Career Hub

Manufacturing Jobs – Where Will They Come From Next?

The short answer is that more than half of the new Manufacturing jobs created in the 10 years ending 2016 will be in 2 industries:

1. Pharmaceuticals and medicine ... 69,000 new jobs
2. Animal slaughtering ... 60,000 new jobs

Our data source includes the Bureau of Labor Statistics (www.bls.gov) projections from 2006 to 2016, and BLS employment data through April 2008. 

An additional 122,000 new jobs will be created in aerospace, architectural and structural metals, ship and boat building, cement and concrete products, plastics, engineered wood product and a few others.

Overall, the Manufacturing sector will add 252,000 new jobs in these industries while losing 1.5 million jobs overall. Most of the losses will be in fabricated metal, computer, machinery, printing and apparel.

INDUSTRY DATA

Here are the details, abbreviated and summarized, with the projected new jobs highlighted in bold.

• In Food Manufacturing, animal food, grain, sugar, fruit, dairy and seafood will lose 62,000 jobs. Animal slaughtering, bakeries and tortilla will add 64,000 jobs.
• Beverage, Tobacco, Textiles, Apparel and Leather will lose 106,000 jobs.
• In Wood Product Manufacturing, sawmills and wood preservation will lose 33,000 jobs. Engineered wood products will add 10,000 jobs.
• Paper Manufacturing and Printing will lose 241,000 jobs.
• In Chemical Manufacturing, basic chemical, resin, synthetic rubber, pesticide, fertilizer, paint and soap will lose 90,000 jobs. Pharmaceutical and medicine manufacturing will add 69,000 jobs.
• In Plastics and Rubber Manufacturing, rubber will lose 46,000 jobs. Plastics will add 13,000 jobs.
• In Nonmetallic Mineral Manufacturing, clay and glass will lose 22,000 jobs. Cement, concrete products, lime and gypsum will add 21,000 jobs.
• In Primary and Fabricated Metal Manufacturing, iron, steel, aluminum, foundries, forging, cutlery, boiler, hardware, spring, machine shops and coatings will lose 292,000 jobs. Architectural and structural metals will add 23,000 jobs.
• Machinery, Computer and Electrical Equipment Manufacturing will lose 385,000 jobs.
• In Transportation Equipment Manufacturing, motor vehicle and railroad rolling stock will lose 157,000 jobs. Aerospace, ship and boat building will add 43,000 jobs.
• In Furniture Manufacturing, household, institutional, kitchen, office and fixtures will lose 37,000 jobs. Other furniture related products will add 1,000 jobs.
• In Miscellaneous Manufacturing, miscellaneous will lose 56,000 jobs. Miscellaneous medical equipment will add 4,000 jobs.

METROPOLITAN AREA DATA

The metropolitan areas that show the most manufacturing growth in the last 12 months AND the last 10 years include Las Vegas, Bakersfield, Napa, Stockton, Amarillo and Salt Lake City. Projections to 2016 are not available by metropolitan area.

Other metropolitan areas show recent manufacturing growth BUT significant 10-year declines. The Seattle area for example added 6,000 new jobs in the last 12 months BUT they are recovering from a loss of 47,000 jobs in the last 10 years. The same pattern of recovery is true for Houston, San Jose, York and Wichita.

THE TAKE AWAY

Finding a job in the Manufacturing sector will be easier in the industry/location combinations that are growing. The pharmaceutical industry for example is growing the fastest (based on the last 12 months and 10 years) in California and North Carolina ... and the pharmaceutical industry is projected to have the most new jobs by 2016.

Forget Elevator Pitches, Twitter is Taking the Escalator

Whether you "Twitter" or not, you need to know about Twitter.

Why? Because Twitter is fast becoming a powerhouse business and social tool that has the potential to change the way businesses (and you) communicate. Check out today's article in BusinessWeek "The Escalator Pitch" (coined "Twitpitch").

Twitter is "a micro-blog" that allows messages of just 140 characters. It's brevity forces precision messaging -- you'll need to start thinking in "essential vs. important" terms. And even then, you'll likely need to edit down. In fact, the article suggests that for the best impact, you get your Twitpitch down to 10 seconds and 8 words! Try that out -- NOT easy! I'm not talking about idle Twittering (the "I'm going to lunch with Aunt Sally today" 8-word messages). I'm talking about concise brand- and value-driven pitching for business, and even for employment.

Twitter is relatively new, and it's suffering some growing pains, but it has a loyal following of early adopters and a growing community of new and consistent users who are building buzz around products, creating networks, creating touch points with a legion of "followers," and delivering notices of blog posts and other activities. Yes, you've got the "I had spaghetti for dinner" crowd in there, but there are many individuals and business who are using Twitter as a serious business and social tool.

I'm a "Twitter novice" myself and just signed on today (I have to thank Jason Alba of JibberJobber and Sabrina Compagno of Netshare for leading me to that decision). I'm curious to see how I'll use it. So far it's a grand experiment. (Then again, so was LinkedIn and now I can't imagine doing business without it.)

For more on Twitter see an earlier CareerHub post by Barbara Safani as well as another BusinessWeek article.

poted by Deb Dib (http://twitter.com/CEOCoach)

Mental Imagery Mastery and Career Transition

Can being optimistic and visualizing "success", whether attaining a new job or a stretch of a goal, actually play an important role in achieving that goal? Many notable individuals, from Tiger Woods and Jack Nicklaus to Shaquille O'Neal and Olympic Gold Medal winner Janet Evans would heartily concur.

What do these sports greats know about achieving goals and success that could be put to use in a career transition? Well, that question is what prompted Dr. Lynn Joseph to research guided mental imagery and advanced visualization techniques. Her ground-breaking Job-Loss Recovery study (published in the prestigious Consulting Psychology Journal) demonstrated that guided mental imagery CAN shorten job-loss periods for out-of-work professionals by as much as 50% (from 4 months to 2 months).

In fact, her Job-Loss Recovery Program garnered a Substance Abuse and Mental Health Services Administration (SAMHSA) Award from the US Department of Health and Human Services.

