Understanding your Value in the marketplace

It is time to change the perspective on how a candidate should view themselves in the marketplace. A job seeker is now the empowered “buyer” in the marketplace and needs to understand the value of their “currency”—their information.
Think about what the candidate really is giving to their future employer during the interview stage: from the onset, when the job seeker sends the cover letter, resume, and references and completes the application, there is nothing but information.
Employers don’t get to “try” out the job seeker’s abilities to their complete satisfaction before extending an offer. A future employer or hiring manager can only extend an offer based on an assessment that comes from information that they have gathered on the candidate.
Therefore, any job seeker must understand their own value, and learn how to communicate it to the potential employer.

Resume

From an information standpoint, the one most important thing about a resume is accuracy. Information that does not reflect the candidate’s true experience will devalue that currency. When a future employer feels that they must question the validity of any statement in the resume, then it greatly reduces the employer’s confidence in the profesional’s abilities. The statements in the resume must be clear and concise with the most effective presentation being a bullet point layout.

Cover Letter

The cover letter is an opportunity for the candidate to share their understanding of the position and the organization.
It is important that the candidate address the job functions that best match their skills sets and also provide examples which highlight success in some of those areas. There is no need to write a novel filled with the greatest adventures, but please include a couple of strong examples of proven success.
This piece of information is also useful in addressing any areas where the candidate my not have the exact level of experience required. An employer will appreciate that a professional is aware of their abilities. In pointing out a shortcoming, the job seeker must also state how they can either ramp up quickly in that area of skill or how other experiences would translate well into those responsibilities.

Technical Knowledge

Rarely does the job seeker have the ability to correct an answer during the process, so it is important that homework is done thoroughly. Be able to answer fundamental questions because, sometimes, these are the things more experienced professionals take for granted. Even for technical questions, it is always a plus to use real world examples when answering.
If a candidate feels like they need to increase their technical knowledge, Profiles provides free Lynda.com training.

The Interview

This is where the quality of information is most important and the currency value is truly determined. The future employer will be at their most attentive and most willing to accept the information that the candidate has to offer. The information is presented both verbally and visually.
How a professional is dressed and composed provides information on how they may carry themselves in the work environment and their level of professionalism. When answering questions the candidate must be concise and consistent with the information that they have shared previously via the resume, cover letters and earlier interviews.
The candidate must be prepared to share their story. Go into the interview with the understanding that the future employer is looking to learn more than what they have already seen on paper. The job seeker’s goal is to provide information that cannot be retrieved at any other time.

References

Be smart about the choice of references given. They must be able to speak positively of the candidate’s background and, if possible, be aware of the type of opportunity the candidate is being considered for. The fastest way to devalue a currency is through a bad a reference.

Summary

In summary, the candidate must take ownership of the information that they are prepared to share with a prospective employer. It is the information and the way this information is shared which will determine whether or not the job seeker will get the job that they want.

Working through a Family Emergency

How to Work through a Family Emergency

 

At some point during your career, there will be an occasion which will require you to focus much of your time to a family emergency. This emergency may take away from the time and focus required for your position and, if not handled properly, will affect the performance of you and your team.

The good news is that almost everyone experiences a challenge such as this and most companies will accommodate. It is important to take a few necessary but simple steps which will allow continuing working and being a key contributor.

 

Notify

 

Tell your manager that you have an emergency.

 

Look ahead

 

Emergencies usually come as a surprise and after the initial shock it is important to take a moment to understand the actual scope of the emergency. How long and how much of your time and energy will it take? This is a priority in your life yet at the same time you wish to maintain the commitment to work. In the case of a medical emergency, for example, speak with professionals to gather as much information as possible with regards to the kind of care, resources and time that will be needed. From this point you can make an assessment as to what accommodations you will need to ask of your employer so that you may continue to work.

 

Communication

 

Reach out to HR and explain your situation first. They will advise you on what to share with your hiring manager and team. Inform your manager of your emergency and discuss the accommodations you will require. Please note that the accommodations that you are requesting are not to “make your life easier” but they are being put in place so as to make your work commitments manageable. Review your immediate tasks and evaluate what can be achieved during this time. Be confident in re-affirming your commitments and making the necessary adjustments. Your manager will understand that this is a temporary situation and will be able to re-assign responsibilities on a short term basis.

Set yourself a schedule…and expect very long hours

 

Time management is key and you will need to take a moment to plan. Make a distinction between time when you may be reached by employer or co-workers and when you are completely off the map. This will help everyone manage their expectations and deliverables. Depending on your line of business it may be important to inform external clients/contacts of the change in your availability. Before doing so please discuss with HR and your manager what should or should not be communicated in this instance. Many of us have smart phones which we barely use for anything but talk, text and surf. The best advice is to use the calendar and set reminders. Download an app if need be and set reminders for EVERYTHING.

