Career Hub

Play the Kevin Bacon Game to Land the Job You Want

I was listening to jobradio.fm the other day and heard some great practical tips on leveraging your network to land your next job.

As you may know, Six Degrees of Kevin Bacon was a trendy game in the last decade in which the players tried to connect any film actor in history to Kevin Bacon as quickly as possible and in as few links as possible. The Bacon number of an actor or actress is the number of degrees of separation he or she has from Bacon, as defined by the game.

All the rage on college campuses in the early 1990s, this trivia game is a variation on the famed "Six Degrees of Separation" concept widely popularized through exposure in the play by John Guare and adapted for the big screen in 1993 (featuring a stellar cast including Stockard Channing, Will Smith, and Donald Sutherland). According to this concept, if a person is one step away from each person they know and two steps away from each person who is known by one of the people they know, then everyone is an average of six "steps" away from each person on Earth.

The idea actually has some pretty solid support and research behind it, such as an ABC Primetime investigation that verified it is a small world after all and a study by Microsoft researchers that examined records of 30 billion e-mails among 180 million people in various countries and found that any two strangers are, on average, distanced by precisely 6.6 degrees of separation.

What exactly does this mean for you? It means that you really can in all likelihood use networking to zero in on a valuable contact that will help you successfully conclude your job search, and you can probably do it in far fewer than 6 steps. After all, you are probably not trying to reach the Queen of England or the Pope--just someone who works in your field of interest or at a company where you would like to work.

So how does one play the Kevin Bacon Game to land a dream job? We all know by now that networking is one of the most effective ways (if not the most effective way) to search for employment. The Kevin Bacon strategy encourages us to think outside the box when considering who is in our network, to leverage that network to the utmost, and build on it.

Here are 3 key rules that will greatly expand your network horizons and help you to achieve success in your networking efforts:

>>> Look outside your normal network. Consider people such as your hairdresser, mechanic, doctor, manicurist, pharmacist, etc. who know a lot of people.

>>> E-mail everyone in your address book with specific information on the job you want. Ask each person to identify at least one person they know in your field of interest (or if possible who works at a company that interests you).

>>> Once you have made a new contact, never fail to ask "Who might you suggest I speak with next?"

You'll be surprised at how rapidly your network will expand, and amazed at the unlikely sources from which good job leads will flow.

Posted by: Laurie Smith

Are you perfect?

Just went to this You Tube video from a Twitter recommend by Guy Kawasaki - really has changed my whole thinking about the day. It explains what drives Tiger Woods to continue to want to improve - the pursuit of perfection. The scene setting is a little long - but worth the wait for the last 30 seconds - awesome

Cross posted on Reflections of a Square Peg

Choose Your Own Adventure

Interested in exploring new opportunities but feeling guilty due to employment declines from Wall Street to Main Street? Do you dare disturb the universe by imagining what could be—if only you knew what it was? Are you wondering if the sky is falling—and if your employment prospects are tumbling after?

Pull yourself out of a “Chicken Little” moment with Alexandra Levit’s book How Did You Score That Gig? This slim tome of wisdom provides you with a slick strategy to choose your own adventure—as well as practical advice from others who have done it before.

Don’t have time for reading an entire book? Take the quiz at the beginning of the book and you’ll land in one of seven personality categories: are you an adventurer, a creator, a data head, an entrepreneur, an investigator, a networker, or a nurturer?

Flip to the category that suits you best and read up on the positions that may align with your personality style; Ms. Levit presents 60 “hot jobs” determined by an online survey of 20’s and 30's somethings. From actor and fashion designer (“creator”) to art curator and criminologist (“investigator”), she profiles successful executives in each category, and presents career trajectories and tips for breaking into the field.

Restless or determining a non-fit? Move onto another section and explore the alternatives.

Whether you’re looking for a new opportunity and not sure what you’d like to do, or if you’ve identified where you want to go but don’t know how to get there—this is a great way to jump-start your search. Packed with resources, career tips and insider insights, it’s easy to use. (So simple, in fact, that I recommend this format to the folks over at the Department of Labor who produce the Occupational Outlook Handbook--they'd be well advised to take a lead from Ms. Leavit in the next biennial redesign.)

For more information, check out How Did You Score That Gig? and the author’s Water Cooler Wisdom blog.

By Chandlee Bryan, Cross Posted at the Emerging Professional.