Join Dr. Lynn Joseph as she is interviewed by William Arruda of the Reach Branding Club (RBC) on Thursday May 22, 2008 (12 noon EST) on "Self Leadership: Achieve Career Transitions and Goals More Quickly and Powerfully with Advanced Visualization Techniques". She will cover:

• What is guided imagery?
• How have world-class athletes used this tool to reach their goals?
• How could this apply to job search and career transition?
• How important is our expectation of success or failure to the outcome?
• What are some suggested uses of guided mental imagery?

Dr. Joseph has been an executive search consultant and has worked with Fortune 100 companies in the management of sales, training, and human resources. Her broad background in the careers arena combined with her Ph.D. in Psychology, has made her a thought leader in visualization techniques and their practical application to real-world goals.

If you are interested in boosting self-confidence, relieving stress, improving your job-search skills, revitalizing your hope for your future, and/or landing a new job more quickly, be sure to register for this mental imagery teleseminar. Having trained with Dr. Joseph on the use of guided mental imagery in career transition and job search, I can personally attest to its powerful impact in creating the kind of positive mindset that can achieve what might seem to be impossible goals.

Cross-posted at Career Goddess Blog

Staying Young, Staying Competitive

In my practice, I work with persons of all ages. It's fun and I get to learn from all of them. Recently, with some of the Boomers I've worked with, the conversation has been about "staying young" and "staying competitive." The question posed to me last week by a 54-year-old female executive was this:  What are some things I can do to make myself seem younger? Having thought about it for a while, here are some things you might try to make yourself seem younger if that's important to you:

1. Act young, vibrant, and energetic. You don't have to act like you're worn out, tired, exhausted, and ready for a nap, even though you might be.

2. Choose words that don't date you. By that I mean, stay away from lines like back in the day or when I was a kid, or young pup, or little whippersnapper.

3. Look in the mirror. What do you see? What, if anything, can you do about it if you don't like what you see?

4. Females, enlist the services of a make-up specialist if you desire an updated, fresh look. If you don't have funds to do that, ask a friend, family member, or colleague for some ideas.

5. Hire a professional image consultant to give you some tips on how to revamp your wardrobe, image, brand, or look. Follow through on ideas that make sense to you (and your pocketbook).

6. Exercise and try to get yourself in better physical shape. Personally, I'm no spring chicken : - ) and I'll never see sample size 4. And that's OK; when I do work out, I feel better. It's that simple.

7. Go through your clothes closet. Anything that's old and doesn't have some huge emotional significance, ask yourself...can I part with this? do I even fit into this? will I ever wear this again? (I cannot part with the shoes I wore on my wedding day; they are permanent closet keepers, along with the dress, etc.)

8. Take a good look at your teeth; are they dull, yellow, or unattractive? If so, check with your dentist to see what, if anything, you can do to achieve a whiter, brighter smile, if you so desire.

9. Consider your eye apparel. Does your eye wear look current, or is it the same pair of glasses you wore in the 20th century? Visit your local eye care center and inquire about 21st century options.

10. Learn something new in the realm of computers and technology. Take a class on how to use a computer; get an e-mail address; learn the basics and proceed from there. Then you can share with others what you do know versus what you don't.

What strategies have you incorporated to keep yourself looking good, feeling good, regardless of your age?

posted by: billiesucher

In The Middle Of A Job Change? It's The Perfect Time To Enhance Your Portfolio

Regardless of what the popular press might have you believe, not everyone who is job hunting is living in a crappy work situation. There are other reasons to want to leave a job besides being miserable. You could be wanting to learn more, become a cardcarrying member of management, try new challenging projects, or move to a different city (to name just a few options).

If this sounds like you, you may also note a strange limbo-like feeling where you're standing in two different worlds. It's a peculiar window of time that starts when you're thinking seriously about changing jobs and the time you actually make the jump. It can drive some folks nuts. But it's in this window that opportunities continue to appear if we're open to seeing them. The problem is that we focus so much on that next great gig, we often don't see them. These can be important stepping stones we can use to continue building our professional portfolios.

Here are a few springboard questions to ask:
Is there a gap in my resume or portfolio that I can work on now?
If you've started putting feelers out there for a new job (in particular if you've had some interviews), you've likely started getting ideas on areas where you can add a little extra meat to your portfolio (or extra tofu if you're of the vegetarian persuasion). I'm a firm believer that a portfolio can always be enhanced so look for opportunities to improve your marketable expertise and results.

Is there a network or contact relationship that I can cultivate?
Don't discount your internal contacts now. Just because you're thinking of leaving a workplace doesn't mean you have to stop making professional connections. If anything, this is a prime time to keep meeting and talking and learning from people. Oh...and those external networks are pretty good ones to continue to cultivate, too.

It could be that you've tapped out all of your opportunities. If that's the case, then it's definitely time to move on quickly. But if you recognize that there's still something left in the tank, take some time to step back and reflect on what you can do right now to build a stronger portfolio rather than dwell exclusively on a future yet to come.

Any other road-tested wisdom out there from folks in job change limbo?

Posted by Chris Bailey

Is This One-Day Job Search Blitz for You?

If you have traveled from Plan A to Plan Q in your job search strategy, and are worried that there aren't that many more letters in the alphabet left, you might want to consider taking the "1 Day Dream Job Challenge", developed by Phillipe Desrochers.

I read about this challenge today at 24 Hours Vancouver. This challenge is not for the shy. After reading about how to do the challenge you may try to weasel out of it by claiming it has not yet been tested in the U.S. But that would take all the fun out of it.

The object of the challenge is to land your dream job (or any job) as a result of your efforts during one single day.

How to do it:

1. In the morning, from 9:00 am until noon, you physically visit seven companies.
2. In the afternoon from 1:00 pm until 4:00 pm, you call decision makers in 20 companies (not Human Resources).

Note you even get an hour lunch break!

