Career Hub

Great Question!

This past weekend, I attended the Chicago Law School Forum with my son. It was an outstanding opportunity for prospective law school students to get a first-hand glimpse into 150+ law schools from around the country. What I found most intriguing was the list of Suggested Questions to ask representatives so the registrants would make efficient use of everyone's time.

By Saturday afternoon, I was wiped out and needed a little break. Perched self on couch, watched a football game, and then started doing what TV watchers often do -- incessant clicking. Click, click, click. Clicked on some show I'd not seen before where a woman was helping people break up what appeared to be unhealthy relationships. In one of the vignettes, one of the break-up-ees (is that even a word?) was asked:

"Are you the question, or are you the answer?"

That question, in my opinion, is one of the single-best interview questions I've heard in quite some time. So, which one are you?

Baby Boomers and Beyond...Search Strategies for the Over 50 Job Seeker

According to an October 2006 AARP Survey, business executives and managers are aware of the labor market shifts that will occur as baby boomers approach traditional retirement age, but few have done anything proactive to minimize the potential impact this will have on their business. The over 50 candidate can improve their chances of landing a job by becoming knowledgeable of the coming labor shortage statistics and showing employers how they can support their business's evolving needs. There are many positive perceptions attached to older workers including the belief by many employers that older workers are loyal, on time, rarely absent, committed to quality, and experienced in their fields. By focusing on success stories around these performance dimensions, the 50+ job seeker can prove their value add in a changing labor market. Baby boomers should also be cognizant of some negative perceptions regarding their generation including the belief by some hiring managers that older workers are adverse to change, possess out of date job skills, and typically have difficulty reporting to a younger boss. Again, the 50+ candidate needs to have success stories around these dimensions to prove that these perceptions are incorrect relative to their candidacy. By being aware of the realities of the future labor market and developing accomplishment-focused, metrics-driven examples of continuous success, the 50+ candidate is more likely to secure a space in the future labor market.

Take your mark. Get set. Go.

Uh-oh. Job searching is not a race to the finish line. While it may feel like it is a competition and that you have to quickly gather your arrows, aim and shoot, successful campaigns start out with a well thought out strategy that is carefully implemented to optimize results. What makes for a winner?  Individuals who target their search, convey a message that clearly meets the employer's needs first and are remarkable. By focusing  efforts to cultivate new contacts and nurture the ones you have, you generate an advantage for yourself. Every relationship has the potential to lead you to inside opportunities. You can't build a network overnight anymore than star athletes can snap their fingers and be in shape. Get connected to key hiring managers before you need a new job. Be generous offering your time, connections, knowledge and skills to others and someone may just recommend you for a great new challenge even before you officially start job hunting.

Posted by Debra Feldman

Go, Team, Go!

Just got back from a 10-day cruise through the Mediterranean, and notwithstanding flight delays (both going AND returning) it was a fantastic, refreshing vacation.

Probably the most enjoyable thing we did on board was take part in the daily "team trivia" event. There's nothing like a great team to boost your own performance - I personally know a lot of useless information, but it wasn't always the RIGHT useless information to win the trivia rounds. But with my team, we came in first or second most days - and had a lot of fun doing it.

If you don't have a team supporting your job search efforts, go out and recruit one immediately! They'll strengthen your weaker areas, give you emotional and practical support, and build your own knowledge and capabilities to their highest levels. Definitely go for a rah-rah team that will boost your morale. Great team members might be your spouse, good friends, respected colleagues, former bosses, fellow board members, etc. Keep the team small and tight and make sure everyone is clear on the mission (your goal). Ask for their help when you need it, spread around the glory and appreciation, and celebrate your ultimate victory!

Posted by Louise Kursmark

Part Two on Thinking Small

When I left off with an earlier post about Seth Godin's "Small Is the New Big," I made reference to another of his gems, "A job strategy that makes you a loser." I promised to get back to the point--his point, really.

If you're a job seeker (and there's a good probability that if you're reading this, you are), think small. To cite from Seth's wisdom what we've probably all heard: 100% of job growth derives from companies with fewer than 500 employees. It's not our parents' generation anymore, and the Fortune 100, 500, or even 1000 is not likely to be an employment salvation. If you're already on the inside of that tract, be sure to diversify among the divisional expertise you are acquiring. And if you're on the outside looking in? You might be wise to refocus those sights on a significantly more attainable target--and one to which you can bring more, a great deal more, to the table.