Give More (Networking interaction) to Get More

When networking, remember to bring the other person’s interests into the conversation. Networking is about relationships and developing connections and a sense of trust. One of the best ways to create good interpersonal chemistry and promote a productive interaction is for both parties to potentially benefit from the encounter, Even though only one of the individuals may currently seeking job searching assistance, the potential candidate can provide value by praising the other person's knowledge and generosity, offering future support, providing follow up to the conversation's outcome, etc. If you are the individual seeking assistance, look for ways to give something back. It can be a simple thank you email or voice message, a holiday greeting, an invitation to an event so you can get together again, a link that they might find interesting, an introduction to someone that you think they should know, etc. In other words, don't treat your networking contacts as "one off" /one-sided exchanges but incorporate them into your existing relationships.

Posted by Debra Feldman, JobWhiz

The Economic Crisis is Not a Job Search Crisis

Seven Positive Trends We're Seeing Now

1.    Top talent always lands; that has not changed. Where you land has.

Recently New York's CBS radio hosted a networking breakfast and reported on the business buzz. They found that the business-leader participants spoke briefly about challenges stemming from the meltdown, but then quickly segued into animated discussions about their new ability to capture top-talent. We're seeing that companies that could not afford you or pirate you away are now vying for you. They are even ready to ante-up salary-wise so they can get you on board.

2.    Career transitions are less difficult.

Companies (especially those in distress) are finally looking for "square peg/round hole" "career transition" talent. They realize they are in an environment that they have never faced before and those "in the know" may not know what's needed. Fresh ideas become very appealing, even critical. Some companies are requesting that recruiters deliver a slate of traditional and non-traditional candidates. If you have a strong value proposition that is "portable" and can cross industries, it's possible you've never had a better time to move.

3.    "Seasoning" helps.

We've just experienced the worst week of market losses, ever. Those who have successfully navigated companies through multiple US and global recessions and recoveries will be valued for the knowledge that experience provides. A recent MBA, emerging professional, finance whiz kid, or mid-career executive -- no matter how good -- cannot offer that "street cred." A touch of silver in your hair is not an issue when a company is looking for salvation.

4.    On-line means on-radar.

Recruiters looking for a top candidate with a special slate of requirements are working harder to find that person within the flood of executives available today. We're hearing that they are using Google, LinkedIn and other on-line social networking tools more than ever to narrow the field to a manageable slate of potential candidates. If you have been diligent about using LinkedIn, Twitter, and other on-line ID tools to raise your visibility and build your brand, your chances of rising to the top are even better now -- especially since many of your colleagues have not done so. Hint: If you've not been focused on building on-line identity, get busy ASAP!

5.    Green is gold.

The economic crisis has affected the financial sector in a big way, yet there are growing opportunities within the green, sustainable, and alternative/clean energy fields.  The global climate and energy crises are not going away anytime soon, the voting public is demanding change from both parties, and growth will be strong moving forward. That means new jobs, better jobs, and good salaries -- in public and private enterprise and in education, too (that new workforce has to be trained).

6.    Contraction is expansion.

When an industry contracts another industry often benefits. Here are just two examples. People are not buying cars, especially gas guzzlers. The auto industry is hurting. Auto mechanics, tire companies, and replacement part manufacturers will fill the void as people keep their vehicles longer and require maintenance to keep them on the road. Suppliers to the building industry are hurting, but if they have retooled their offerings to appeal to home repair and renovation, they have a growing market as people stay longer in their homes waiting for an up-tick in home prices or move into newly less-expensive homes they want to update.

7.    Active, passive? Who cares?

Historically, retained recruiters sought "passive" currently-employed executives to persuade away from their positions and get on board with their client company. Companies and recruiters shied away from "active" (meaning unemployed or "looking") executives. Now with so much talent on the street they can no longer limit themselves to passive candidates. If you have a strong value proposition and clear record of ROI contribution, "active" is no longer a dirty word. 

Helpful resources.

Executive job outlook:
http://online.wsj.com/article/SB122107646884520479.html

Career transition advice:
http://online.wsj.com/article/SB122213453826766057.html
http://www.careerhubblog.com/main/2008/10/15-ways.html

Job search for Wall Street pros:
http://online.wsj.com/article/SB122168055696748857.html

Industry and employment trends by region:
www.jobbait.com

LinkedIn for senior executive job search:
http://www.executivepowerbrand.com/2008/06/linkedin-recomm.html

Twitter for senior executive job search:
http://www.job-hunt.org/executive-job-search/twitter-job-search.shtml

A call to action!

