted net employment outlooks in both the Northeast and West have slumped since the first quarter of 2019 (the former down two percentage points to 18%, the latter down one percentage point to 19%), this fact may not have as much to do with any looming economic slowdown as with workforce mobility. “We’re seeing this surge from the West and East coasts into other areas because that’s where there’s less competition for talent,” Stull says. “We continue to be in a talent-tight economy, and that’s not going away.”

Author:  Vicky Valet      Follow me on Twitter. Send me a secure tip.

I am an associate editor covering careers, jobs and the ever-changing workforce. In a previous Forbes life, I worked as an editor on the mobile team, telling stories on
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Forbes.com | December 10, 2019

#CareerAdvice : #CareerChange -The 5 Big Mistakes Boomers Make When Switching Careers. #MustRead !

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Many boomers want to change careers for a variety of reasons: to reduce stress; to learn something new; to follow their passion; to find a change of pace or to stay ahead financially. But it’s easy to make mistakes and overlook factors that are critical to changing careers effectively.

So, when leaving the security of a steady job to transition to a new career, you’ll want to avoid the following five mistakes. That way, you’ll embark on your next voyage with grace and confidence.

Mistake No. 1: Not ‘Testing’ Your New Career First

You think you’ll love your new career path, but you won’t know for sure until you’ve immersed yourself in it. So, before interviewing for a new job in a new field, try to experience what it would be like.

Start by figuring out what spare time you have to dedicate to your trial run. You may need to get creative if the job would be an office position and you currently have one. In that case, find lunch hour times or take half-days to shadow others in positions for which you might apply.

If possible, test the waters online. For example, if you want to move into marketing and already have some marketable skills — like design or writing — create an account on Upwork, the online platform for freelancers.

You could also apply for short-term gigs or projects that let you flex your skills, gain experience and better understand what you might be doing on a daily basis.

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

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Mistake No. 2: Not Managing Expectations

Switching careers, especially after 50, can be a big change financially, mentally and emotionally. You may need to move down on the totem pole, which can be challenging if you haven’t set your expectations properly. Set realistic goals.

The key is to be prepared to learn. Some of the work skills you’ve acquired already, such as communications and organization, will be critical to your success in your new field. Find ways to excel with the capabilities you have, while gaining new ones.

Mistake No. 3: Not Knowing What Matters Most

When switching careers, it’s easy to take the first opportunity you find because you’re worried you won’t be qualified for anything else. That mindset can stick you in a position you don’t want.

So, before making a switch, figure out what matters most to you. Do you want full-time or part-time work, or does that not matter? Are you open to travel? Do you need consistent work hours or remote work opportunities? Know what you need, and make it clear to potential employers. That way, you’ll be more likely to be happy with your new path.

This kind of advance planning saves you from wasting time pursuing the wrong jobs and lets you focus on positions you’d most want.

One tip: Don’t blurt out your work requirements in a first job interview. Instead, focus on your skills and the job’s fit. Once you’re sure the job is one you want and the employer is interested in you, then you can start talking about your preferences for your working hours and location.

Mistake No. 4: Not Seeking Training First

It may be wise to acquire new skills before making a career switch. Otherwise, jumping in to a new field too quickly can set you back.

Instead of getting in over your head, setting yourself up for failure and stress, go slowly, carving out time for training on the side while you stay in your current position. This not only enhances your resumé but also provides you with valuable hands-on experience that will make you a better job candidate when you are ready to change careers.

Research the skills expected of candidates in the field you hope to enter. Then, seek training opportunities that will give you a leg up — and an inside look into the work required.

Search for online, self-paced courses that you can take at home. Also, consider in-person conferences, workshops and events that offer learning opportunities as well as networking.

Mistake No. 5: Not Having a Plan B

You’re enthused about your new career, but it’s important to do a reality check. A career change can be risky, and doing it without a backup plan can leave you with no paycheck or job. That’s why you need a Plan B if the new job doesn’t pan out, the interviews don’t go well or you decide your intended path is not right for you.

You don’t need another job lined up for Plan B, though. Just set yourself up for success if things fall through. Here are a few ways to do that:

  • Ensure your resumé and professional-facing social media networks are always current. Put photos from recent networking events on Instagram or add new certifications to your LinkedIn profile.
  • Build a strong network. Stay connected and be a resource to others. What goes around comes around, and you may need to ask one of your contacts for help.
  • Make a list of employers you’d like to work for, along with contacts you have at them. If your career switch doesn’t pan out, you’ll then be ready to start looking for other opportunities.