This challenge is based on an 18-month research study with 355 professionals. You can download a one-page challenge itinerary, with sample scripts, here.

Cold calling is probably not part of your job search plans A,B, or C, but when the chips are down and you're feeling sluggish, this kind of focused day may be just what you need to keep moving forward and talking to people.

Posted by Heather Mundell

Is Telecommuting in Your Future?

I was recently interviewed for a piece on telecommuting for CNN's Your Money. So many people want telecommuting work arrangements, but few know how to go about getting one.  Some believe that these opportunities exist on a job board, but the reality is most of these listings are scams. Telecommuting arrangements evolve from relationships between employees and supervisors where there is a trusting relationship and a past record of strong performance.

If you are a job seeker hoping to secure a telecommuting opportunity in the future, target companies that tout themselves as companies that embrace workplace flexibility. Research the organizations that consistently gain recognition on the Fortune Best Companies to Work For list or those profiled as the best by Working Mother Magazine.

Telecommuting opportunities will continue to grow as the world becomes a much flatter place. Telecommuting presents enormous opportunities for employers to decrease infrastructure, technology and telecommunication costs. The arrangement can help employers compete globally in the war for talent and  help attract and retain a loyal, motivated and productive workforce. But telecommuting arrangements still need to be earned. Show your employer how you add value to the company by helping them make money, save money, save time, grow the business and keep the business. Take on assignments that showcase your ability to work independently and be trusted when there is limited supervision. Build your business case for a telecommuting arrangement long before you ask for one. Once you have proved your value to the organization, negotiating a telecommuting arrangement will be easier to do.

Posted by Barbara Safani

Switching Industries ... which is best?

If you switch industries, which is best and why? (nationally speaking ... the big picture)

Here's an example: Construction employment declined 5.4% nationwide in the 12 months ending April 2008 BUT long term historical growth has been strong AND the BLS projections to 2016 are strong AND Construction will gain market share by 2016. However, construction is not recession-proof - every 7 to 10 years employment dips by about 14% and the dips last about 5 years. Therefore, switching to the Construction industry is not recommended short term and can "maybe" be recommended long term if you don't mind the periodic dips during recessions.

The table below shows our recommendations for switching industries as of April 2008. These recommendations will change over time.

Short Term recommendations are based on recent employment growth trends.

Long Term recommendations are based on historical employment growth trends AND the growth projections by the Bureau of Labor Statistics to 2016 AND how much an industry is projected to gain or lose market share by 2016 AND how the industry has performed during recessions.

"Maybe" (along with details, graphs, and an analysis of each industry) is explained at http://www.jobbait.com/switch.htm.

Industry	Short Term	Long Term
Natural Resources and Mining	Yes	No
Construction	No	Maybe
Manufacturing	No	No
Wholesale Trade	Maybe	Maybe
Retail Trade	No	Maybe
Transportation and Warehousing	Maybe	Maybe
Utilities	Maybe	No
Information	No	Maybe
Finance Insurance and Real Estate	No	Maybe
Professional and Business Services	Maybe	Yes
Educational Services	Yes	Yes
Healthcare and Social Assistance	Yes	Yes
Leisure and Hospitality	Yes	Yes
Other (auto repair, laundry, etc.)	Maybe	Yes
Government	Maybe	Maybe

The rest of the story

Construction employment may have declined 5.4% nationwide in the 12 months ending April 2008 BUT it grew 4.3% in Houston (adding 9,000 new jobs) AND grew 2.7% in Seattle (adding 2,500 new jobs). This is why targeting your job search is so important.

The STAND-OUT Resume

Standing out from the crowd can be a good thing or a bad thing - it depends. Take the ongoing saga of Britney Spears - she certainly stands out in the highly populated celebrity arena but not necessarily with positive spin. Contrast that with Oprah and her mission of giving back - her personal brand consistently conveys caring for others and integrity.

In the crowded job search and careers arena, your resume can also stand out - for better or for worse. In fact, Seth Godin's post "Why bother having a resume?" captured the potential employer's frustration with the overwhelming lack of resume quality. While I do not agree with Seth about totally eliminating resumes (HR folks do still expect to see such a document and application systems are currently set up around collecting and screening resumes), I DO agree that your most critical self-marketing piece (your resume) had better be remarkable.

To learn more about creating a STAND-OUT Resume that will create positive traction for your job search, sign up for this complimentary webinar 3 Steps to a STAND-OUT Resume that I am presenting on Thursday, May 8th at 1:00PM ET for the American Society of Association Executives (ASAE) and The Center for Association Leadership. You'd best hurry as I hear the 200-seat webinar is filling up fast!

Cross-posted at Career Goddess Blog

Contemporary Image-Builders Lead to Lucrative Job Offers

What’s all this talk about branding, value propositions, unique selling propositions, gap analysis and signature statements? If you’re a job seeker are these the magic words that make the difference between who garners offers? Where did this business jargon originate and how do you keep informed? What ever happened to just getting educated, gaining experience and qualifying for a job and just plain getting hired?

Has hiring really become more complicated than before or have we just configured fancy terminology to define standard rules of engagement? Let there be no doubt about the increased competition to stay afloat in business, government and not-for profit these days, consequently Boards and senior-decision makers are far more selective. No one can afford to gamble with their executive decisions.

Nevertheless I maintain that while adorned with fancy verbiage, the demands of executive image have always required clarity in definition to predict future performance. And with three decades as a job search coach I stand witness to the difficulty executives, managers and professionals experience defining who they are, discerning what they’ve done and discussing what they have to offer.

How do you want to be categorized and identified by employers? What do you want to be known as? Are you the acquisition king, the deal-maker, the turnaround solution? Despite stellar careers, few executives can define who they are when required to package their careers. All who work are defined by the functions they perform, i.e. financial, operational, administrative, technology and the environments in which they are performed, i.e. manufacturing, financial service, retail, distribution and education. If you have graduated to leadership and you now run the company the definition still applies, but now under the identity of senior management.