Posted by Jan Melnik

Do you really, really know what others think of you?

If you're like most people you'd prefer not to know how others see you. And when you do get feedback, it can be shocking to learn that six people size you up in not-so-glowing terms. If you're job hunting or trying to get ahead in your career, you need to know how others see you so you can adjust your behavior--even if you don't agree with them. For more on how to deal with the reality of others' perceptions, see my recent column:
http://www.courierpostonline.com/apps/pbcs.dll/article?AID=/20060929/BUSINESS01/609290338/1003/BUSINESS

The Laughter Lesson

Yesterday as I was wrapping up a session with a client, I asked him if there was anything further he'd like to add in closing.

He stood up and said "yeah, there is...there ain't no Santa Claus, there ain't no Easter Bunny, and you just have to figure out how to punch your own meal ticket."

For whatever reason, I got so tickled that I simply could not stop laughing...so together, we laughed and laughed and laughed. It felt really good. It was so much fun...all because of his hilarious one-liner. (I thought it was hilarious, anyway!)

In a workplace riddled with pressure, stress, competition, number one, excellence, peak performance, quality, continuous improvement, the best of the best, take it to the next level, do this, do that, stay abreast, keep up, or who knows what's next, it's a really big deal to laugh!

All I know for sure is that yesterday, I just roared with laughter -- and it was very cool, very refreshing, and very good. I, for one, plan to do more of that!

How Long Is Your Driveway?

Yesterday I took Morgan Worthington, my high school-aged grandson, to a competition of intellect. These competitions have been around for years, you know, two school teams with a moderator asking lightening-round questions on history, fine arts, mathematics, science and literature. True to stereotype, there were no football players, only skinny guys with pocket protectors, the types that grow up to be Bill Gates, Steve Jobs or Albert Einstein.

Our school, focused on religious-centered education, is a humble learning institution filled with everything its budget can afford without a football team or French classes. This was my first trip to the eliminations and the contenders caused me to wonder if we would be maneuvering on a level playing field. Complete with students from high-income suburban public schools, prep schools and private academies totally unaffordable to anyone but Tony Soprano, we forged ahead. However, prior to arriving at a venue much resembling a university, we traveled down longest driveway I’d ever encountered that wasn’t a mental institution or a high-risk correctional facility.

Becoming a bit nervous for my cherished 16-year old Einstein I joked that perhaps one’s income was really measured by the length of one’s driveway. We arrived and three hours later our team had ultimately prevailed in two out of three competitions. So much for long driveways!

It was a glorious day for the Rockys, Cinderellamen and Seabiscuits of the world. It is not unusual to see the same victory in job search when clients refuse to be intimidated and refuse to feel inferior over some real or perceived inadequacy. Did my Einstein play on a better team or did my Einstein’s team play better? I’m not sure. But I have one fact to offer. Driveways don’t measure anything. What matters is that we never let ourselves be defeated because our performances are muted or discouraged by our perception of the next guy. Besides we are probably intimidating him!

Name Dropping In Interviews

Did I mention that I'm related to Arnold Schwarzenegger?

Nobody likes people who drop names. And a job interview is an even worse venue for this practice than a cocktail party, where the people you annoy and offend don't have the power to hire you or blackball you.

However, name dropping — practiced effectively — can be a great interview supplement, by adding a lot of power to the success stories you tell. The trick is making these names relevant. Read on!

And if you see cousin Arnold, say hello for me.

Posted by George Blomgren

Salary Negotiation is a lot Like Monopoly

Today while one of my clients and I were discussing his salary negotiation strategy, he had an "ah ha" moment. He said "You know, salary negotiation is a lot like monopoly!" I liked the analogy so much I've decided to expand on it on Career Hub. Remember when we were kids playing Monopoly and we got to the point in the game where we needed to trade property or offer money in order to make a monopoly? We had to decide what we needed to do to stay in the game and then we had to work cooperatively with the other players to make it happen. Well, when you negotiate your compensation and benefits package with a potential employer the process is very similar. First, you need to establish trust and credibility and establish rapport to convince the other party that they are making the right decision. Next you have to consider your priorities and decide what you really want and what you are willing to give up. Finally you must create a win-win situation where both parties feel satisfied when the deal is sealed. So next time you are in the middle of a negotiation conversation, think carefully about what you are willing to give up to get that Broadway or Park Place card that you need in order to make a monopoly. Enjoy the game!