Author: Next Avenue

America is in the midst of an age boom and with it, an amazing transition. In general, those over the age of 50 are expected to live longer than any previous generation….

Forbes.com | October 9, 2019

#CareerAdvice : #JobSearch – How To Respond When You Don’t Get Your Dream Job. A #MustRead for ALL!

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“If you change your mind, I‘m the first in line, Honey, I’m still free, Take a chance on me”  – Abba

This is a story of a candidate who refused to let me reject him.

My company needed summer interns in our sales department. We secured a table at a university job fair and posted our position. We sorted resumes and selected the most appealing candidates for interviews on campus.

We were looking for candidates with customer-facing experience. This position would have high interaction with customers, and interpersonal skills were critical.

Grades weren’t everything, but with so many candidates, we didn’t need to stretch for someone with poor marks.

On the first day, we worked the table, selling our company and meeting candidates who had yet to see our online posting. We left a few slots open in our interview schedule the next day, in case we met interesting candidates at the fair.

I met a young man who immediately made an impression on me. He had a great personality and did his homework on our company.

He learned about us from a friend who spent a summer with us as an intern. He confidently told me, “This is my dream internship.” It sounded like a cheesy pickup line but after a day of boring conversations; his energy was appealing.

I scheduled him for an interview the next day.

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

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Personality Only Gets You So Far

Within twenty minutes of the interview, it became apparent to me that my guy was all sizzle and no steak.

His grades were terrible, and he couldn’t offer a compelling explanation. He didn’t belong to any organizations, wasn’t working his way through college and didn’t have a personal situation that hurt his grades.

His work experience was incomplete. Most of his experiences were small odd jobs, working small stints for family and friends.

After the interview, he was the only candidate to ask me for the job. He asked me point-blank, “Do you think I have what it takes for his job?” It was charming, and I liked him enough to give him a direct answer.

“No, I don’t. Your grades are horrible, and the only reason I can discern is that you haven’t made much of an effort in your classes. You want a career in sales but have yet to apply to a position where you might build those skills. I don’t see any effort to join an organization or extracurricular activity that might broaden your skills.”

Taken back by my direct answer, he paused and persisted, “Thanks for being honest. What do I need to do to change your mind next summer?”

He dropped a follow-up, open-ended probing question. Dang, my team had experienced sales-people who didn’t handle rejection that well.

“First, show me that you can take school seriously. String together two solid semesters in your classes. Second, find a job where you can work directly with customers. You could work at a call center, restaurant or retail shop. Find something where you have to work hard and communicate with customers.”

He wrote furiously while I talked.

“Thanks. Can I have your card and keep in touch with you? I plan to do all of this and keep you informed of my progress.”

He asked for permission to stay in touch and provide further evidence, another key trait of great sales reps (and a skill that was lacking with some on my team.) I gave him my card, and he promised to keep in touch.

If you need me, let me know, Gonna be around, If you’ve got no place to go, When you’re feeling down. – Abba

Rejection Is Only The First Position In A Negotiation

I assumed I would never hear from that kid again. He proved me wrong.

A few weeks later, he sent me an email. He found a job as a greeter at an Outback Steakhouse on campus. He thanked me for the suggestion and promised to follow up later.

One month later, he reached out again to tell me that he had been promoted to a waiter position, and was now earning tips. He shared a few stories about difficult customers and what he was learning.

Shortly after the new year, he reached out again to tell me that he made Dean’s List for the semester, and offered to mail a copy of his report card. I let him know that wasn’t necessary and encouraged him to keep working.

He kept emailing me into the Spring semester.

  • He joined a marketing organization and ran for an office position.
  • He was named “Employee of the Month” at Outback.
  • He read a sales book and shared what he learned from it.

He wouldn’t let me forget his name. I started to wonder if the interns who were starting that summer were as excited about my company as he was.

I received that answer soon enough. Two weeks before our interns were set to start, I received an email from one. She had an opportunity to spend the summer in California with a friend. She would not be joining our company.

I emailed my guy and asked him if he was ready to step up from Outback. He emailed back and thought I was joking. I called him and told him that if he was half as persistent in sales as he was in pursuing that internship, he would make a lot of money.

He started two weeks later.

‘Gonna do my very best, And it ain’t no lie, If you put me to the test, If you let me try.” – Abba

How To Respond To Rejection

If this is your dream job, you won’t quit after the first rejection.