 

Motivation….and guilt

During this time you will most likely go through a few ups and downs. That is expected and quite normal. It is important to stay motivated and keep as positive an attitude as possible. This attitude carries over to the care you will be providing during the emergency and also to the work that you will be doing for your employer. Don’t feel guilty about spending time at work and just keep in mind that you can’t be of any use to anyone else if you are not in a stable position yourself. In fact, use the time at work to refresh and recharge the emotional batteries.

Identity Crisis? Know who you are!

Knowing who you are…as a Professional.

Have you been applying to jobs and not receiving feedback. Have you been interviewing at opportunities that you feel are a great match to your abilities and interests but just can’t get past the first screen? You are sure you nailed that interview but didn’t receive an offer?  You are confused, surprised and frustrated? Do you feel that there is a disconnect?

There is a disconnect and it stems from not truly knowing who you are as a professional.

Titles, roles and responsibilities have changed drastically over the last few years. These changes may be attributed to rapid advances in technology, differences in consumer behavior and an exceptionally stressful economy.  What does that mean to you?  It is important that you understand who you are as it will help define what you can bring to the table. Knowing who you are will allow you to present the skills and experiences that are most desired by your future employer. Knowing who you are will save time, money and aggravation because you will only be looking at opportunities which are a realistic match.

Recently, I spoke with a candidate who had been interviewing for a number of Social Media roles and just wasn’t “getting the love”. The candidate was convinced that he was an ideal match for these roles but his resume and story did not reflect his sentiment. His story was typical of many, hired as coordinators, and their roles expanded and contrived to include strategy, management, marketing campaigns, social and digital marketing. As someone early in his career he really did not know what his position was and what it meant in the market. He was a bit of a chameleon and entirely frustrated at this point.  I asked him a couple of simple questions which helped define who he was as a professional. As a result he was able to put together a resume that gave a much stronger presentation of his experience.  After all was said done he truly was a Social Media Manager.

The series of questions that I asked the candidate came from a four- part process which allows you to better describe your story and experiences.

1)      Who

Here we are dealing with tangibles. Your title, the name of your current and past employers, your industry experience, your years of experience and your education.

2)      Why

This is your opportunity to talk about why you are doing what you do. Why you are in this role and why you are working in this organization. Speak of what you are gaining in this type of role and organization. Is it education, benefits, professional development, are you simply having fun or is this role just a “means-to-an-end”?

3)      How

Really think about the things that you do on a daily basis and determine how you go about doing them. What process or methodology  do you follow? Which tools do you use? Which skills are you using? How do you do what you do?

4)      What

What have you achieved? Describe your accomplishments and how you have impacted your team and the organization. How have you made your boss’s life easier?

By following this simple process you will draw a very clear picture of who you are. This will allow you to find more suitable matches as you search for the right opportunity.  

The Contractor Rules of Engagement

You've just been offered an assignment with the organization of your dreams and you will do everything you can to make sure you either a) extend your assignment or b) become a full time employee. Here are a few guidelines that should help.

Contractor - Recruiter relationship

This may be the most important relationship to foster. The recruiter (account manager) is your employer. They are not your agent. It is important that you understand this poignant fact. The recruiter actually selected you to represent their company but, with that being said, this is indeed a two way relationship and a recruiter must act as a good hiring manager. Always maintain open lines of communication with your recruiter and be honest with regards to your work, performance and the relationship you have with the client. Be sure that you understand all of your contractual obligations and, most importantly, keep accurate records. This may sound mundane but you will need to store your paperwork in a place that you can remember.

Client - Contractor relationship

This is sticky. Some clients are very clear in stating that you are indeed a contractor and will never be seen as an employee. Some others will treat you as an employee demanding that your agency provide the same benefits of PTO and health (or at least as close) to those of their own employees. Neither is the best situtation for a contractor. A fair balance is required and well defined lines of communication must be established and maintained. The client should only discuss work deliverables, projects and resources with the Contractor. Everything else should go through the account manager/agency. Issues regarding PTO, compensation, raises and even conversions to full time employment must never be discussed directly between Client and Contractor. They must always be brokered by the account manager.

 

Attendance

It's as simple as being on time. If you are going to be late or need time-off then you must speak to your account manager first.

 

Performance

This is really up to you, the contractor. Always aim to go above and beyond. Your value as a contractor increases significantly if you are able to hit the ground running and learn what needs to be done as quickly as possible. The less hand-holding then the more valuable you will be.

Conversion

If all has been going smoothly and the correct channels of communication have been followed, then this is a very simple process. By now the contractor should have established a solid relationship with their account manager and have complete faith in the fact the best will be done. This point is no different from going through a permanent hire interview process and an offer being tended. Also, this is neither the time nor place for the hiring manager to step in and begin negotiating salary or start date directly with the contractor. Again, the account manager or agency must broker this offer. Time and time again, I have seen conversion fall apart because neither party understands fully what the other wants.