If you are a job seeker, employer, or recruiter what positive changes in job search are YOU seeing now? Or are you seeing trouble ahead?

Whatever your experience, in this uncharted territory, we need all ears to the ground. Every experience shared is an experience that can help. So leave a comment, please.

"Do You Still Need a Resume?" Experts Weigh In.

In a recent post "Do You Still Need a Resume?" I opined that the resume, although still useful, is fading in importance in the new world of on-line tools that provide companies and recruiters an array of information about potential candidates. I requested that readers share their opinions, and received some compelling comments -- from a job seeker, a career professional, and a recruiter.

Jeffrey Ishmael shared his success with building an on-line presence to enhance his job search...

...As I found myself in the first "forced" search in my Finance career, I found myself toe-to-toe with some very talented people and needed a way to distinguish myself from the pack...and pursued the development of a website dedicated to corporate finance...while meant to hit the technicalities of Finance, it was also intended to give potential employers and recruiters additional insight into my approach to managing the Finance function of a company...I know that at least one offer I received was the direct result of what they had seen on my site.

Barbara Safani, a New York City personal brand strategist, resume professional, career coach, and author talked about the evolution of the resume into new forms...

...the resume is simply evolving from a piece of paper to a three-dimensional, multi-media presentation of a candidate's value proposition. Hiring authorities still want to know how candidates will help their organizations grow and prosper, but they want to receive that information in more flexible formats. And the "cut to the chase" approach is really taking hold with tools like Twitter...candidates need to be able to communicate a compelling message that screams "pick me" quickly and succinctly to hiring managers in order to get noticed in today's crowded job search space.

Push-back came from "Recruiting Animal" (known for his strong views and cool recruiting radio show)...

...What's your final recommendation? It sounds like you're promoting a good resume to me. Or a good LinkedIn profile which is pretty much the same thing.

Like me, you believe that it's a really good idea to put a detailed profile/resume online. But, then why do you spend half your time saying that you don't believe in resumes?

I'm a headhunter. And I often work with other recruiters. And when we recruit someone, we want a resume.

A LinkedIn profile could very well become the next resume but in the meantime, not enough people understand it. But...none of the other online profile sites are as good as LinkedIn...That's why LI is heavily used by recruiters. If you go on Twitter and follow some recruiters you'll see them whining every time LinkedIn has a problem.

You claim that traditional resumes are too focused on the past? That's how people are hired. On the basis of past experience.You think the focus should be on a brand. But what's your brand based on? My friend Laurence Haughton wrote a book called, "It's not what you say, it's what you do." And your brand is based on what you've done.

Recruiting Animal's comments reflect a certain confusion about points in my post. And that's understandable. The ambiguity Recruiting Animal addressed in his comments about resumes vs LinkedIn; past performance vs potential; brand vs performance, etc. reflects the flux in the job search space right now.

Here's why: There is no "one good way" to get out a clear career-building or job search message -- and there probably never will be. Of course recruiters and decision makers need to know job history. But that's just a part of the process, and the ways to discover that history are quickly changing.

What works best now may be archaic in another year, and something that's a blip on the horizon might be the next new sourcing tool in a year.

Recruiting Animal mentioned "branding" almost as a bad word. I think that's because the way some people use personal branding (if they use it at all) is to showcase "soft skills" without deliver a value message tied to those skills.

Identifying a personal brand is a good place for a job seeker to start, but it's just a piece of the foundation. It certainly helps with the elusive "chemistry and fit" component needed when a candidate hits the short list, but it's not going to help get anyone on that short list. Only value tied to the brand does that. 

As a Certified Personal Brand Strategist, I am not just working a brand message when I assist a senior executive in job search and career management. VALUE that is proven (and predicted) by accomplishments is the thing that we focus upon, because it works.

I like to use the phrase "executive brand" or "branded value proposition" -- both are basically ways to show what your brand looks like when you take it to work and use it to deliver value that hits the bottom line.

Branded value is what needs to be projected across all on- and off-line communication including a resume and LinkedIn.

A good resume (one with an executive brand, short-term and strategic impact shown for each job held, and accomplishments tied to ROI value) is still needed, but I hold fast to my assertion that it is not required as often as one would think.