However when asking an executive who he is, he is more than likely to tell you what he’s like. An exercise that will help initiate self-branding is to imagine a perspective Board willing to listen to only one illustration of your success. Your only chance to impress will be to tell a story of your biggest achievement. Your best approach will be to define what you are and then, by example, how well you’ve done!

Who Are You Really?

I can’t tell you how many senior executive resumes sound exactly alike. Filled with words like ‘results-focused leader’ and “high-energy executive” - everyone is “dynamic” and ‘proven’ and ‘experienced.’ After reading the same thing 30 times, everyone starts to blur together.

Which is really crazy! Because you are totally unique. You have something that no other candidate has. You will add value in a different way. And yet I am willing to bet that your resume doesn’t express  that unique value.

I speak from experience, because for years, I didn’t know how to express my value either. When I first started my resume writing business, I wasn’t sure who my target audience was and why they should choose my company. As the business grew, I started to figure out my unique value (I have prior HR and recruiting experience, which means I know how to get the attention of HR and recruiters). As I figured this out, my marketing messages became clearer. But I still knew I wasn’t getting to the bottom of what made my business different. And very recently, I was hit over the head with the realization that we have a very obvious selling point – we’ve had it all along but I just took it for granted.

It happened this way. One day, I received a request for proposal from a person in the UK. We don’t write resumes for the UK because frankly I have no idea what works there, so I wrote back to the person and politely declined the project. The same day, I also declined a project from a teacher because no one on my staff has expertise in writing resumes for teachers. The next morning, I had emails from both potential clients thanking me for my honesty and for not just taking their money regardless of whether I could provide excellent results.

And it hit me that we do that all the time – we only take on clients I know we can help. On the rare occasions that we misjudge and don’t get results, we refund money.  Our whole business is built around trust – trust that our resumes get results, and trust that we will treat people fairly. And our resume writing process is also base on honesty – we don’t ‘sell’ what people are not – we help them communicate their authentic unique value.  And yet our branding has never reflected that – at least not as a conscious effort. It should!

If you’re like me, you see other people much more clearly than you see yourself. So when it comes to marketing yourself, you probably fall back on platitudes, or standard ideas of what a good executive does. And the resulting resume is probably flat and boring and not at all reflective of what makes you YOU.

Here are a couple of ways you can fix that right now.

1. Think back to compliments you’ve received from bosses, co-workers or clients. What do they say abut you? What words do they choose? Don’t get stuck on what YOU think ... in fact, forget that for now. Just focus on what other people say.

2. Looking back over your career, what themes keep re-emerging? Are you always the person brought in to tackle the most challenging problems? Or have you always found new ways to cut costs?

3. What is your management philosophy? Write it down – don’t worry about spelling or grammar or finding the perfect words – just write whatever comes into your head.

Reviewing all this information will help you determine the answer to the most important question of all: “what make you unique?”

Once you have that answer, you can rewrite your resume, you can prepare for interviews and you can create your ‘elevator pitch.’ All based not on what executives are ‘supposed to be like’ but on who you really are.

Twitter Anyone?

Twitter is a social-networking blog site that allows users to send status updates, or "tweets," from cell phones, instant messaging services and Facebook in less than 140 characters. It's value has been questioned by many, but CNN recently reported that a student from the University of California-Berkeley, who was in Mahalla, Egypt covering an anti-government protest, used Twitter to let his contacts know that the Egyptian police had arrested him. Buck's entry led to his college quickly learning what had happened to him and hiring a lawyer on his behalf.

Usually Twitter is not used for such urgent situations, but this story demonstrates the far reaching implications of the tool. Staying connected to people you know is important, and being top of mind can often lead to valuable help and opportunities.

Twitter gives users the ability to follow people they know well or would like to get to know better. The microblog updates are an amazing window into the rhythm of a person's day and a great way to figure out their likes, dislikes, priorities and professional and personal plans, projects and goals. By just reading a few "tweets" I can find out important information about my network such as who is traveling, who is moving, who is preparing for a big presentation, who is interviewing and who is enjoying some downtime. Knowing these little nuggets of information about people helps me forge new conversations with them and deepen the relationship. And my "tweets" to them help keep me on their radar as well. Twitter is fast, easy and fun. And you don't have to be a great writer in order to make it work for you. Hope you start "tweeting" to build and nurture authentic, meaningful relationships soon!

Posted by Barbara Safani

Sometimes Questions, Not Answers, Can Win the Job

Check out Winnie Anderson’s column in the Atlantic City Weekly for two timely articles: 1) How to Answer the Toughest Interview Questions, and 2) 10 Steps to Recession-Proof Your Career.

Here’s just a sample of strategies you can use in the interview – these are the five “Must Ask” questions Winnie suggests you include in any employment conversation:

1. What do I need to do over the next three to six months in order to be considered successful in this position?
2. What are the two or three things I would need to do to make sure the major goal of the job was accomplished?
3. What, if anything, needs to be changed, fixed, or improved over the next few months?
4. What are the biggest challenges in the job?
5. Are there any problems that need to be addressed right away?

One of the thing employers look for in applicants is an ability to ask questions directly related to the job and performance expectations. Keep these questions in your interview tool kit and you’ll always be prepared to build employers' confidence in your candidacy.

posted by Deb Dib

The Boggle Game

Have you ever played the game of Boggle? I absolutely love it!

The game begins by shaking a covered tray of sixteen cubic dice. Each die has a different letter printed on each of its sides. The dice settle into a four by four tray so that only the top letter of each cube is visible. After they have settled into the grid, a three-minute timer is started and all players simultaneously begin the main phase of play. Each player searches for words, as many words as possible within the allotted time...

Looking for a job is much like playing the game of Boggle:

1. Sometimes, nothing makes sense; it's all just a big jumble.

2. Sometimes, you overlook the smallest of details.

3. Sometimes, the answer is right in front of you, but you simply can't see it.

4. Sometimes, you learn something new.

5. Like it or not, you're going to win or lose.

6. You can't win if you don't play.

7. Keep playing because it's fun, even if you're losing (or winning!).

8. Losing goes with the word "competition", as does the word "winning."

9. The more you play, the better you will get at the game.

10. Sometimes, you win!

Do you Boggle?

posted by: billiesucher

Networking: Are you begging or building?

