Tag Archive for: #jobsearch

You are here: / / #jobsearch

Posts

#JobSearch : How To Start A New Career With No Experience. Steps to Follow in Making that Career Transition. Great Read!

/in /by

After more than a year of working from home and managing Zoom meetings while juggling family time, many employees are ready to start a new career. In fact, Prudential Financial’s Pulse of the American Worker survey states that one in four employees are thinking about a career change. Another study conducted by Harris Poll found that the majority (52%) of U.S. workers are considering changing jobs this year, and as many as 44% have actual plans in place to take the leap.

Making a career transition is always scary. But it’s easier in this market because the demand for talent is incredibly high. If you want to start a new career but don’t have experience in the field, it can be done. You just need focus, drive, preparation and motivation.

Create a compelling story

In order to explain to potential employers why you are pursuing a different direction, create a story that illustrates your desire to transition to a new career. When crafting this narrative, emphasize your passion for the job and your willingness to take risks to explore the new path. You should also find ways to highlight your transferable skills. Although some of your past experience may not be industry-specific, it provides a solid foundation for your new career. Also include the reasons for making the change and how you can contribute to the organization’s needs despite not having industry-specific experience.

 

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

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

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

 

Article continued …

Research your new career

It’s a big mistake to change professions without doing your research first. One approach is to look for an inexpensive introductory course on Coursera, Udemy or Lynda.com. If you decide to pursue it further, then you can look into more extended programs. Join Facebook groups that have a specific professional focus. First, introduce yourself and then observe for a while. When you are ready, start contributing and look for people you can approach for informational interviews. You can also learn a lot by reading industry-specific books and blogs as well as listening to podcasts related to your new career. Of course, there is no substitute for talking to people in the field. Network on LinkedIn and speak to at least ten people. That will give you a good perspective and allow you to notice consistent trends in their answers.

Try on your new career

Transitioning fields is a commitment, so you want to make sure to test-drive your new career before you take the leap. One great way is to volunteer or shadow someone. Take a vacation or sick day and follow someone around to get a feel for the day-to-day activities. If your field is a creative one, like painting or writing, you might consider taking a few days off to attend a seminar or workshop. Depending on the career, freelancing or consulting is another option. It allows you to acquire valuable experience while getting introduced to your new job firsthand. If you enjoy it, it will be that much easier to make the transition.

Consider innovative approaches

A growing number of companies and organizations recognize that resumes don’t accurately reflect the applicant’s personality. That’s why more story-based approaches are emerging. Consider creating a short YouTube video to introduce yourself and share why you’d be a great candidate. Another idea is to build a personal website to tell your story. One job seeker, Andrew Horner, even created a “reverse job application” website encouraging potential employers to apply to be his employer! He received several dozen submissions from some great companies, and after about two weeks, accepted a job offer.

Target companies that are open-minded

Though every worker has transferable skills, employers seek out certain skills more than others. Some of these include problem-solving, leadership and adaptability. Also, look for companies that value passion and transferable skills over specific experience. Take Virgin Group, for example. Richard Branson believes in hiring for personality and fit first and foremost. “I never judge people by their education and qualifications, says Branson. The first thing we look for at Virgin when hiring new staff is personality, which always wins over book smarts or job-specific skills— the latter can be learned.”

Starting a new career without experience will take time and probably won’t be easy. But if you follow these strategies, it definitely is possible.

Are you feeling stuck and unfulfilled in your career? Download my free guide: 5 Signs It’s Time to Make a Bold Career Change!

Forbes Author:  Caroline Castrillon

I’m a career and life coach who helps people go from soul-sucking job to career fulfillment. As the founder of Corporate Escape Artist, I made the leap to

…

 

Forbes.com | June 6, 2021

Got Kids? MUst REad! -Networking Makes a Comeback for the Class of 2021. As Hiring Rebounds, Trawling Job-Listing Sites is Out; Making Personal Connections Is In.

/in /by

When Rebecca Moser, a 26-year-old MBA student at Baruch College in New York City, first started her postgrad job search, she spent countless hours scrolling postings on Glassdoor and LinkedIn. But her school’s career advisers told her to stop—and to pick up the phone.

“They really want you to get out of that habit of cold-applying to countless jobs,” says Ms. Moser, who is set to graduate next month. Instead, they encouraged her to set up informational interviews with alumni working in her fields of interest, like data analytics and digital marketing. She doesn’t have a full-time offer yet, but she is feeling hopeful.

The class of 2021 can stand to be more optimistic than the class of 2020. Employers plan to hire 7.2% more college graduates this year compared with last year, according to a survey with 207 respondents published in March by the National Association of Colleges and Employers. Job interviews are more high-tech than ever, and many remain completely virtual. But some imminent grads have been approaching their job search in a more old-fashioned way: networking.

 

“You get a lot of jobs not through the front door, but a side door,” says Gorick Ng, an undergraduate career adviser at Harvard. “That’s especially true for entry-level positions.”

Many jobs are still not being posted at all due to companies’ ongoing uncertainty about the future, he says: “That makes networking even more important than it was before the pandemic, so that you can find out what positions might be available behind the scenes.”