In regard to Recruiting Animal's comment about people being hired for their past performance, well, sure, that's partly true. Past performance is something we look at, but without a real sense of what that candidate will do moving forward there will be no short list in his future.

That's one of the places executive branding shines -- because value-based branding strips the accomplishment history bare and shows what is beneath it -- what raw ability the candidate delivers from job to job, challenge to challenge. That pure ability is (or should be) a huge differentiator that helps determine the right hire (and fit, too).

LinkedIn (if done right) is a fabulous (albeit static) way to project branded executive value as well as job history, and to be found because of that. Twitter is a interactive way to engage in real-time relationship- and visibility-building. Combining the two is a winning combination.

If someone finds you on Twitter, gets interested in you, and checks you out on LinkedIn (possibly printing out your LinkedIn profile by using the PDF "looks like a resume" option), then you may never need a resume. Then again, you might need to bring one to the interview.

So, do you still need a resume? The answer is still "maybe."

Jeffrey, Barbara, and Recruiting Animal, thanks for giving us lots to think about.

Posted by Deb Dib, the CEO Coach

Do You Still Need a Resume?

Career Hub contributor Sital Ruparella recently posted thoughts on the question: "Will LinkedIn Profiles Become The New Resume?"

My answer is a qualified "maybe." As a trend watcher within the resume and career coaching industry, I've taught classes, written articles, and presented at conferences about the diminishing importance of the resume. I believe that the resume as we know it is an increasingly minor, even irrelevant, part of job search.

Why? Because although companies, recruiters, and networking contacts still ask for resumes, resumes are very often not where they acquire the information they rely upon for decision-making.

AND -- perhaps most importantly -- vanishing time and attention spans (due in part to the brevity required by Blackberries, iPhones, text messaging, and Twitter) are quickly eroding the desire for a multi-page, 10-point type, margin-to-margin traditional resume. A hard-to-read resume -- when sent to a human, is begging to be trashed. Literally.

I do not think LinkedIn will be THE one-stop-shop resume-replacement solution but I do think it will be an important tool in an array of tools that supplement the resume.

Here are just a few of the places resume-type (career history) and personal brand information is now found:

** social networking sites (especially LinkedIn and even Facebook and Twitter)

** profile aggregators like Ziggs and Zoom

** online profile builders (used by companies and recruiters)

** electronic searches (typically turn up far more than any resume can present)

** web portfolio sites (DIY sites like Visual CV or customized portfolios/blogs by on-line identity experts like Kirsten Dixson)

Traditional resumes (and badly done LinkedIn profiles) are typically "job graveyards" focused on past success rather than targeted, branded potential.

Graveyards are not conducive to job search! 

Employers and recruiters need more than history. They can get job history from LinkedIn, or electronic profile builders. There is plenty of online software that can (and does) help companies gather information in ways that require no resume.

The big question is how do companies and recruiters get what they really want -- an understanding of value and chemistry that predict contribution and fit? A great resume -- a brief document focused on a branded value proposition, IMPACT, and targeted accomplishments with a "dotted line" to how these can help the new target -- can work. However, most resumes are not great, and even the great ones have limitations.

At the very least even a great resume needs to be supplemented with case studies of accomplishments that put accomplishments in context of challenge and action, and showcase wins that create employer desire. Most job seekers never do that.

It's no wonder that resumes are becoming increasingly irrelevant -- resumes just don't provide what's needed and they take too much time to read. And if they are posted on-line they don't make it out of the "electronic abyss" -- the black hole that most on-line resumes fall into, never to be seen again.

For many people, the best time to use a resume is often after an interview, as a brief reminder of experience and education. Getting the interview is a job for the above tools (plus networking, of course, and possibly a value-proposition-focused direct mail campaign); it's increasingly not the job for the resume.

Anecdotal information from many of my senior executive clients tells me that resumes are no longer critical to success. 

This year alone, I've had clients land interviews and jobs after we've done deep executive brand and value discovery, but before we've even completed a resume. By creating a succinct value- and brand-driven LinkedIn profile and creating a branded bio and accomplishment studies, they have been prepared to out-compete the right way -- by using on-line tools to raise visibility and by crafting a powerful message to share when that visibility produces interest.

Don't look for the resume to disappear quite yet.

Job seekers are still expected to have resumes, especially for entry-level jobs, for jobs within small companies, and for very senior executives who need distinctive multi-page resume/accomplishment portfolios.