Jason Alba’s jibberjobber.com blog has got buzz. His tongue-in-cheek post “Networking does not work” got tongues wagging - or at least fingers typing - including mine:

Networking DOES work. Time and again, my clients land positions using their network. BUT, as others have said, it must be done right. “Hey, know anyone who’s hiring?” is NOT networking done right. And this happens to be the way many people start their search. 

One of my clients, a senior programmer, was unemployed 18 months before meeting with me. (She’d been downsized after 25 years at a company that had been acquired.) She said, “Do NOT tell me to network. It does not work.” Really? Hmmm. How are you going about it? Why she asked people, “Hey, know anyone who’s hiring?” Yep, began emails this way, sending out a poorly done resume with each one. And when meeting with friends, her opening line was the “know anyone” line. 

So, for 18 months, her network did not work. 

What we did: First revamped all communication pieces - resume, cover letter, email format, etc. Next, identified all of her contacts. (Think BIG people.) Then, we created a sound bite that could be quickly revamped for emails, in-person meetings, and even her bowling league. (For more tips on how to structure yours: http://www.knocks.com/Personal_Branding_Sound_Bite.html.) My client took action.

Guess what? Within three weeks she had a new job at a higher level, project management, despite it being summer and one of the weeks Fourth of July. 

How did this happen? Why one of the people on her bowling league said, “Why didn’t you tell me you wanted to work at X company? My son works there!” So, my client gave her friend the new resume, her friend passed it on, and my client landed her dream gig. This person had been in her network the whole time! 

Steve, a six-figure commercial lender (and one of my clients), has landed his last four positions using his network - maintaining it throughout his career. Each position was at a higher level - in title, compensation, perks, etc.

George created his last two positions where no position had been before - one as a marketing director. He made the connection at one of my live Rock Your Network(R) events. His most recent position he created by remaining connected with those he met. 

Lisa, a human resources manager who had recently relocated, also landed her most recent position through networking - despite having no local network (or so she thought). She too attended one of my Rock Your Network(R) events and made several connections. Yes, she followed up (like others have mentioned). She was most amazed by how warm people were and by how much they wanted to help. 

Can the internet be used for networking? Heck yes! Again, it must be done right. Asking for favors with zero connection is not networking. It’s begging. Networking is about relationships - building them and maintaining them.

Margaret, working in DC politics, wanted a major career change. She jumped on FaceBook and reconnected with some friends from high school. One of them had her exact dream job with her dream company. She learned more about the position and her friend got her an interview. 

Networking DOES work - offline or on. The important thing to remember is that it is a two-way street. Build and maintain the relationship. 

Can they be revived after being dormant for years? Yes! Yesterday I got a call from a former co-worker. It had been 10 years since I had heard from her. She called with an opportunity, not begging for a job. She called to reconnect. She called to ask for help with her husband’s company who is experiencing a downsizing - and she wants to put me in touch with their HR team. Now that is the right way to go about reconnecting. 

A wrong way? Got a call last week from another former co-worker. He wants a change. What names could I give him? Who do I know in the X field? Hmmm. I had not talked this person in several years and the first thing he wants are my connections. 

See the diff? 

Challenge: Take a look at how you’ve been networking. Really look. And be honest with yourself. Have you been begging or building?

By Wendy Terwelp

 

The Ongoing Career Makeover

A major tenet of 21st-century careers is rapid and ongoing change, as the statistics in Recession-Proof with Adaptive Career Change point out. What this means is that without proactive career management, you may become stagnant in your career and perhaps even obsolete.

In this Cisco Career Makeover video below, pay attention to two important nuggets: you are the CEO of your own career and control your own destiny, and the three E's can pave the way for your next career change.

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If indeed the product you are selling is you, then determining your personal brand and current online identity quotient is crucial.

Whether looking for an internal career change like a promotion within your present employment situation, or a move outside your organization, remember to be ever vigilant in managing the direction you want your career to take, as well as acquiring the three E's to get you there.

Cross-posted at Career Goddess Blog

Please Sir, Can I Have More Words?

Mostly when I write resumes for clients, they have very few changes or revisions. But the most common change request is for more words.

This "worditis" is a common disease among job seekers. It's the desire to tell all the details of your work history in your resume. It can take the form of adding lots of extra bullet points ('you didn't mention the IT project I worked on in 1987'), it can be a desire to add details to projects that are already listed ('I think we need to point out the ad campaign ran for 5 weeks in 6 major markets'), or it can manifest itself in the need to list every skill ever acquired.

But no matter what form it takes, it IS a disease and it must be beaten! No busy recruiter wants to read a pile of dense, wordy and long-winded documents. If you include too much information, the likelihood is that none of it will be read.

Think of your resume as a brochure rather than the product catalog. It should communicate your key selling points in an attractive, easy-to-read format. It should tell the reader who you are, clearly and concisely, and compel him to take action (in this case, calling you in for an interview.) During the interview process, you will have lots of time to explain the details of your projects and to outline all the great things you've accomplished. Your resume is not the place for that.

But how do you choose what to include and what to omit? Two suggestions:

1) Put yourself in the shoes of the person who will read your resume. Ask yourself what his or her chief concerns are. What do they want in a new employee? What problems do they need to be solved? What opportunities do they need to capitalize on? Look for clues in the job posting, or just use your general knowledge of your industry and field.

2) As you write your resume, ask yourself 'does this piece of information make it significantly more likely that I will get an interview, given what I know about my target audience?' If the answer is 'no,' out it goes!

Less really IS more in a resume. By creating a concise, easy-to-read document that gives an overview of your accomplishments, you will make it so much easier for recruiters to understand the value that you bring.

Cross-posted on my blog

The Pink Slip

If you've ever been fired, downsized, rightsized, let go, released, (whatever word you wish to affix to this event), perhaps you still remember the day it happened. Maybe you remember that day like it was yesterday, even though months, days, or years have passed.