How many married couples share stories about how one rejected the other the first time they were asked out? You can count this writer in that fraternity, given how many times I had to ask my wife before she let me take her out.

  1. Ask the person who interviewed you for feedback. Most companies will attempt to reject you via letter. It is efficient and leaves a paper trail. If you are persistent enough, you can get your interviewer on the phone. Ask the question, “What do I need to work on if I want to be considered for this position in the future?”
  2. Follow up in writing with a summary of everything you learned from that conversation. “From our conversation, I learned that I need to work on these five things to be considered for a future position. This is how I intend to act on your advice in the coming months.” Document your plan in writing and be appreciative that this interviewer was willing to coach you.
  3. Set a reminder to follow up every month, without fail. Write a summary every month with what you are working on in your career. Tie that email to some piece of advice the interviewer gave you.

Managers value persistence over just about any trait. Business is tough, and resilience is often one of the first attributes that leaders mention when describing their top performers.

Every time you send a follow-up email or leave a voice message, you demonstrate an attribute that your prospective employer covets. You might catch them on a day when they are frustrated with a lack of resilience on their team.

Business is constantly changing. A company’s hiring needs today could be completely different in three months. Companies grow and require more positions. People leave companies and positions open. Make it easy on that manager to pick your name the next time a position opens.

If it is your dream job, you won’t quit with the first rejection.

Author: Ian Mathews

I worked for two decades as an executive with two different Fortune 500 companies. Most recently, I led a $4B business with over 700 employees. Since 2001, I have hired

… 

Forbes.com | September 17, 2019

#CareerAdvice : Which Of These #JobSearch Mistakes Are You Making? #Recruiters Reveal What Makes Candidates Stand Out.

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As a recruiter for over 20 years, I have my own opinions on what makes candidates stand out for good and for bad. However, I also like to collect feedback from my recruiting colleagues, across a range of industries, and you can see earlier interviews with recruiters from financial services, management consulting, advertising, tech, education, and non-profit.

Some of the pet peeves include:

·      Being too overbearing when you’re Type A, or being too quiet when you’re an introvert

·      Refusing to discuss compensation (note: in states where it is illegal to ask about salary history, you might still get questions about salary expectations!)

·      Talking too much about why you want the job and not why you are good at it

·      Not having details to back up your work

·      Too much perfume or cologne.

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

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On the positive side, things that impress include:

  • Strong follow-up – one recruiter called it “the balance of patience and persistence”
  • Passion for their work
  • Having an action plan once you understand more about the job
  • Being prepared (i.e., researching the company in advance of the interview)
  • Referring others and not just promoting yourself.

Recently, I had occasion to add two more recruiters to my informal survey on what helps candidates stand out in the job search:

1- Geri Kalinsky recruits in-house as Vice President of Talent Acquisition and Mobility for Warner Music Group. She also stressed the importance of details, follow-up and preparation.

Caroline Ceniza-Levine: What is an example of something a strong candidate did very well or that impressed you?

Geri Kalinsky: I appreciate it when candidates proactively share their career journey, beyond the obvious resume and LinkedIn profile. I have met a few candidates over the course of my career who created presentations or portfolios to showcase their career journey in detail (including links to their work, etc.). The candidates who take the extra time to tell their stories are the ones I find most impressive, and it makes it easier to more fully assess their experience.

Ceniza-Levine: What is a pet peeve or deal breaker that candidates may unwittingly or carelessly do?

Kalinsky: I will mention a pet peeve of something that many candidates don’t do: send thank you notes. It’s such a basic form of etiquette, but many candidates don’t bother. It’s not a deal-breaker, but I expect candidates to take the time to send customized thank you emails to every stakeholder they have met with. Please, send a note – it makes a difference!

Ceniza-Levine: What is one favorite piece of advice you’d like to share with jobseekers to make them more effective in their searches (and better candidates for your searches)?

Kalinsky: Take the time to read the job description the employer posts, and please don’t apply if you truly don’t think your experience matches the needs of the role. If you do feel your experience matches the role, then do everything possible to make your application stand out. Include a customized cover letter, include work samples, anything that will help showcase you and make us take notice.

2- Lesley Klein is an agency recruiter as Managing Partner of Miller Klein Group, LLC, a firm that specializes in placing HR and administrative support across industries. She also mentioned the importance of details – highlighting what not to share:

Caroline Ceniza-Levine: What is an example of something a strong candidate did very well or that impressed you?