Do create a great, brand, and value packed resume (the process alone is exceptional preparation for networking and interviewing), but be aware that you may not need your resume as often as you think you will, or even when you think you will.

Bottom-line? The resume is losing its luster as the tool of choice for job search. For now, a great branded resume, branded collaterals, and a branded LinkedIn profile need to be in your tool box -- but you may be pulling out that resume less often as you replace it with LinkedIn and other newer tools that get the job done.

If you are a job seeker, recruiter, employer, or career expert, what's been your experience? What do you think?

Posted by Deb Dib, the CEO Coach

15 Top Strategies for Career Success in a Volatile Market

1.    Start with the known -- If you've been laid off, excessed in a merger, or just want out of your current field it often helps to pursue companies, industries, and functions that have some connection to your field. These are often the most productive targets. Examples might be healthcare to biomediclal; teaching to educational sales; consumer products brand management to B2B marketing; banking to corporate finance; engineering to green technologies; software development to new media.

2.    Seek growing fields -- New, growing, and emerging fields like green technologies, clean energy, social media, and others, will have fewer job applicants trained in those precise areas. They are looking for the best, but know that the best will often have to come from somewhere else. If your value and experience speaks to their needs, your transition is assured. But it's your job to build the bridge to them and make your case. Barbara Safani's Career Solvers research department can help you with comprehensive job search research services. Mark Hovind's Job Bait site has terrific stats on employment and market trends by industry and region.

3.    Leverage volatility -- When mass layoffs occur, smaller companies that could not compete for top-talent rush into to fill the gap and gobble up superior performers. If you are laid off, don't limit your search to your industry or function, an unrealistic salary, or a geographic location. This is the time that companies are thinking creatively and are more open to speaking with "non-traditional" hires with a great track record. And they will be directing their recruiters to do so too.

4.    Concentrate on unique transferable value -- A transition (indeed any hire) depends on value not skills. Determine the value you bring -- value that transcends the boundaries of industry or function and underlies all your successes. Examples might be an ability to 1) consistently deliver growth no matter what the circumstances, 2) always find the one thing within an already good process that make s it deliver even more productivity or revenue, or 3) motivate a team to gel and excel in difficult circumstances.

5.    Begin before you need to -- Lay a foundation -- do not wait until you lose your job or are so burnt out that you quit. Do your research; use social networking tools like LinkedIn, Facebook, Twitter, Visual CV, or a customized electronic portfolio and/or blog (done in partnership with an on-line identity expert like Kirsten Dixson) to build visibility around your value proposition and emerging thought leadership in your targeted field. Write a blog and articles, attend industry events, make connections with movers and shakers, do field research by speaking with those doing the work you want to do, learn the industry trends and buzzwords that will make you seem like a "local" not a "tourist." When you decide to make your move, you'll be known, have a targeted Google presence, a robust network, and "walk the talk."

6.    Jump-start your search -- If you lose your job, you need to act FAST. Don't be tempted to use the first few weeks (or months) of your unemployment as unexpected vacation time. Get busy and build your branded value proposition, PR engine, and research machine ASAP. It's vital to your search and the positive activity will help with the array of emotions related to job loss. A career coach and/or resume professional can often be your best investment during this time -- there is huge ROI in having a careers professional help you determine value, articulate a strong branded value proposition, develop stellar career documents, and guide you in the most effective job search techniques. If budget will not allow retaining a professional, read Susan Whitcomb's "Magic" series of books on resumes, interviewing, and job search (Resume Magic, Interview Magic, Job Search Magic).

7.    Create employer desire -- Don't assume a decision maker will immediately understand how your value will translate to the company. Do the work to discover the company's (and industry's) trends and needs. Using that information, project impact with value-driven accomplishment stories and value-driven solutions that predict success and translate directly to the bottom-line.

8.    Don't spend all your time on-line -- It's easy to be sucked into a black hole of job boards and research. It's easy to hope that the more places you post your resume the more activity you will attract. Use technology and social networking sites as people connectors, not as substitutes for real relationship-building. Relationships drive productive job search, especially in transitions. People are your best sources of information, best advocates for your success, best connection to positive energy, and best way for you to "give back," too. A robust career management tool like JibberJobber can help you manage your growing list of contacts and activities.