Listed below are three specific examples my clients have shared recently regarding news of their employment termination:

1. ...on vacation and read Urgent Message in the subject line of an e-mail. The message stated that upon my return from vacation, a severance package would be provided; changing market conditions necessitated such action.

2. ...received a registered letter via U.S. mail announcing that on such-and-such a date, my position would be eliminated due to territory realignment.

3. ...voice message from my boss relaying that some changes were in the works and that my services were no longer needed.

No matter how you discover that you are now a free agent, do yourself a favor and come up with the line that best explains to prospective employers, recruiters, professional networks, and Uncle Dan why you're in transition. Once you have figured out what you want to say, practice, practice, practice your lines until you get comfortable with your words. A few simple tips to get you started:

• keep your explanation brief; avoid negative-sounding words.
• after you say the thing, stop talking, as the more you talk, the more questions you'll be asked about the thing.
• end your explanation on a positive note; do not lie.
• say your lines with clarity, credibility, and conviction.
• do not reveal too much information (TMI); it's an interview, not a therapy session.

If you simply cannot figure out what to say, or how to say it, find someone you trust to help you. Even if you have to pay someone to help you, it's well worth it. After you have practiced your lines several times, hopefully, you will feel more comfortable about dealing with the pink slip subject matter.

posted by: billiesucher

Social Networking Sites Are "In" with Those "In the Money"

A recent ExecuNet newsletter cites results from a Luxury Institute Wealth Survey revealing that "60 percent of wealthy Americans with an average income of $287,000/year and net worth of $2.1 million participate in online social networks, compared to just 27 percent a year ago." It was found that on average they had joined about 2.8 networks. Affluent individuals with $300,000 or more in annual income were even more avid participants, belonging to 3.4 social sites. If successful people are this enamored with online networking, it bears our attention.

There are 100 or more social networking sites, some purely for recreation and personal socializing, and others dedicated to professional or business interaction. (For a list of notable sites, visit Wikipedia.)

Computer World did an analysis recently comparing the features and advantages of the two most prominent sites, LinkedIn and Facebook. They formulated 6 business scenarios to solve, and assigned writers to compare results on Facebook and LinkedIn. As might be expected, each site excelled in different areas, and neither was the clear overall winner. Scenarios tested include Looking for a Job Without Your Boss Knowing, Finding Information about a Job You're Interviewing For (LinkedIn was the winner in both of these), Solicit Ideas and Discussion from Team Members (Facebook won this one hands-down), and Keeping Track of Former Associates (yielded a tie).

So which site is best, and should you join more than one? There are so many, but for professional and business purposes, LinkedIn seems to be winning the war for members right now. I encourage my executive clients to maintain a LinkedIn profile as part of their ongoing professional networking as well as for building a digital signature. A web presence is becoming increasingly important in job search, as candidates are commonly googled--often before a recruiter or hiring manager initiates the first contact.

In executive circles, it seems to be almost an assumption now that you maintain a profile on LinkedIn. Adding to its utility for career management and job search is its recent integration into the Simply Hired job search engine, as pointed out by Louise Fletcher in a recent Career Hub blog post. What could possibly be more convenient? You search for a job, and then click on a button to find out who in your LinkedIn network may have an "in" at that company. Although Facebook has recently moved from being strictly a social tool to a business tool as well, it seems to be the preferred platform for social interation with family and friends. Its wider range of services and third party applications concern employers as a likely distraction for their workers.

While online networking is an increasingly important part of an overall career management strategy, one thing to watch for is devoting too much time to joining every "hot" new site with a flashy interface, maintaining your profiles, building your contact lists, and interacting with your networks. As with most things in life, there is a danger of "too much of a good thing." The ExecuNet article highlighted a Global Secure Systems estimate that employers in the UK lose 3 weeks per year of work time on employees' social networking activities during business hours.

Cross-posted at Executive Resumes & Career Transition Strategies blog

Company Career Sites Get a Failing Grade

According to a recent report released by Forrester Research, none of the company career sites recently surveyed are making the grade for usability and performance testing. Common problems on the sites include missing content and functions, poor navigation, difficult to read text, and flawed privacy and security policies. All these hiccups lead to a bad experience for the job seeker.

I'm sure that some of the best talent quickly leave the career portals of some of the top companies because it's just too much trouble to apply. So what does that say about the people who stay?

Perhaps in the future, companies will dedicate more time and resources to develop their career portals and employer brands, but until then, I recommend spending your time building real relationships with decision makers at the companies you are interested in.

To find out which employers offer the best online candidate experience, check out CareerXRoads' research here.

Posted by Barbara Safani

Recession-Proof #1: Give, Give, Give to Get

With news about recession on everyone's lips, your anxiety about managing your career may be at an all-time high. Lots of advice about recession-proofing your career is quite sound and useful, but here's one with a twist: give to get! This concept is the central principle of The Go-Giver, a bestseller ranked highly by the Wall Street Journal and Business Week. It is a parable about "go-getter Joe" and his journey in discovering the five laws of go-giving:

1. The Law of Value
2. The Law of Compensation
3. The Law of Influence
4. The Law of Authenticity
5. The Law of Receptivity

The monthly Reach Branding Club Interview series for April features Bob Burg, co-author of The Go-Giver. Sign up for The Five Laws of the Go-Giver and learn how you too can enhance your chances for career or business success - and make money in the process - by shifting your focus to the "go-giver" laws. The interview session is scheduled for Thursday, April 10 at 12 noon ET.

Interestingly, Thom Singer's recent post Recession-Proof Your Career By Helping Others Succeed adds yet another voice to the anthem of "give, give, give...to get." When used as an authentic expression of your personal brand, go-giving can be a powerful, fulfilling, and effective tool for success. Why would you want to overlook it?

Posted by Susan Guarneri, Career Assessment Goddess

The Five "Rights" of a Job Offer

Listening to the news a few weeks ago, a story about the five "rights" of medication safety caught my attention. I quickly jotted the rights on a notepad, making a mental note to also apply that thinking to the career business.