To identify good networking prospects, he counsels students to look for people who both share something in common with them (like their major or hometown, or a specific identity like being a woman in STEM) and are senior enough that they can make hiring decisions. For instance, he tells Harvard athletes to look at every archived roster available online for their sport and see if any former players are now working in a field or company that they’re interested in.

“When I get a message from someone who went to my alma mater, I answer 100% of the time,” says Jamie Szal, a tax attorney in Lewiston, Maine, and a graduate of Trinity College in Connecticut. “In my experience, alumni love students about to graduate from their alma mater.”

She adds that she feels a sense of solidarity with pandemic graduates because she graduated from law school in 2009, at the tail end of the financial crisis. “That was a really crappy year to graduate, and networking was crucial to getting my first job,” she says. “I think 2009 then is the equivalent of 2021 now… not that it’s way better, but people know what to expect in the second year of a crisis.”

 

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

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

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

 

Article continued …

Christopher Brown, a 21-year-old psychology major and football running back at University of California, Berkeley, says his school and coach have both pushed him to pursue virtual networking. This semester, he started meeting online with a career mentor on Saturdays. He was encouraged to reach out to professionals in the finance industry, where he hopes to work after graduating in fall 2021, both on LinkedIn and via his school’s “Golden Bear” alumni network.

He has so far met with professionals including a senior director at Qualcomm and a business coach focused on helping former athletes start businesses.

“It’s all on Zoom, and only 30 minutes at a time,” he says. “But it makes me feel way more prepared to enter the workforce at the end of this year.”

Some seniors sought out alumni to coach them through tough interviews, like Laura Polley, who is to start a full-time job at the consulting firm Guidehouse after she graduates from Colby College in Maine. She estimates that she spoke with more than 20 alumni of her college last fall to prepare for consulting interviews.

“They helped me not only with mental math and talking through my thought process for case studies, but also about how best to present my liberal-arts background and interests in an interview,” says Ms. Polley, who is 21.

She was able to connect with so many relevant alumni because she realized last year that she wanted to work in consulting. For graduates who are less sure about where they want to work, Mr. Ng, at Harvard, has several suggestions to look for high-growth companies and fields. First stop: Google. “I like to search for ‘fastest-growing company’ plus the city of your choice,” he says. “You can also look up startup funding announcements and see who recently got funding—they’re probably hiring.”

Another creative way to look for jobs is to look up the phrases “We’re hiring” or “I’m hiring” on LinkedIn profiles, and filter the results by first- or second-degree connections, he says.

Alongside the class of 2021, many from the class of 2020 are still on the job market, and they are still networking too.

Alena Hyde, a 23-year-old who graduated from Clemson University in South Carolina last year, has worked at a thrift store for minimum wage, dog-sat and worked two different internships since graduation. But she’s still hoping to land a full-time role in fashion buying. When the economy picked up this spring and more roles were posted online, she reached out to her personal network again for help.

SHARE YOUR THOUGHTS

What tips on job hunting in a virtual world do you have to share? Join the conversation below.

“My dad’s good friend who works in human resources in New York, for example, posted on LinkedIn on my behalf to see if there were any opportunities for me in her network, and she has helped me edit my résumé,” she says. “I don’t typically send out cold emails, so I really appreciate that kind of mentorship and help.”

Even though hiring is rebounding strongly this year, there may simply be fewer full-time jobs to go around after the pandemic, says Blake Allan, an associate professor of psychology at the University of Houston.

“The labor market was already constrained, and the pandemic exacerbated that,” he says. “Young people graduating into this economy should be flexible about many different paths, instead of having one set career in mind.”

WSJ.com | April 30, 2021 |  

#JobSearch :Tips to Edit Your Resume Like a Professional. Editing your Resume is One of the Most Important Steps you can Take when Applying for a Job.

/in /by

Writing an effective resume is about more than just creating a resume once and distributing it to prospective employers. An executive resume writer will tell you how important it is to review your resume and edit it often. Unfortunately, many people find one of their biggest weaknesses is editing. Hiring an executive resume service can provide the assistance you need, but learning to edit on your own can be invaluable.

Focus on Your Achievements

Many individuals focus on what their responsibilities have been at their jobs, rather than what they have actually achieved. Prospective employers want to know what your skills are and how you have used those skills to accomplish things in your past work history. If you could do it for a past employer, then you can do it for them. Think about the requirements of the job to which you are applying and focus on the skills you need to meet the demands of the position.

 

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

 

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

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

 

Article continued …

Market Yourself

Your resume is your chance to sell yourself and tell your prospective employers why they should consider hiring you, rather than one of the other individuals who have applied. You may easily tell potential employers what you can do, but you also need to show them how well you can do it. When writing an effective resume, you need to show them how well you have done in past positions. Quantify your value, don’t just state it.

Remove Irrelevant Material

An executive resume writer can go through your resume and help you pick out the items that aren’t relevant to the job for which you are applying. Many people create a single resume and try to distribute it to all of their prospects. However, employers are looking for the best fit for the job. If your resume is filled with information that doesn’t relate to the open position, your resume is more likely to find its way to the bottom of the pile, rather than in the interview pile.