Lesley Klein: Consistency. When a candidate is consistent in their level of professionalism across all modes of communication (phone calls, in person meetings, emails), in their resume and in interviews, that typically corresponds to a high caliber candidate.

Ceniza-Levine: What is a pet peeve or deal breaker that candidates may unwittingly or carelessly do?

Klein: Sharing too much personal information because it is irrelevant to the role the candidate is pursuing. For example, if a candidate is seeking specific hours, that’s fine. I don’t need to know about their family situation as support of why they want those hours.

Ceniza-Levine: What is one favorite piece of advice you’d like to share with jobseekers to make them more effective in their searches (and better candidates for your searches)?

Klein: Exude confidence. You have to display confidence in yourself if you want a potential employer to feel confidence in you. [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][For example,] firm handshake, stand tall, great eye contact and selling their skill set including having specific examples of what they do vis-à-vis the job description. Saying “here is what I do, and I can learn how to do it the way the executive likes it done or how the company likes it done”. So often I find that candidates are afraid to demonstrate confidence as they are concerned it will come across as arrogant. I talk them through that.

Recruiter insights are only helpful if you act on them

Now that you know what stands out for good and for bad, assess how you fare in these categories, and outline a plan for closing any gaps:

·      Do you exude confidence?

·      Do you share enough detail, but not too much personal information?

·      Do you exude professionalism consistently?

·      Are you prepared – and therefore able to sell yourself for the job?

·      Can you tell a compelling story, not just in your resume or LinkedIn, but with a presentation or portfolio if appropriate?

·      And don’t forget to send a thank you note!

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Author: Caroline Ceniza-Levine

I am a longtime recruiter, career coach and creator of Behind The Scenes In The Hiring Process, a job search e-course. Take the FREE mini-course, 5 short video lessons, …

Forbes.com | August 26, 2019

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#BestofFSCBlog : #JobSearch -Confessions Of A Former Corporate #Recruiter . A #MustRead for All!

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Let me start here. It’s not you. It’s me.

In a past life, I was a corporate recruiter for a few different global organizations. My team was housed under Human Resources, and I recruited for a variety of roles from administrative to senior line professionals in multiple functions. Like most corporate recruiters, I was assigned more job requisitions to fill than was humanly possible, wasn’t well-versed in what to look for in potential candidates other than key words, and relied on an applicant tracking system (ATS) to do the heavy lifting of feeding me the most “qualified” applicants.

Hiring managers were usually too busy to meet with me, even when stellar applicants were waiting to hear back and we risked losing them. Candidate inquiries went unanswered, and they accepted jobs with competitors, while I was criticized for not doing better.

My team was measured on the number of interviews and roles filled (not the quality of hires or length of tenure), so we weren’t incentivized to consider the bigger picture. Like many companies, we carried on about long-term strategy, but made decisions based on short-term targets. Why wouldn’t we when this was what our bonuses were based on?

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

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I used outdated job descriptions that didn’t align to performance measures and often was encouraged to inflate the attractiveness of a posting to entice quality candidates, but then was rewarded for making compensation offers below market value. This was justified because of our company’s brand name, and unfortunately, many stellar performers simply accepted it.

Even after asking you to take an afternoon (or three) to interview with us, I’d still end up sending an uninspired form email to say you didn’t make the cut. Then, I promised to keep your resume on file in case there was a future match. There never was, because I never looked in the database of past applicants when posting a new opening. Not once.

I remember one candidate who shared that she’d changed clothes in the car because she was afraid her boss would suspect she was looking for a new job. Another confessed he told his current manager he had a funeral to attend because that was the only excuse he could muster about why he was dressed in a suit. But because I interviewed up to 10 applicants each day, it was easy to dismiss these sacrifices. Did either get hired? I have no idea.

It’s not you, it’s us.

We offered a stellar vacation package (four weeks starting on day one!), but knew that you’d never be able to take off that much time and still meet your billable hours goals. I’d ask your current salary, knowing we’d use this information later to offer you a compensation package that was just enough to persuade you accept the offer, but much lower than what we could afford to pay.

We didn’t train line managers to interview, so you likely had to answer questions like, “If you were an animal, which would you be?” or “How many tennis balls can fit into a school bus?” even if there was zero validity to how your response correlated to being qualified. These questions were more about the ego of the person who might become your future boss (be warned).