Listed below are five ideas that you might wish to consider before signing on with a new employer. Look for the:

1.Right Job

2.Right City

3.Right Salary

4.Right Fit

5.Right Reason(s)

The next time you are offered a job, apply these five "rights" to your evaluation of the opportunity. Ask yourself:

Does this offer present the right job for me, in the right city, at the right salary, with the right fit, and am I taking this job for the right reason(s)?

Getting into something is so much easier than getting out of it, so say "yes" to what you want and "no thank you" to what you don't.

What's right for you?

posted by: billiesucher

Secret Brand Ingredient

Does your brand have a story? A light bulb went on the other day for me about how powerful a brand can be that has a story attached. Do you take Airborne when you are about to get a cold or when you fly? I am a devotee. And one major reason is the story behind the herbal concoction. It’s written up on the box, hard to miss, and memorable.

A second-grade teacher invented it to help her and others fend off the inevitable range of colds that kids share and bring home. The name adds another dimension – Airborne is recommended (right in the name) to help keep people from catching colds brought on by breathing the stale, germ-laden air during a flight. Two good reasons right in the branding for taking the fizzy stuff.

What would this stuff be without the relevant name and the story? Just another one of dozens of herbal protections and cures for the common cold.

Can you think of another brand tied to a story? I can. And his story is also key to making his brand compelling and memorable. He is oft-quoted on this and other career blogs. I’m not telling, but I’ll bet you can guess!

"The Office" TV Program as Career Management Case Study

I was thrilled when a young writer at US News and World report called a few weeks ago and asked me if I  could comment on an article for the cover story in the March 24-30 issue.  Of course!  It is among my son's favorite programs and I had just recently bought him a themed tee shirt (actually two) . Perfect timing since I had done my research to make that purchase! What is this show about? Who are the characters? So, they wanted to know if I had any advice for Dwight who everyone knows is, well,  the guy who doesn't get it and isn't getting promoted. What's the takeaway from this fun piece?  People skills trump wealth any time.

Posted by Debra Feldman

Twitter and Tweet

This morning I attended a breakfast meeting on Social Media 101 - Isn't It Time You Took the Class? One of the presenter's PowerPoint slides was about the recent debacle at the South by Southwest Festival in Austin, Texas earlier this month. It seemed that the audience did not like the way the interview between Sarah Lacy of Business Week and Mark Zuckerberg of Facebook founder fame was going. Thanks to technology, as in the form of Twitter, the audience took matters into their own hands.

So, here we are in the 21st century with all types of cool tools and technology to help us be better, more resourceful, more connected, more _____________(fill in the blank). In a few weeks, I am going to be a presenter, along with two Career Management Alliance colleagues, at the Kennedy/Alliance National Convention.

The thought crossed my mind...what if our audience doesn't like the way it's going or something? Not that I am counting on that, of course, but the reality is that in the "old days" (yesterday), you would attend a presentation and find it 1. interesting, motivating, engaging 2. a waste 3. boring and nod off 4. leave 5. worthy of a poor evaluation 6. other. And today, you can simply tweet as the presenters talk. And they won't even know it. What are you doing?

posted by: billiesucher

What Would Simon Cowell Say About Your Job Search?

American Idol is one of my guilty pleasures. It's a bit like chocolate - I know it's not good for me and I'll probably feel a bit sick afterwards, but it just tastes good!

I've been watching for a few years now, and I'm finally able to predict who'll do well from the very beginning. Unlike in the world of normal pop music, the successful contestants aren't always the best looking or the slimmest, or the most current.  But what they all have in common is a clear sense of who they are musically. They are authentically who they are - whether that's a country singer, a southern rock throwback, a soulful balladeer or an R&B 'diva.'. Viewers who also love that music are able to recognize and appreciate their talent within that genre, and that's how they make the emotional connection that results in high vote counts.

In that sense, American Idol really is no different from looking for a new job (although thankfully you don't have Simon Cowell sniping at your interview skills). Successful job seekers know that they have to develop a clear sense of who they are and where they shine, so that they can target and appeal to the very people who will most want to hire them. To do this, they spend time focusing on their core value proposition, and then work on crafting marketing documents that clearly communicate that message. When they attend interviews, they choose stories and anecdotes that support their value proposition. They don't try to switch their marketing message to suit different employers, because they know that won't be effective in the long run.

But most job seekers do that, just as most Idol contestants fail to find their musical voice, so differentiating yourself in this regard pays dividends. I can't predict who's going home on tonight's show, but I know the 4 people who will definitely be staying.

Why Won't They Hire Me?

When I'm procrastinating on a tough project, I start surfing the web. Usually I waste too much time on sites that I can't even remember. But today I came across Not Hired.

I'm still laughing. Check it out - but wait until you have a few minutes spare because once you start clicking, you won't be able to stop.

 

How to Explain a Resume Gap During an Interview

We all have a few questions we hope an interviewer doesn't ask. One of the most common such scenarios is when we have a gap in employment.

It's easy to feel unsure and on the defensive when we anticipate being asked, "So, what was happening from May 2004 through July 2005?"

The Pongo Blog features a post written by Rick Saia on this topic. It's as good advice as I've seen on how to explain a gap in your resume.

In a nutshell he advises to keep your explanation brief and factual, highlight the positives, and bring the conversation back to your qualifications and interest in the job for which you are interviewing.

Rick also describes whether and when you should disclose all of the jobs that you have held.

I've worked with people who have felt not only unsure but plagued by the gap in their resume. If after reading Rick's post you still aren't sure how to explain your resume gap, try these steps:

1. Explain to someone (or yourself in the mirror) in very blunt terms why there is a gap. Don't sugarcoat and don't put a spin on it - just be brutally honest.

In this way you get your baggage out of your head and onto "the table" where you can see it.