Don’t Give It All Away

A resume is meant to be a snapshot of your work history to get employers to call you. For this reason, it’s important to make sure you don’t give too much away. Make sure you leave them with questions so they want to talk to you. It’s important to make sure you can work on selling yourself at the interview to close the deal.

Check for Common Mistakes

Grammar and spelling errors can be devastating to your ability to get a job. An executive resume service will be able to identify these problems, but anyone with a firm understanding of the English language can go over your resume and point out potential issues. You should also double check names, addresses, and other important information for accuracy.

Editing your resume is one of the most important steps you can take when applying for a job. Writing an effective resume will help set you apart from the other people applying for a job and can increase your chances of landing the job you want.

 

FSC Career Blog Author:  Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog – March 11, 2021

 

 

 

#JobSearch : How Does Your Brand Stand Out on Your Resume? Accurately Reflect your Expertise? Most if Not All, the Answer is NO.

/in /by

One question I get asked every single week by clients is if their resumes have enough branding–specifically, executive branding. Does their resume accurately reflect their expertise and what they are recognized for? Can I tell what their brand might be? Usually, my answer to these questions is NO.

 

Your executive brand doesn’t always speak for itself, especially if your resume is basically a job description of what you’ve been doing. No, you have to sprinkle aspects of your brand throughout your resume and let your reader know who you are.

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued …

A brand is an evolution of where you are today. It communicates your value to the reader. Have you Googled yourself lately? What comes up in the searches next to your name? That will help you realize your brand.

To represent your brand on your executive resume, make a list of 5-10 strengths and personal attributes that describe you. Are these strengths and attributes on your resume? If a reader were to glance at your resume, would they be able to tell within 10-20 seconds what your brand is, who you are, and what you bring to the table? Is the first half of your resume selling the reader on your brand?

This may sound like a difficult task to do. We aren’t very good at evaluating ourselves. Many of our clients tell us they have this information but are unsure of how to incorporate that into their resume. There is help for that. There are many talented executive resume writers who specialize in executive branding and can walk through it with you. Whether you hire someone to help you with that or do it yourself, the most important thing is that your resume is infused with your unique brand.

 

FSC Career Blog Author:  Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog – February 1, 2021

How to Work With Headhunters…. Important Note -Headhunters Work for the Company that Hired Them, Not for You. (i.e. Not there to ‘find’ you a job)

/in /by
What is a headhunter?

There is a distinction between headhunters and recruiters. Headhunters tend to be more singularly focused on filling a particular role and actively seek out the perfect person for the job, whereas recruiters tend to work on multiple jobs at once and rely more on candidates finding them. “You’re going out to find people. You’re not waiting for them to come to you,” says Matt Clarke, managing director at recruitment firm Blackwood Associates LLC. “There are some people who are more proactive and there are others that are reactive. It’s more about the proactive approach.”

A headhunter usually tries to convince a high-performing worker to leave a job for a competitor, according to Mr. Clarke. “You’re recruiting someone out of their current seat based on a referral or knowing that they’re good in their current space.” This can be more challenging than trying to find a role for someone who is looking for a new job. “They’re happy and you’re motivating them to make a move.”

A headhunter usually tries to convince a high-performing worker to leave a job for a competitor, according to Mr. Clarke. “You’re recruiting someone out of their current seat based on a referral or knowing that they’re good in their current space.” This can be more challenging than trying to find a role for someone who is looking for a new job. “They’re happy and you’re motivating them to make a move.”

In brief:
  • Headhunters work for the company that hired them, not for you.
  • Talk to the people in your network to track down who is recruiting for particular roles.
  • Build a rapport and offer help to headhunters for benefits down the line.
  • Know which headhunters to avoid.

 

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued …

Do headhunters focus on people who are mid-level or higher?

Not necessarily. While some headhunting firms specialize in filling C-suite jobs, others fill jobs that require less experience. “It spans where you are in your career. It’s really more about your company’s focus,” says Mr. Clarke.

Headhunters don’t work for you, they work for an employer.

Headhunters primarily work with companies looking to fill a position. If you aren’t getting a call back from a headhunter, you are not alone. A headhunter’s focus in most cases is to devote his or her time to the client, not a job seeker who isn’t an active target. “Most recruiters work for companies that are paying them to find candidates,” says Stacey Staaterman, a leadership and career coach based in New York. “So, what’s most important for people on the job-search side is that they need to be sensitive to the fact that they’re not the first priority.”

Why would a company hire a headhunter?

Companies hire headhunters for a variety of reasons. “It could be that it’s a messy situation, so they need a recruiter to sell it,” says Roy Cohen, a career coach and author of “The Wall Street Professional’s Survival Guide: Success Secrets of a Career Coach.” Another reason could be the seniority of the role. Mr. Cohen says that recruiting for a very senior-level position, such as a division president or chief executive, can be a heavy lift and companies may prefer to use a headhunter with the expertise to find the ideal person from a “large universe of potential candidates.”If you are contacted by a headhunter, it helps to ask tough questions about why the role is open, because some of those reasons might not be positive for a candidate. “Be careful what you wish for when you do work with a recruiter. It could be they’ve been hired because the situation is one that has been problematic,” says Mr. Cohen. “Maybe there’s turnover, maybe the boss is a screamer. There could be all sorts of reasons they’ve hired this recruiter.”