9.    Don't rely on your resume -- Transitions are a "pavement pounding" exercise. Your resume will be populated with information tied to your old field. It will not attract attention on the job boards and employer or recruiter databases because the key words they seek will not be there. Build your resume to be a concise impact- and value-driven sales tool that builds a future forward case for success by connecting the dots of your old accomplishments to new advantage for your target company. Then work your network -- and even phone/mail cold calling (using that strong value proposition and company knowledge) -- to get that resume in the hands of a real person and to get face-time with decision makers. Read Jeffrey Fox' How to Land Your Dream Job: No Resume! And Other Secrets to Get You in the Door, for more on these techniques.

10.    Develop a suite of value-driven career collaterals -- Today's job search and career management experts know that new opportunities come not from on-line job sites, but from the building of an on-line presence, a meetup at a professional event, a call from a recruiter who discovered you, a contact, or even an article that spawned some good PR. Each of these situations requires different personal marketing materials. At a minimum, today's jobseeker or career-savvy executive needs a targeted resume, accomplishments brief, executive biography and micro bios for articles and speaking gigs, 30 second elevator pitches for different targets, executive value statement and branded tagline, a brief list of top "selling points," and a list of company research sites and contacts. JibberJobber can help you keep all of these documents sorted and in one place.

11.    Do the job to get the job -- When you land your interview, don't be a passive interviewee. After your initial conversation drop the theory, drop the past accomplishments, and get real to get the job. Drive the interview to a place where you can show your stuff. Ask questions about problems, needs, and issues. Then initiate a brainstorming session that allows you to show how you can think on your feet, deliver solutions, and create opportunity. You don't have to give away your "trade secrets" but you can allow the interviewers to sample your value and style in a very concrete way. Subscribe to Nick Corcodilos' Ask The Headhunter newsletter for more on these techniques.

12.    Stay connected and educated -- Isolation lets job-loss depression and inertia sneak in the door. It saps your energy. Fight it! Keep in touch with colleagues, attend networking events and professional meetings (focusing on what you have to offer, not just what you need), have breakfast and lunch meetings with new contacts and old friends. Attend professional development classes in your area of expertise, find education leading to certification in your new field of interest, teach a class in a local college. The connection with people and knowledge is a powerful stimulant for success.

13.     Be prepared to wait -- Career transitions, especially in volatile markets, are a longer job search. If your field is shrinking, if there are mass layoffs, if you are looking for a second career as you near retirement, if you are seeking an upper executive position, your search will likely be extended. Plan for it by creating a flow chart of planned job search activities and by getting your finances in order so that you can make your resources last. Knowing that you are prepared and protected will keep you focused and on-task as the weeks and months pass. And if you are fortunate to find a new position quickly, you'll appreciate it even more.

14.    Don't put all your eggs in one basket -- Job search in a market flooded with candidates is a "we want 125% fit because we think we can get it and we're not in a rush to hire" environment. Even top performers experience post-interview difficulty getting an answer as to why the process is taking so long, or if they are on the short list, or even if the position will be filled. Don't put your search on hold while waiting for the offer you are sure is coming. Even if you think the job is a sure thing after a great interview, in this market, there's a real chance it isn't.

15.    Don't look for a job -- Conventional wisdom says the time to look for a job is when you start your new job. Today's wisdom says the time to look for a new job is never. Use the above tips to transition to the job you need now, and concurrently begin to engage in active career management -- career management that relies on value, continuous learning, proactive positioning, and generous "give to get" networking. Over time you will become visible, viable, and valuable. You will be the hunted, not the hunter. Opportunities will come to you. Your biggest challenge will be deciding which one you want.

Posted by Deb Dib, the CEO Coach

Cross-posted at Executive Power Brand blog

A Career Lesson From The Playboy Strippers On Wall Street

During the last financial services downturn in 2002 when the the dot.com bubble burst, I worked as a recruiter in London’s financial district. The market was tough and we were all feeling pretty low - not too dissimilar to the mood across the industry today.

Then one Friday lunchtime in the summer of 2002, the UK tabloid newspaper, The Sun, brought a group of bikini clad models into London’s Square Mile on top of an open top bus in an attempt to “cheer up the City” (and of course create a nice little story for the weekend press). Whilst many of the girls in my office were far from impressed with the whole circus going on outside, all the guys rushed outside to see the passing of the ‘parade.’ We were like excited kids running outside to see Santa’s Sleigh passing the house at Christmas (..very sad, I know).