If you’re a job seeker reading this and finding yourself appalled and offended, you should be. But at least you finally understand that you’re not crazy, just subject to a system that’s content treating applicants like commodities.

It’s not you, it’s the hiring process. It’s broken. Companies proudly boast that people are their greatest asset, and then force applicants to jump through multiple time-consuming hoops without any guarantee they’ll even have the chance to speak to a live person about their qualifications.

It’s maddening, I get it. I was once an under-resourced, overworked recruiter without enough time or direction to do my job well. Rejection form letters enabled me to avoid the discomfort of delivering tough messages to hopeful applicants, or worse, being asked to explain why they weren’t hired. Fortunately, we weren’t permitted to share feedback with candidates due to liability reasons. This was an especially useful policy when the reason you were rejected was because we had a pre-identified candidate all along and only put you through the ringer to satisfy the legal requirements. Irony, to say the least.

So, fellow job seekers, it’s not you. Really, it isn’t. It’s misdirected resources, lack of a talent strategy, bias, ignorance, misinformation and a short-term focus. Are these real? Yes. And are they poor excuses? Absolutely.

We can do better. We can tie job descriptions to performance reviews to ensure you know how you’ll be measured as an employee. We can put our money where our mouth is, and treat people as our greatest asset, even if they’re in the applicant stage and it costs a little more (the cost of a bad hire is even greater). We can equip recruiters with the resources to treat candidates with respect, even if they aren’t ultimately hired (it’s a small world and our paths will cross again). We can make hiring a measurable part of a manager’s role, so they’re more invested.

As for job seekers, the best defense is to stop chasing fairness. The hiring process is anything but, so put your precious time and energy into proactively beating them at their own game by cultivating your network, building a visible brand and being creative to get past the broken systems.

Yes, it takes more effort, but beats sitting by the phone waiting for a message that never comes or one from a bot that diplomatically tells you they hired someone else after you’ve risked your current job (and possibly life) to change into a suit in your car.

You don’t have to accept this treatment. You’ve worked hard and deserve better. Do your homework, invest in others and believe in your ability. Sidestep the crowded online job boards, demand mutual respect during the hiring process, and find a company who values people as their greatest asset not just in words, but in actions.

Because it’s not you.

Happy hunting!

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

Author: Dawn Graham

I started my corporate career as a recruiter, and over the past two decades have been helping job seekers attain great roles from the “other side of the desk” as a caree…

Forbes.com | August 22, 2019

#CareerAdvice : #YourCareer – 3 Ways to Help Your Career as a Stay-at-Home Parent.

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Some parents choose to stay home for many years to raise kids. Others do so because the cost of childcare would pretty much wipe out any income they’d earn from their jobs. If you’re a stay-at-home parent, chances are that you’d like to get back into the workforce someday, whether it’s in a couple of months or several years. But going from stay-at-home parent to employee is easier said than done, especially if you maintain the former schedule for many years in a row.

In fact, you’ll often hear that the longer you stay out of the workforce, the harder it’ll be to break back in. And in a recent survey from FlexJobs, more than 50 percent of stay-at-home parents took a longer break from the workforce than expected.

If you’re worried that a temporary or extended stint as a stay-at-home parent might wreck your chances of ever being employed again, here are a few things you can do to make yourself a more viable job candidate when you are ready to start working again.

1. Stay in Touch

It’s hard to push yourself to stay connected with former colleagues and professional associates when their days are all about meetings and deadlines, and your routine revolves around watching kids and tending to the many peripheral needs that come with them (think food prep and constant laundry). Still, it’s important to stay in touch with those people because they’re the ones you’ll likely want to reach out to when the time comes to get back into the workforce.

Therefore, set some reminders on your calendar to send sporadic emails or make an effort to meet up with your old co-workers or managers for lunch or dinner every five or six months. It’ll go a long way when you’re ready to ask for their assistance in getting yourself hired.

How to Network Your Way to a New Job – Through Email

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

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2. Keep Boosting Your Skills

Keeping your skills current is one of the best things you can do to more easily find a job after taking an extended break from the workforce to raise kids. If you’re able to show prospective employers that you made an effort to stay on top of industry changes and rules, or that you took steps to avoid letting your skills lapse, it’ll send the message that you’re serious about your career and are capable of multitasking. (After all, it can’t be easy to do all of that while also caring for children.).