How to find a headhunter to work with.

Since most headhunters are looking at a fairly small pool of people, you may have to get creative to get yourself on their radar. One way is to triangulate the jobs they are trying to fill by speaking to people in your own network in similar roles. “It’s about networking with people who work in the field that you’re looking for a job, because it’s likely that if you’re talking to people who are in visible positions in your field, they will have received calls from recruiters,” says Mr. Cohen. Find out who the headhunters are that are targeting them. There is often a virtuous cycle of people referring headhunters to their contacts when they themselves are not interested in positions.

You may need to tell people you trust in your network that you are open to talking to headhunters. Mr. Cohen says that this strategy is preferable to emailing several recruiters en masse.  It is useful to develop a relationship with a headhunter that might pay off later. If you happen to be contacted by one for a position you have no interest in, think about how you might be able to help him or her with a solid reference to someone else in your own network. “I always tell people if they’re looking, identify a few headhunters that you can establish a bit of a rapport with so that they kind of know you and stay in touch,” says Ms. Staaterman. “Don’t be annoying—be helpful. If you’re not right for a position, give the headhunter a few names. That always creates goodwill.”

What are headhunters looking for and what are their motivations?

Headhunters look for high-quality candidates—who in most cases are already employed—and try to convince them to leave for a better job. Usually, they are trying to meet specific requirements from the company that hired them to fill the job, but sometimes they may look for less obvious candidates who might be an interesting wildcard. “There is a growing interest in having nontraditional candidates on the candidate list,” says Ms. Staaterman. “The term is a ‘cultural add.’ It’s essentially trying to bring something different into the organization,” she says. “Thanks to companies like Google, Facebook, Amazon, Apple, we have more awareness [that] having a diversity of thought, for many companies, is a good thing.”

How disreputable headhunters can harm you and how to avoid them.

You need to be smart about which headhunters you are willing to work with, says Mr. Clarke. You should make sure they are not trying to hire you for a job that someone else left due to an unresolved problem, such as the work culture or bad management. You also need to avoid working with headhunters who aren’t thoughtful about the jobs they submit you for. “If they’re just sending your résumé around to different firms—let’s use banks, for example—some headhunter gets your résumé, or some recruiter gets your résumé and they’re not professional, [or] good at what they do, and they start sending you around to different companies without telling you where your résumé has been sent in, that can absolutely crush your chances of getting jobs at certain places,” says Mr. Clarke.

WSJ.com | January 8, 2021 |  and

#YourCareer : Build Your Brand Through LinkedIn Recommendations. Recommendations are Like an Online Review of Who you Are.

/in /by

I don’t know about you, but before I buy anything online, I read the reviews. I like to read a first-hand perspective from other buyers. Very often a review will change my mind. Think about that when it comes to LinkedIn recommendations.

Recommendations are like an online review of who you are, your work, etc. Receiving recommendations from colleagues, past supervisors, professors, etc. can act as a professional reference for your expertise, skills, and overall work ethic. It’s social proof for you.

But how do you go about receiving recommendations from your network? 

Here’s the Plan:

  1. Make a list of people you’ve had contact with at previous companies or projects.
  2. After you write it, send them an email telling them what a great job they did.
  3. The best time to do this is right after the event is done.
  4. Wait a week or so, then contact them and ask if they would be willing to write one for you.
  5. Be sure to send them a thank you if they follow through.

So now you have the plan, but how do you go about executing on it? 

What to Include in Your Recommendation

When you’re writing a LinkedIn recommendation for a connection, think about what you would want someone to say about you. Be specific when it comes to your experience with working with them or how you know what they bring to the table. Grab the reader’s attention with the first sentence and be very clear as to why you think they will succeed in any given endeavor. And never hesitate to ask your connection what information they would like you to include in the recommendation as well, so it’s tailored appropriately. It only needs to be 2-3 sentences, not a novel.

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued … 

Requesting Recommendations

Now that you’ve written recommendations for your colleagues, you can feel more comfortable asking for one in return. You can do this through email or through, sending a personalized message or on the main page, under “More” you can ask for a recommendation. Don’t expect everyone to respond with one, but be sure to thank those that send them. 

Choose Your Recommendations Carefully

You may receive recommendations from your network you never requested. Think quality over quantity at this point. LinkedIn gives you the opportunity to review your recommendations before they get posted on your profile. Don’t just accept every recommendation without reading them first. You want to make sure it matches your personal brand before accepting. On the other hand, you could harm your own reputation if you give out a recommendation every time you’re asked. Unless you worked closely with the person or know them very well, proceed with caution before writing one. Hiring managers and recruiters can tell a genuine recommendation from a fabricated one, so it’s not worth it just to make someone happy.

If managed properly, LinkedIn recommendations can increase your brand messaging and shore up your social proof. But live by the motto of “reciprocity”, giving back and sharing the love to your network in return.

FSC Career Blog Author:  Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

#BestofFSCBlog : How to Negotiate a Job Offer. The Do’s and Don’ts. If you Don’t Ask for What you Want, You’re Not Going to Get It. A MUst REad!