Sometimes, there is harm in asking

A couple generations ago employees and candidates thought twice before asking. The mindset of "There is no harm in asking" is prevalent amongst the workforce and it may have reached a point of almost recklessness. Communication is an essential job requirement and today's employers are less flexible in that regard. Knowing how and when to ask makes all the difference.

There are two critical times when asking could hinder or progress your career: negotiating terms for an offer or asking for a promotion/ raise. Let's look at what to do when negotiating for an offer.

When does the negotiation begin? It's, actually, at the moment you submit your application or resume and if you are working with your recruiter it's at the moment you begin the process. With or without a recruiter, the most important aspect of the negotiation is the truth. You must always negotiate from a position of fact and never be dishonest or speculate. Do not jundize the negotiation. Preparation is key and here are five things you must know prior.

Why are looking for new job? Ask yourself a simple question,"In your current role do you see yourself achieving the professional, development and monetary goals that you are seeking within the next two years?" if yes then stay put, if no, then seek a better opportunity. This opportunity could still be at you current organization.

Your base salary. What you earn before bonus and commission.

The three numbers. If they offer a cent less than a certain number you will not regret walking away from the opportunity. That number or less where you will need a day or two to consider. That number which will make you drop everything and start tomorrow.

Where you are interviewing and at what stage. If you have other offers on the table don't beat around the bush. The only reason you should ever hold off accepting an offer within your salary expectations it is because it is not the opportunity you are looking for. Do NOT accept offer letters to weigh out your options. You will end up choosing an opportunity for the wrong reasons.

To work or not work with a recruiter. There are advantages to engaging a recruiter's expertise and service. First you don't actually negotiate with you're future employer and it separates what could be an uncomfortable experience from the relationship you might have with a future employer. Most importantly a recruiter has a wealth of knowledge regarding the process, salaries, your competition and offer negotiations as a whole. The best recruiters may have done this successfully hundreds of times and you may have only negotiated a handful at most.

This job is not what I signed up for!

"The recruiter prevaricated about the real working environment at this place. Had I known I would never taken the job."

Don't always blame the recruiter but learn to ask the right questions. Not every job is a great match and, unfortunately, many hiring managers will say whatever they need to in order to bring on the best and the brightest. As a recruiter I have been down that road an, believe me, it's not a happy for any party involved.

There is a story of a company that years ago was an incredible place to work. Great people, fantastic leadership and a wonderfully collegiate environment. However, the recession hit, finances were brutalized and the tension exploded. A rapid series of lay-offs brought the company down to a skeleton crew, staff was overworked, the quality of work dropped significantly and there was an overall sense of paranoia coming from the leadership. As we all know any sense of negativity coming from the top is intensely magnified by the time it reaches those on the "work-floor". In short this company was a nightmare to work in.

When I was first introduced to this organization, it was a great place to work. At least that's what it appeared to be. On my part, this experience has been a lesson learned and I now know the right questions to ask and what signs to look out for. As with any once happy and proud family, this company was no different. They always presented a happy and smiling front and there was absolutely no-one in the organization who would say anything negative.

I placed five people in rapid succession but I noticed things were a little out of wack after the second placement.

The lesson learned? Even as Recruiter I have to ask the tough questions. How is business? What does your turnover look like? What do you offer a potential employee?  What impact do you expect the employee to have in this role? How is adding this employee going to make life easier for you and your team? No work place is perfect and if it seems that way then do some investigating. If an agency ever says that they have a great work/life balance.....believe that to be a lie because for an agency, that just does not make good business sense. Look into the companies financials and check out the social commentary. You'll be surprised what you can learn.

If your dream turns out be a nightmare do not hesitate to look into other options. Call your recruiter.

Preparing for the Interview

You have just been notified that you are scheduled to meet with the hiring manager for a face to face interview.  Understand now that your interview has just begun.

Preparing yourself for this moment is as important as what you say and do during the meeting with the hiring manager. Being prepared means that you will be composed and informed thereby presenting yourself in the best light. Here are a couple of pointers.

1.       Understand the company. Know what it does and produces. Know where its offices are located, who makes up the leadership and what are their most recent news making events.

2.       Understand who will be speaking with. Be sure to ask who will be meeting with and in what format. Find out if it will be a series of one-one interviews, will it be a panel interview and how long.

3.       Prepare your story and stop seeing this as an interview but more so a conversation. A conversation you will be having with people who are also participating.

4.       Be prepared to answer any questions related to your resume and the job description.

5.       Write down your answers on paper and review them. Speak them allowed.

6.       Gather questions to ask during the interview.

7.       If you are interested in the position thank them for their time and let them know you are excited about the opportunity.

8.       Get business cards and send your thank you letter within 24 hours.

These pointers are great to adhere to but they will amount to nothing if you are not dressed appropriately.  Regardless of the standard dress code always dress professionally. Keep it simple, keep it sharp.