Continue reading up on industry trends and be sure to do what it takes to maintain your professional certifications. Doing so will most certainly be a nod in your favor down the line.

8 Certifications That Actually Impress Recruiters

3. Aim to Do a Little Work on the Side

There’s nothing like a glaring resume gap to lower your chances of getting hired after spending time as a stay-at-home parent. To avoid one, aim to do a little work on the side while you primarily focus on your kids, whether it’s freelancing in your former field or trying something new that you’ve always been interested in. Doing so will not only help your career, but bring in income at the same time.

There’s nothing wrong with taking time away from your career to focus on your family. But if you want to avoid issues breaking back into the workforce, be sure to make an effort to stay connected to your former colleagues, keep your skills updated and, if possible, do a small amount of work so you don’t have an absolute resume gap on your hands.

 

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#CareerAdvice : #YourCareer -5 Golden Rules For #CareerSuccess .

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According to Fractl, if you were to ask Millennials about their parents’ top career mistakes, they would say they had a poor work-life balance (30%).

A recent survey asked over 1,000 Millennials about their perceptions of success compared to their parents and identified the top career trends of each generation. Some interesting findings were:

  • Nearly 1 in 4 Millennials say their parents stayed with an employer too long, and 15% think they poorly negotiated salary and benefits
  • Despite being labeled as the burnout generation, Millennials say their parents’ biggest career mistakes are a poor work-life balance (30%)
  • 50% of Millennials say they’re more financially responsible than their parents

Roughly 30% of Millennials are influenced by their parents’ career mistakes. Learning from previous generations’ mistakes can help you get ahead in life. Here are the five golden rules of career success:

1. Negotiate your salary and benefits: It can feel intimidating to ask for a raise, but it can cost you a lot not to ask. As a job seeker, do not stop at the initial offer. Push past the uncomfortable feeling and go for more than what’s first offered. Practice with friends and family then have a talk with your manager where you confidently make the case for a salary increase. Don’t underestimate how significant even a 5% raise is.
2. Stay up to date on industry news and technology trends:  Across generations, nearly 1 in 4 people say their parents fell behind on either the skill set needed for their job, on technology, or both. Reading scholarly journals or news articles about your field can keep you up to date with any changes affecting your profession and can prepare you for them. In this digital age, advancements in technology impact nearly every profession. Be sure to stay current and learn how technology is shifting and figure out ways to adapt.

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

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3.  Further your education:  It’s safe to say that the more educated you become, the more career options and upward mobility you’ll open position yourself for. On your free time, attend seminars to further develop your skills. Ask to shadow someone at work who has the role you’d like to upgrade to. Volunteer for challenging tasks that will really solve problems for your company. These are only a few of the many ways you can continue your education beyond college.
4.   Network, network, network!:   Networking  is an increasingly important component of the workplace, and many career opportunities can come from the people you know. It’s not only a great career rule, but it also enriches your life on a personal level—with more knowledge and social activities. So the next time, you’re tempted to decline an invite, push yourself to step out of your comfort zone. Have lunch with your coworkers and get to know them better. Send cold emails and grab coffee with people you admire. Attend the annual company trip and start a conversation with the CEO. You’d be surprised how many great connections can come if you make an effort.
5. Prioritize work-life balance:  Turn  off your work notifications after leaving the office and carve out time for self-care —whatever it looks like for you. Whether it’s volunteering at a local homeless shelter, reading, or simply spending time alone to reflect on how you’re feeling, prioritize this as it’ll help you achieve a good work-life balance.
Author: Shelcy V. Joseph

I am what you could call a multipotentialite—someone with different passions and interests. I dabble in different things, but at the core of everything I do is creative …

Forbes.com | August 15, 2019

 

#CareerAdvice : #YourCareer -How The Wall Street Stock Market Plummet Of 800 Points Could Dramatically Hurt The #JobMarket .

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The United States witnessed an amazing, meteoric economic-growth trend, from the depths of despair—during the 2009 financial crisis—to where we are now. In the last 10 years, we have gone from a near depression to record-setting highs in employment and the stock market. Unfortunately, markets don’t experience an uninterrupted, upward trajectory forever. 