/in /by

Salary negotiation is an art, but there are proven techniques you can use to get what you want. In addition to researching and crafting your pitch about why you are the most desirable candidate, experts say that creating a personal, empathic connection with your negotiator is also a good strategy.

Consider the salary negotiation as part of the honeymoon period for you and your employer. Since the hiring manager has chosen you for the role, he or she will be more likely to hear your requests and try to accommodate them. “If you don’t ask for what you want, you’re not going to get it,” says Tessa White, a career navigation adviser and founder of The Job Doctor.

Find out how much your expertise is worth.

Research how your experience and skills are valued across the industry in which you have applied for a job. Figure out what the company or others like it pay current employees, either through publicly available information or by networking with current or former employees. Websites such as Payscale.com, Salary.com and Glassdoor.com also offer salary comparisons across various roles and industries.

Establish a connection with your negotiator.

An effective negotiating tactic is to create a personal rapport with the other person. “You’ve got to develop, in whatever amount of time you have, a degree of personal empathy with that person, some kind of personal connection with the individual so they look at you as other than something like a cog in a wheel,” says Luis Rueda, a retired Central Intelligence Agency operative whose role involved convincing foreigners to spy on their countries for the U.S. “You’ve got to let them humanize you.” 

 

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued …

Mr. Rueda recommends researching the person before the negotiation begins. What motivates him or her? Think about what the person has highlighted in his or her biography on the employer’s website or LinkedIn. What has this individual mentioned in past conversations? “The idea of winging it is seldom successful,” says Mr. Rueda. “Find out what makes the individual tick and what makes the company tick. Do your homework and understand your audience.”

On the day of the negotiation, try to identify something in the person’s office or in the background of a video call that you can bond over. “If they’ve got pictures of a kid the same age as your kid, there’s something you can play with,” Mr. Rueda says. Perhaps the hiring manager prominently displays interest in a sport or in travel. Think about how you can use that to develop some kind of personal connection. “You might be the 15th person they’ve seen that day, or the 30th issue they’ve dealt with,” Mr. Rueda says. “Try to create a connection that says: ‘I’m a human being. Look at me.’”

“If you want to maximize your pay, the cardinal rule is: Do not bring up pay.”

— Tessa White, The Job Doctor

Don’t bring up your salary.

If you throw out the first number, you might be negotiating against yourself, since it is possible the employer would be willing to make a higher offer than what you propose. “If you want to maximize your pay, the cardinal rule is: Do not bring up pay,” says Ms. White. “If you make yourself desirable to them, your offer will be higher.”

If the employer directly asks what you would like to make, respond by asking what the budget for the role is. In all instances, wait for the employer to say a number first. If the number is lower than what you expected, you can always counter it. If it still comes up short, consider negotiating a raise six months into the role if you meet agreed-upon goals.

Don’t focus entirely on the pay.

Many people only negotiate salary and bonuses, but that is a mistake. There are many other elements of a job that can be negotiated and may make the difference between feeling appropriately compensated for your work and not. For example, if you are currently paying out of pocket for your health insurance, can the employer reimburse those costs until your new benefits kick in? Or if being able to work remotely or have more vacation time is important to your work-life balance, consider negotiating these.  Find out what terms are on the table so you can prioritize which ones matter most to you before the initial job offer. By doing so, you will be in a better position to negotiate. Read our guide on how to counter a job offer for a list of what could be on the table.

Make all of your requests at once.

Don’t make the mistake of negotiating each benefit individually so that you are constantly requesting new terms. Dr. Hamaria Crockett, a career coach with Korn Ferry Advance, the career-coaching arm of organizational consulting firm Korn Ferry, says it’s best to avoid negotiating each term piecemeal because it can be “a turn-off” for the employer.

If you are going to ask for several adjustments to the offer, divide your requests into hard and soft categories, negotiation experts say. Anything related to pay, bonuses and stock options should be negotiated together, as part of your hard requests. Once you have reached an agreement on those, move on to the softer requests like vacation time, flexible work and job title.

Make it clear how hiring you will make the employer better off.

At the CIA they call it “PTBUF,” or putting the benefits up front, says Mr. Rueda. When you are negotiating with someone, you should start by explaining what is in it for that person, he says. You should detail up front how hiring you is going to benefit your potential employer. Mr. Rueda recommends emphasizing these benefits at the beginning and end of the negotiation. “You want the negotiator to come away understanding why you’re worth the money,” he says.

Don’t exaggerate.

Part of the art of negotiation is building trust, and if you are exaggerating your qualifications, the chances are someone will notice. That only gets in the way of forging the kind of relationship that would lead to getting what you want. “Be very honest,” and try to strike the balance between overselling and underselling yourself, says Mr. Rueda. “Have a very realistic opinion of who you are, backed up by the facts.”

Don’t give an ultimatum.

When you finally get an offer in writing, but it falls slightly short of what you want, use a “yes, but” response. In a professional and friendly tone, convey your gratitude for the offer and then follow up with the reasons that the job warrants better terms. Lay out what you would be missing out on by leaving your existing role or the typical salary and benefits that a similar position would offer in your sector. Back up your requests with evidence. Just as you wouldn’t recommend an all-or-nothing solution to a work challenge, you shouldn’t do so during the negotiation. Each touchpoint during the discussion is your chance to develop a relationship with your new employer. “Once you receive a job offer, you stop being a candidate and you start being an employee of the company to some extent,” says Paolo Gallo, the author of The Compass and the Radar: The Art of Building a Rewarding Career While Remaining True to Yourself. “The way you negotiate starts building your reputation.”