So it was with a smile on my face that I read the story of Playboy offering Wall Street bankers the opportunity to earn extra cash by stripping off for an upcoming “Women of Wall Street” feature.

“When the news gets bad, then maybe that’s a chance to make people smile by coming up with something that puts a different twist on it”, said Gary Cole, Playboy’s photo editor.

But there is a more serious point here - a career lesson to learn from this story. Every tough market still has opportunities - you just need to open your mind and redefine yourself in the changing job market to find them. Am I suggesting you go off and become a stripper for Playboy? Not at all -that’s a personal choice which must sit with your own values.

What I am suggesting is that you stop letting yourself be defined by your ‘job title’ or your ‘job function.’ For some people who have lost jobs this year, their job title or functions no longer exist within other firms as businesses rationalise and so you will have to reinvent yourself to get back into the market.  In the modern economy, you don’t “belong to” any one company for life, and your main affiliation isn’t to any particular “function.” So stop defining yourself by your job title and stop being confined by your job description.

Instead, start thinking more about what value you bring to past, current and future employers - and what makes you unique based on the broad base of skills, talents and values you have.

Once you do that, you suddenly open the door to a wider range of opportunities and employers that you are uniquely placed to serve.

Whether the Playboy article makes you smile or disgusts you is irrelevant. Just accept the lesson from the article: you are a multi faceted individual who has many talents to offer future employers. In a tight job market, you need to get real smart about discovering what they are and become flexible about the way that you offer them to the market place in order to succeed.

By Sital Ruparelia, Cross Posted On The 6 Figure Career Management Blog

Reinvention

I am fascinated by reinvention, and am awed by people who create opportunities for themselves within tight market spaces. For emerging professionals and those who wish to take their careers in an alternative direction, the prospect of how to break is more than daunting—it’s a conundrum: How can I break in when I don’t have much experience? How can I continue to enjoy my downtime while I’m pursuing a seemingly impossible opportunity? Perhaps most pressingly: How can I continue to maintain my income during this economic downturn?

When asked these questions, I frequently recommend informational interviewing and the relentless consumption of success stories. I love sites like Learn from My Life and TED which provide great narrative—in addition to strategies for action. Today, I’m inspired by my friends Dave and Helen Clark who have recently created their own market space in rural New England.

By day, Dave and Helen run Clark Communications, an advertising agency that specializes in providing services to lighting and furniture retailers. They run their small business together and share a wonderful yellow house in Quechee, Vermont. In 2006, they lost several primary customers—at least one of whom said they needed to work with a Manhattan-based ad firm to retain their prestige. One evening, Dave and Helen decided to get out of the house—and Dave took his guitar with him to the common room of a local inn and asked if he could play. Within two months, they had a regular Tuesday night music group attended by up to a dozen people. Dave started a mailing list to promote his events, and added other local cultural events to the roster. Within six months, he had over 300 members of his mailing list—and within a year his musical ventures had become so successful that there was "no room at the inn." In response to demand, the mailing list expanded, Dave and Helen offered MP3s of local musicians through their website, and recently launched their own internet radio channel through their emerging business, Yellow House Media. One of their side offerings: advising event planners and private citizens on available musical talent and caterers.

While Dave and Helen are entrepreneurs, their approach is transferable to the job search—particularly if you are trying to break into a field in which you need to establish a name for yourself. Take heart: If you try something new, you may find yourself working in an area that you never would have dreamed about otherwise. Here are five strategies I take from their story:

1. Get out of the house and do something you love.

(Dave and Helen found that spending time in a different environment made it psychologically easier for them during their loss of business. When they first started, their goal was simply entertainment, the opportunity for revenue generation later was an added bonus.)

2. Give your partner some time-off. (As Tuesday night music outings expanded exponentially, Helen sometimes stayed home.)

3. Consider embracing the competition. (By viewing other musicians as customers and advertising their events for free, Dave and Helen developed a stable of talent—they now have over 50 artists and groups they can recommend to others in their consulting business—and who can recommend them in turn.)

4. Look for synergies between your current and intended field. (During the development and expansion of Yellow House Media, Dave and Helen developed CD products that were given as gifts—and potential items of sale—for their lighting business customers. This showcased their skills and demonstrated their continued active engagement with customers.)

5. Communicate your gratitude and your successes. (Dave maintains the Yellow House Media listserve—and frequently cites Helen’s efforts—as well as the strong performances of the musicians. His enthusiasm is infectious.)