Wall Street professionals and experienced investors know that blazing-hot stock markets ultimately correct, lead to recessions or sometimes crash. On Wednesday, we watched an ugly 800-point plunge in the Dow Jones Industrial Average, which serves as a bellwether for the stock market. Predictably, media outlets immediately went into a frenzy—predicting doom, gloom and a recession. Cable news had a field day, citing geopolitical events, inversion of the yield curve, trade war tensions and other fear-inducing sound bites as the cause to frighten viewers into staying tuned into their channels. The television journalists and newspaper writers could have calmly and dispassionately informed the public that the stock market corrections of 5% to 10% are common and we are long due for one, but that doesn’t generate ratings.

The worry I have is not so much the vagaries of the stock market, but rather the perception of the future direction of the stock market and its impact on hiring. The job market is closely correlated with the stock market. Stock prices are based on future earnings. If stocks are high, then investors believe corporate earnings and profits will do well. If the market is down, it could be because investors lack confidence in the ability of companies to generate growing profits in the future.

 

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The large number—800 points—alarms the average person who is unaware of the fact that this is less than 3%, which is not so terrible. Stock market drops, accompanied by the negative sentiment among people and the media fanning the flames of possible recession and even worse calamities, set the stage for a general unease. Confidence in the future of the economy erodes. Executives worry about the future. When the CEO and upper management believe that the economy will slow down, they will hit the brakes. This entails laying off employees, instituting a hiring freeze and—through attrition—when people leave, they won’t be replaced. When enough companies do this, it becomes a self-fulfilling, downward spiral. A company may not want to be the only one hiring in a bad economy, as they will then have to let these people go later on. Potential job seekers will be concerned about leaving a relatively safe job to take on the risk of switching roles with another company—only to be fired in a few months. Older workers will put off retiring, as they see their 401k plans fall in value. New products, divisions and business lines won’t be started since there is worry and uncertainty about the future. Therefore, the jobs associated with growth won’t occur. Management will discontinue offering raises and bonuses. If stock market drops accelerate, the fear factor will increase and additional jobs will be cut.

Hopefully, the current mood is only part of a routine correction. Let us be optimistic that the stock market will bounce back, global political and economic tensions will ease and we will get back on track again.

Author:  Jack Kelly

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of profes…

Forbes.com | August 15, 2019

#CareerAdvice – #JobInterview – How To Give Original Answers To 7 Cliché #InterviewQuestions . Great Two(2) Min Read!

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Throughout your career, you will participate in many, many job interviews. In all of these interviews, there are a few questions you will hear time and time again. What are your strengths? What are your weaknesses? Why should we hire you? Even though these questions are incredibly cliché, there’s a reason so many interviewers rely on them.

Your answers to the cliché questions say a lot about you. They can make or break your chance at landing the job. It’s essential to prepare original answers for the cliché questions you know you’ll hear at your next job interview. The strongest answers are unique and will give you a leg up in the competition.

Here are seven of the most cliché interview questions and how to answer them with originality:

1. Tell me about yourself.

Employers will often begin the interview with this one. Because it’s so vague, this answer truly needs to be prepared ahead of time. You can answer using your elevator speech. Talk briefly about three areas of your career: job history, most impressive accomplishments, and relevant goals. Your interviewer already has your resume, so rather than memorizing your background, you need to expand on what makes you different and emphasize your passion. Remember to keep it concise.

2. Why do you want to work here?

This question is designed to show hiring managers if you’ve done your researchbefore the interview. You should enter the interview knowing plenty of background information about the company, recent news surrounding the company and industry, and specific details about the position. Understand the company culture and mission. Use what you learn to highlight the detailed reasons you want the job and why your background makes you a perfect fit for the company.

How to Answer the 50 Most Common Interview Questions

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3. What are your biggest strengths?

Your strengths and weaknesses tend to be paired together by interviewers, so it’s important to have answers for both. When it comes to your strengths, you need to tailor your answers to the job description. In addition to a laundry list of responsibilities, job descriptions will often list soft skills required for the role. If you have these qualities, list them as your greatest strengths in the interview. It’s not enough, however, to just say your biggest strength is your ability to communicate. You need to show them why by telling a story that showcases a time when you used your skills to accomplish a goal.

4. What is your biggest weakness?

On the flip side comes your weaknesses. This one is tough because it’s extremely easy to give a cliché answer. Avoid giving a strength disguised as a weakness like, “I’m a perfectionist.” Interviewers know this is a cop-out. Instead, choose a real weakness and put a positive spin on it. Talk about the fact that you realize it’s a problem, and discuss the ways you’re working to improve. For example, “I tend to rush through tasks because I want to get them done quickly, but I am learning to step back and put a bit more emphasis on quality than speed. I’ve started to become both efficient and effective.”