Resources
  • O*net: This Department of Labor-sponsored website provides a comprehensive look at the skills required for specific jobs across all industries, plus median pay per job.
  • H-1B Data: As part of the H-1B visa program, companies must keep a public-access file that includes the exact salary of the employee they sponsor. This website collects some of those salaries and allows you to search by company, position, location and the year the candidate was hired.
  • Payscale: This salary comparison website requires that you enter your data before it shows you anything.
  • Salary.com: This comparison site allows you to see payscale by profession,  industry and various other variables.
  • Glassdoor: You can browse salaries by company and position. The salaries are entered anonymously into the website by employees.
What to do next

 

WSJ.com – December 9, 2020 – Deborah Acosta

#JobSearch : 6 Things You Need To Do Before, During And After A Job Interview. A MUst REad!

/in /by

To have a successful job interview, there are a few key things you need to focus on. Preparation beforehand is critical, as is the way you perform in the interview itself and the way you follow up afterwards.

These tips will help you ace your next virtual or in-person interview.

Before the interview.

Research

It’s important to research the company you’ll potentially be working for so that you have a better understanding of the company culture and what working there is like. Look at the company’s website as well as sites like Glassdoor to get a feel for what employees think about working for the company. Read reviews to see if anything raises a red flag and if overall employee outlook on the company is positive or negative.

Prepare questions

It’s just as important for you to ask questions at the end of a job interview as it is for you to answer them, because that helps you gain more insight into what working at the company is really like. You want to make your questions as specific as possible and avoid asking anything that could be answered by going to their website. If you want to know about company culture, try asking for clarification of something you’ve read – ‘I saw on the website that one of your core values is learning. Can you tell me more about the kind of learning and development options that you offer?’

You first impression begins the moment you turn on your video in Zoom. It’s of utmost importance that your background is clean and clutter free and you are dressed professionally. If you can’t find a good background in your home, use a virtual one instead. Replace the handshake with a greeting and thank the hiring manager for inviting you to the interview. Be sure to look directly at the camera when you’re speaking so that it gives the impression you’re looking the hiring manager in their eyes. You can look at them when they’re speaking, but when it’s your turn, speak to the camera not their picture.

Talk about more than just what’s on your resume.

The hiring manager has already looked over your resume, so they know the details of your work history. The interview is when you can elaborate and give more details about your accomplishments and the type of work you did. Back up your answers with statistics wherever possible, as this helps to show how you’ll add value to the company.

Don’t answer yes or no questions with ‘yes’ or ‘no’.

Always elaborate on your answers. Saying yes or no doesn’t tell the hiring manager anything about you, so don’t throw away an opportunity to sell your abilities by using one word answers. If you’re asked if you have experience working with a specific program or software, say yes and explain how you used it. If your answer is no, think of something comparable that you do have experience with and explain how you think it’s relevant.

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued …

Follow up.

Stay in contact with the hiring manager.

No matter how well or how poorly you think the interview went, you absolutely must follow up afterwards. A quick message to the hiring manager thanking them for their time goes a long way. In your follow up, you should include the position you interviewed for, a quick takeaway from your interview, and a reiteration about why you’d like the job. If you want to get creative, you can send a video message or a link to your website if you have a portfolio of work you’d like to share.

Continue to follow up regarding next steps like a second round of interviews or a decision being made. You should already know when the hiring manager intends to reach out, so be proactive and send an email if you haven’t heard from them by a few days after they said they’d be in touch. Keep this email short and to the point – a couple of sentences will suffice.

Forbes.com | October 30, 2020 | Ashira Prossack

#JobSearch : A 7-Step Job Search Plan To Beat The Tough Economy. A Seven Step Job Search Plan that has Gotten Results!

/in /by

Job searches go faster when job-seekers first take a step back to plan strategically. And careful planning has become even more important during these challenging economic times. Think of it this way; your “job” in a job search is to be a world-class consultative salesperson, for yourself. So do what the best salespeople do: plan carefully first, to get the highest return on your time investment.

Here’s a seven step job search plan that has gotten results for my clients, and that any great salesperson would appreciate. 

1. Start with the audience. Define your audience using two parameters so that you can understand and market to them effectively. Vary one of these two parameters and your pitch needs to change to resonate with the new audience:

  • The position description, including the level. “Finance” doesn’t cut it; “Chief Finance Officer” or “Financial Analyst” does, because of the very different ways you need to sell yourself for each of these roles.
  • The type of organization, including the industry, for profit vs. non-profit, startup or global Fortune 100, and so forth. For example, a CFO at a startup will be expected to pitch in beyond their finance role more so than would a CFO at an established global company.