Examples of baggage could include:

• I did a really bad job of looking for work after I was laid off, so it took a while.
• My boss didn't like me, I was fired, and it has taken a really long time to find a new job. I feel like a loser.
• I quit without any other job in hand and regret my rashness. It took a long time to find work and I think that looks bad.
• I was trying to make a career change, but was unsuccessful. Now I feel I need to get back to my old career, and I'm not happy about it.
• I was depressed and unable to work. Now I'm much better but I don't want to tell anyone I was depressed. It isn't their business, anyway. But what do I say?

2. Differentiate between the facts of your situation and the negative emotional judgments you're making. You might want to ask a friend or a coach to help you make the distinctions.

3. Put away the negative emotional judgments for the rest of this exercise.

4. Working with the facts of the resume gap, craft a 2-3 sentence response to an anticipated inquiry. The response needs to be truthful, yet it does not need to include all of the details or the background story.

5. Make a plan for what you will do with the negative emotional judgments, so they don't take over your job search experience or show up inappropriately during an interview.

It's much easier to decide how to describe a resume gap in an interview after you've had the chance to fully explore the facts and your feelings about it on your own.

Too often we grip our "baggage" tightly, never putting it down and definitely never talking about it. But when we do this, we lose perspective about its significance and what to do about it.

It's possible that the situation you're worried about or embarrassed about might not be difficult to explain at all. Share your baggage with someone else to get an objective take on it and what your options are.

Posted by Heather Mundell

Telling Your Resume Story

Controversy has been swirling recently regarding achievements on resumes. Bryan Person of the Monster Blog queried "Are Achievements All that Matter on a Resume?" in response to Penelope Trunk's blog post "How to edit your resume like a professional resume writer". Seth Godin's post "Why Bother Having a Resume?" advocated having no resume at all.

Having read all of these blog postings (and comments), I felt compelled to add my two cents in a comment to Bryan's post:

Achievements are like gold on a resume and I agree with you that they are only part of the story. Writing about your achievements really is in how you tell the story. For a full-bodied and clear rendition include:

1. Context - What role and level of authority? Were you part of a team? If so, how big a team? What role did you play on the team?

2. Challenge - What was the mess you walked into? What were the over-riding problems you had to overcome?

3. Actions - What did you do to overcome the problems and get results? (this is the "how" mentioned in the post)

4. Results - These are the actual end-point achievements. Quantify them for added clarity and impact.

BTW, these four steps do not necessarily have to be laid out in this sequence. You should start with the achievement first to grab attention and then pull in the other three points to flesh it out and add a layer of understanding and depth.

As a professional resume writer and career counselor/coach, I would estimate that 98% of the resumes I see lack all four of the above. So, make your resume really pack some punch by "telling" an impressive story. And keep it concise!

There were many comments pro and con on all the issues these bloggers cited, such as why someone should or should not have a resume at all to what exactly to include on a resume. The one comment that really struck me dealt with the concept of having a professional write your resume for you. Some people, like Penelope Trunk, felt that hiring a qualified professional was not an outrageous idea and others felt that your resume should always be written by you.

Having started out as a career counselor/coach only, I have done my share of coaching clients about writing their own resumes and certainly, in many cases, there were improvements to their documents. But for many others who lacked objectivity about themselves or the ability to create persuasive self-marketing documents, writing a resume was a daunting task. It was for those clients that I took up the profession of resume writing and became certified.

As in many other professions, there is a vast range of quality among resume writers - some who are certified, experienced, and very good to others who are uncertified,  inexperienced, and just plain awful. The art of telling a story - your story - on a resume isn't easy. First, there's the super-structure of the "big picture' story, followed by the individual, supporting achievement mini-stories. Each story needs to be:

• relevant to the position and skills sought, industry, and intended reader,
• clear in context, challenge, actions, and results for each achievement "story",
• compelling in terms of value offered to prompt the reader to action, and
• consistent with your personal brand.

So, should you tell your resume story by writing your resume yourself? By all means, if you can be relevant, clear, compelling, and brand-consistent. If not, you may need some assistance so you can learn and get better at it. Remember, a resume can position you to land interviews. From that point on, the "story" has to come from your own lips!

Cross-posted at Career Goddess Blog

Seth's Half Right

Seth Godin is one of my favorite bloggers and but in this post about resumes, he's only 50% right.

Seth's looking for an intern and he doesn't like the resumes he's seeing. They're bland and boring and they don't tell him why these candidates are remarkable. Well, that means they're like 99.9% of all resumes out there (which is why people like me get paid to write the other 0.1%).

Seth goes on to say that he wants evidence of what makes a person remarkable:

If you don't have a resume, what do you have?

How about three extraordinary letters of recommendation from people the employer knows or respects?
Or a sophisticated project they can see or touch?
Or a reputation that precedes you?
Or a blog that is so compelling and insightful that they have no choice but to follow up?

Some say, "well, that's fine, but I don't have those."

Yeah, that's my point. If you don't have those, why do you think you are  remarkable, amazing or just plain spectacular? It sounds to me like if you don't have those, you've been brainwashed into acting like you're sort of ordinary.

I absolutely agree that those things are important - that's why I often include glowing LinkedIn testimonials when I write resumes. It's why I advocate for those clients who are good writers to start blogging. It's why I create online portfolios where people can show off their extraordinary work.

That's the 50% that's right.

But it's wrong to advocate for people to scrap the whole idea of a resume, just because the resumes they are writing are ineffective.  For better or worse, almost all hiring managers want to see a resume. Seth might not, but he's unusual and most people won't thank you for mailing in 3 reference letters and a blog URL when they asked for a resume. It'll just make you look like you're too stupid to follow instructions!

Instead, you should look for ways to communicate all those great things that make you special via your resume. You should include quotes from former managers (or peers or employees or clients). You should post the link to your blog and/or Squidoo page and/or web portfolio. You should focus the entire resume on showing how you have made an impact at former employers, how you've shaken things up, what you've contributed ... above all, how each company is different because you worked there.

It's not the resume that's the problem - it's what's on the resume that Seth doesn't like.