5. Where do you see yourself in five/ten years?

Your answer to this question should demonstrate your desire to commit to the job and grow within the company. Talk about how you want to learn everything you can and expand your skills to benefit the company. Mention your desire to move up in the company over time. Explain that you want this job to be the start of a long career with the company.

11 Things to Never Say in an Interview, According to a Hiring Manager

6. How do you handle conflict?

When interviewers ask this (or similar questions about teamwork, leadership, etc.), they are looking for you to describe specific examples of your experience. Describe a time when you faced conflict in the workplace. Explain the situation, how you handled it, and what were the results. Don’t forget to tell the story from start to finish to show how you accomplished your goal.

7. Why should we hire you?

This question might be one of the last things you’re asked in an interview. Like #1, it’s pretty vague so it’s important to have an answer prepared. Talk about your best skills and accomplishments that show why you, and you alone, are the perfect person for the position. Use specific details from the job description and emphasize why you are capable of doing them best. If you’re not asked this question, you might be asked, “Is there anything else you’d like to tell me?” Use the same principles to answer this question. End your interview by proving why you’re the only person for the job.

Even though all of these questions are fairly cliché, you can use them to truly shine in your interview. The fact that they’re so cliché is an opportunity. Expect to be asked these questions and answer them with stories tailored to make you the best candidate.

 

#CareerAdvice : #CareerChange – A New Study Concludes That It Literally Pays To Switch Jobs Right Now. A MUst REad!

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It literally pays to switch jobs. A new study, conducted by payroll giant ADP, reports that employees who accept a new job at another company receive more money than their former peers who remain. The higher premiums currently being offered indicate that the record-high level of employment and robust economy continues to grow. To attract top talent in this hot market, companies are starting to recognize that they need to pay a premium.

According to an analysis of the data by Bloomberg, the biggest beneficiaries are job hoppers in the information industry who realized 9.7% annual wage growth, construction workers with an 8.7% increase and professional and business services with an 8.3% premium. Those who stayed at their companies earned about a 4% increase in pay. On average, those who choose to switch jobs enjoyed compensation growth of 5.3%. The only large groups that suffered from falling wages—when changing jobs—were in the leisure and hospitality sectors. Small businesses are suffering, as they are not able to financially compete with salaries offered by their bigger adversaries in the war for talent.

Separately, data produced by The Federal Reserve Bank of Atlanta’s Wage Growth Tracker, which includes both the public and private sector, arrived at the same results as ADP. The study reveals that job switchers’ income jumped 4.5%, the second-best pace of the 10-year economic expansion.

Sources: Current Population Survey, Bureau of Labor Statistics and author's calculations

Sources: Current Population Survey, Bureau of Labor Statistics and author’s calculations

FEDERAL RESERVE BANK OF ATLANTA

Anecdotally, in my recruiting practice—placing professionals on Wall Street and in financial services over the last 20 years—I’ve seen firsthand increases of 10% to 20% on average for people who’ve switched jobs. The spread is due to the hotness or coldness of the market at a particular time period, supply and demand imbalance of candidates and other factors. With these large margins, it was highly attractive for people to jump ship.

 

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Many moved a number of times. Let’s say there was a person earning $100k and then received a $120k offer. A year later, she could embark upon another job search and request around $150k. Meanwhile, those who stayed put had what we recruiters refer to as the “loyalty discount.” The woman who maybe five years later—after several moves—earns over $150k (plus bonus), whereas her former peers earned about an average 3% in yearly raises, which places them at about $115k.

Forward-thinking companies, such as Amazon, have enacted plans to retain top talent. This month, Amazon announced a $700 million retraining programto build “pathways to careers” for its employees. The training programs will focus on fast-growing areas, such as healthcare, machine learning, manufacturing, robotics, computer science and cloud computing. The company contends that this initiative will keep people from leaving, as they will learn new skills and grow within the organization and earn more money in the long run.

I’ve also encountered many people who elected not to switch jobs, knowing that they’ll earn far less than their colleagues who move on. They claim that it’s not worth the risk of entering the unknown, having to prove themselves all over again and stress over embarking upon a new job search. They also claim that their company, similar to Amazon, will try to help them grow within the firm.

While employees rationalize remaining, the evidence strongly signals that it’s financially rewarding to switch jobs at this time.

Author: Jack Kelly

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of profes…

Forbes.com | July 26, 2019