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued …

2. Craft messages that will resonate with your target audience in your resumes, LinkedIn profile, emails, cover letters, and your networking and interview pitches. Which keywords, phrases, skills and experience would gain their interest? Find out by researching a) the words and phrases used in job postings, b) the LinkedIn profile content of those that do what you want to do, c) online publications for your field, d) blog posts and articles of relevant thought-leaders, and e) the “Investors” section on public company websites.

3. Make sure your target audience is big enough. Does your job target have enough potential so that your search won’t become a years-long odyssey? By “potential,” I mean the number of positions that exist, whether open or filled. You want to fish in a sea with a lot of fish so you’re more likely to catch one! Try to target roughly 200 potential positions, to help ensure you can complete your search in two to four months.

For example, a client was looking for a Chief Marketing Officer role at mid-sized technology companies in a remote part of the U.S. and identified 13 companies that met the definition. She thus identified only 13 potential positions, since each of these 13 companies has only one CMO.

This small number implies a very long search given that most positions will be filled, and for those that are not she would be competing with lots of candidates. She was ultimately able to target roughly 200 potential positions by expanding her geography, the types of roles she was willing to accept, and the industries to which she was open. And she did in fact land a role about three months after expanding her audience.

4. Prioritize your valuable job search time. Plan to spend 80% of your time on the “active” marketing channels that are getting my clients (and my colleagues’ clients) roughly 80% of their interviews: networking (that is, getting introductions) and cold-calls/emails. Spend the remaining 20% of your time on the “passive” channels for getting interviews – job postings and search firms.

5. Think broadly about your network, then plan how you want to reach out. Aim to let at least 200 people know about your search. Include family, friends, colleagues you haven’t spoken to in years who might be open to helping you, former classmates, your neighbor and so forth. One of my clients landed an interview after reaching out to a former business school classmate she hadn’t spoken with in 17 years. This is typical.

Then segment your outreach by those who will receive a) a mass “Your help requested” email vs. individual emails, b) a highly personalized vs. templated email, and c) an informational meeting request vs. a referral request or simply an update on your job search.

6. Create a one-page marketing-plan document. Plan to share this document with those who are well connected in your field, as it will make it easier for them to help you. Consider emailing the document prior to, or even during, an informational meeting. In the document, include a) your job target, b) how you can help/what differentiates you, and c) a list of the better known organizations that you’re targeting, with the hope that they’ll more likely think of someone they can refer you to if they see the organization names.

7. Set up your contact management system. You’ll want to keep in touch with everyone in your broadly defined network so no opportunities pass you by. To do so, you’ll need to keep track of, and schedule, your individual outreach efforts.

Whether your system consists of a simple spreadsheet (like most of my clients) or something more sophisticated, every contact should have “next action,” “date of next action” and “priority” fields next to their name. This way you’ll always know what to do on a given day and ensure no opportunities slip through the cracks. Adding a “last action” field is also useful to see how you have been spending your time. Click here to download an example of what this spreadsheet might look like (customize to make it work for you). Plan to follow up with everyone in your system every three to six weeks.

Jobseekers often struggle with what to say when keeping in touch, and I routinely get asked about this. Here’s what to say.

 

Forbes.com | October 21, 2020 | Robert Hellmann 

#YourCareer : Companies Don’t Care About You: The Days Of Corporate Loyalty Are Over And It’s Time To Take Control Of Your Career. A MUst REad for All!

/in /by

We all understand that corporations solely care about revenue, profits and their shareholders. CEOs and top brass hyperfocus on their own financial interests. It’s hard to blame them, as this is how the game is played.

Lately, it seems that the chasm between the uber-wealthy and the average American family is the greatest we’ve seen since the bygone era of robber barons. The top 1% are thriving during the pandemic, while the rest of us are desperately trying to survive and eke out a meager living. More than ever before, a small group of powerful CEOs and executives have usurped the lion’s share of their company’s money by awarding themselves lavish salaries, stock options and bonuses.

The Covid-19 pandemic seems to have enhanced the chasm between the average worker and the upper echelon. This marks the beginning of the end of corporate loyalty. It’s obvious that we’ve been forced into a new era of free agency. The companies clearly don’t care about the workers and now the workers need to care about themselves.

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

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

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

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

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

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

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

Article continued …

Here’s a great example exemplifying the callous, nonchalant behavior of corporate executives toward employees. In late March, Covid-19 hit the United States hard. A then record-setting 3.28 million people filed for unemployment benefits for the week ending March 21. At the time, it was the highest level of claims in reported history. Those numbers seem quaint now, as more than 60 million Americans have filed for benefits since then. Due to the drastic health, economic and job-loss crisis, prominent CEOs—many from financial services and Wall Street—promised that they would not lay off workers through 2020. Six-plus months later, a number of these companies are now laying off employees.

Here are just some of the large corporations that have changed their minds about their pledge to hold onto workers:

  • Citigroup: “Citigroup will continue laying off roughly 1% of its global workforce, the company announced on Sept. 14. The cuts end a previous commitment to pause layoffs amid the pandemic.” A cursory search of Citi’s online job postings shows that around two-thirds of the listings are outside of the U.S. This reflects an ongoing trend of Wall Street banks relocating jobs to lower-cost cities within America and to other countries.
  • Goldman Sachs: “Goldman Sachs is cutting 400 jobs, or 1% of its workforce, after briefly pausing job cuts amid the pandemic, Bloomberg reported on Sept. 30.”
  • Wells Fargo: “On July 9, Bloomberg Law reported that Wells Fargo is preparing to cut thousands of jobs,” and has plans to start chopping “more than 700 commercial banking jobs.”
  • Deutsche Bank: “The bank announced it was restarting job cuts—part of an 18,000-position cull it launched last July but paused…as the coronavirus crisis bred uncertainty.”
  • HSBC: “HSBC resumes 35,000 job-cut plan, ending [Covid-19] ‘pause.’”
  • Salesforce: “Salesforce started to lay off 1,000 of 54,000 employees on Aug. 26, according to the Wall Street Journal. The news comes one day after the company posted record sales. In March, CEO Marc Benioff pledged a 90-day freeze on layoffs.”
  • LinkedIn: “LinkedIn said it would cut 960 jobs, or 6% of its global workforce, on July 21. The cuts will impact hiring and sales positions.”

Some of the companies focused on a 90-day commitment; although, the spirit of the intent was for the year. To be fair, at the onslaught of the outbreak, it wasn’t conceivable that the pandemic would still be in place seven months later nor did they foresee the rampant damage caused to the economy.

Since then, companies across all industry sectors executed massive layoffs. For instance, Disney recently let go of about 28,000 workers and the airlines plan to terminate about 35,000—if the government (U.S. taxpayers) doesn’t give them another $25 billion after the initial $25 billion bailout.

Without any empathy, corporations ruthlessly cut out middle managers to save money and hire younger, less-expensive workers. To squeeze even more money out, they’ve relocated jobs from big cities, such as New York City, to lower-cost states and foreign countries to pay people a fraction of what their predecessors earned. When companies run into trouble and file for bankruptcy, they lay off thousands of workers without any hesitation. The executives and CEOs who mismanaged the business remain and continue to collect fat paychecks.

Large sums of money have been allocated toward technology, robotics and artificial intelligence. The goal is to eventually replace real-life human workers with sophisticated technology. Robots don’t take coffee breaks, vacations, eat lunch, gossip or argue over sports and politics. They dont require health insurance nor do they talk back or call in sick.

Predictions of AI taking over jobs are so great that former Democratic presidential candidate Andrew Yang called for Universal Basic Income to be paid to Americans. Yang’s thesis is that once tech takes over, millions of Americans won’t have the skills to hold a decent job. Their only answer is for the government to provide a living income to help them get by. While on a podcast with Yang, Twitter CEO Jack Dorsey said that—fairly soon—AI will write better code than his current software engineers. His dire forecast is that tech will eat the lunch of everyone and no one is safe.

A large number of iconic American companies filed for bankruptcy protection during the course of the pandemic. Millions of Americans lost their jobs, but somehow, the top brass paid themselves millions in bonuses. It rises to a level of incredulity when a CEO gets to cash in for driving their company into the ground.

It looks like conditions will worsen. With millions of Americans out of work, companies can aggressively dictate the terms. They’d think, “Why shouldn’t we lowball salaries and increase the demands of employees? Where else would they go? With less opportunities available, people won’t have a choice but to accept whatever they can get.”

As the job-loss crisis continues to grow and millions of people look for work, corporate management will feel free to summarily dispatch employees at will. Managers will realize that they don’t have to deal with a difficult worker, as there will be a line of people forming to take the person’s place—if fired. There won’t be a need to offer larger wages and better benefits, as there will be someone else who would gladly take the job to put food on the table and a roof over their family’s head.

It used to be that you could graduate from high school, find a decent job, afford a nice home, two cars and raise your kids in a quiet, bucolic suburban neighborhood. You would work at the same company for most of your adult life and receive a pension when you retire. If your children wanted to go to college, it was affordable and cheap—by today’s standards. If you didn’t desire the higher-education route, it was deemed perfectly respectable to pursue a trade or become a blue-collar worker instead of going to college.

The reality is that this new post-Covid economy could be harsh, cold and unforgiving. To battle back against this, you need to view yourself as a free agent. You can make your own destiny and shouldn’t solely rely upon your employer.

The key is to become thick-skinned, resilient and self-reliant. You will have to be mentally and emotionally tough to deal with all of the new challenges. You will have to constantly learn, reinvent yourself, pivot, acquire new jobs, start side hustles and find new ways to create value.

It might seem scary at first, but there is the sweet taste of freedom when you accept that you can control your own fate and don’t have to depend upon the whims of a large, faceless and uncaring corporation.

The bottom line is, due to these scary emerging trends, you need to look out for yourself. Even if you’re gainfully employed, it’s imperative to keep your eyes open for new opportunities. Prepare a just-in-case Plan B, C and D. Start networking right now and don’t wait for the dreaded call from human resources asking for a quick meeting. Update your LinkedIn profile and résumé. Learn new skills and technologies required for our changing economy. Find secondary tertiary ways to get an income stream, so that you’re not entirely dependent upon a salary. Get active on social media, reach out to recruiters, research new types of potential careers, attend online career-oriented events and do whatever it takes to hold onto your job for the time being.

 

Forbes.com | October 12, 2020 | Jack Kelly