Author Archives: Dorothy Dalton

Small decisions can create BIG changes

So I suggest looking at the following as a first step:

1. Log your results: Keep a log of all your job search efforts by date and detail each part of the search process . Each call, each CV you send out. Each networking event. What were the results? Is there an underlying pattern? If you are not making it out of the CV reject pile then you should consider examining the early part of your search- what can you change there? If you are falling down after an interview, evaluate that part of the process. Sometimes people lose track of exactly what they’re doing and especially when we’re stressed, our memories play tricks. We also fool ourselves into thinking we’re doing things in a certain way, when we’re not. Keeping a log gives an incontestable factual record, where no one can be fooled, not even ourselves.

2.How well are you communicating your message? Make sure your message is clear and strong. We tend to think what we’re doing is perfectly obviously to everyone else, but sometimes it isn’t, especially if you have a hybrid or highly technical function. I frequently see documents where what the individual is doing or has achieved, is not really clear, or sometimes not even stated at all. I don’t have time to search through a rambling 3 page CV trying to figure it out. Ask someone neutral from outside your function to review your web site, CV or elevator speech. If it’s clear to them, then it should be clear to everyone else.

3. Is your message powerful enough? I recently coached someone who had trebled the turnover of his business unit in his last job,but that wasn’t even mentioned on his CV. Another guy had closed a $ 0.5 billion ( yes billion) deal at head of state level and he hadn’t stated that fact in those exact words. So use strong vocabulary to market your skills and qualify all achievements with numbers. Don’t worry about boasting. Stating a fact isn’t bragging. It’s all in the delivery and manner and it is possible to recount your achievements without seeming egotistical .

4. Networking: Are you effectively tapping into your direct network and maximising all your contacts? The more people who know about your job search efforts the better. If you struggle with this as many do because being in transition isn’t easy, take steps to build up your resilience and confidence.

5. Connectivity: How well connected are you? Look at the number of connections you have on LinkedIn. If you are not widely connected you will appear on a limited number of searches. Remember this is a global database for recruiters and it’s all about the maths. Numbers count. If you pride yourself on only being connected to people you know – now might be a good time to re-think your strategy. People who don’t know you could be searching for you. But you don’t know that. I am not an open networker, but 26000 people joined my network in the past 3 days. Your direct network will of course be extremely useful – but it would still be very unwise to rule out indirect networking.

6. Visbility: Raise your professional visibility both on line and off. On your LinkedIn home page you can monitor the number of times you appear in searches – check that out on a regular basis. Change key words and see if that makes a difference. Join groups. Participate in discussions. Answer questions. All of these things help raise your profile. Off line, volunteer for any sort of activity that will raise your visibility in your community, sector or profession. Attend networking events, write professional articles, join professional associations. Once again anything to raise your profile. Do you have business cards? How many do you give out a week?

7. Ask for feedback: Ask for feedback from any or all of the players in the recruitment process. If that’s not possible, many say they can’t get past gatekeepers or only get indifferent and unhelpful neutral answers, brainstorm with a trusted friend, peer , coach or mentor who can communicate constructively possible areas needed for improvement.

If any of this fails consider enlisting professional help.

Socrates said that ” Only the extremely ignorant or the extremely intelligent can resist change“

As all of us fall somewhere in the middle of this spectrum – so give change a whirl. Register for a Career Audit to take your career to the next level.

When does “tailoring” your resumé become falsification?

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I have recently become involved in several quite heated discussions about both “beefing up” resumés, or “dumbing” them down. Where do you draw the line when you are desperate to find a job that might be crucial to your economic survival? When does tailoring a resume become out right lying and falsification?

As a coach, I am obviously empathetic to the challenges of being unemployed and encounter clients’ job search frustrations daily. From a purely ethical point of view, my personal position is to always suggest that honesty is the best policy. But ethics and integrity aside, which can only be a matter of individual conscience, as a recruiter I can tell you some of the practical dangers of crossing the line.

Sales spin

By this I don’t mean writing a powerful resume, enhanced by strong vocabulary and key words to give a “ sales spin”. Or “tailoring” your CV towards a specific opening, emphasizing certain qualities and down playing skill or experience deficits. Unless you are applying to companies with a high churn, where clearly employees are not a high priority, or encounter an incompetent recruiter , then I suggest you factor in some of the following before you make a decision, because misrepresentation it is not without risk:

• A skilled recruiter will research you prior to interview. The internet and especially LinkedIn is a global data base and recruiters use it constantly. So any changes or modification to your CV would need to be made consistently on every platform. You would need to check where you are listed, or if any reference has been made to you on any other documents, or in any circumstances, anywhere, even photo tags, which can be traced in cyber space.

• You will need to be prepared to account for any missing years, or perhaps convey that your seniority and experience in your previous employment was different to the reality. This might involve economy with the truth or outright lying. If discovered later there might be negative consequences which could damage your later career.

•You will need to prime your referees. They might have to misrepresent or even lie – same possible consequences as above.

•You might be asked to take psychometric tests or be given a behavioural interview where skills levels, either claimed, exaggerated or missing, should normally be identified.

• If discovered, you may alienate a company which could be a potential future employer.

• While you do all this you might miss a job, for which you are perfectly qualified, because word recognition software will by-pass you, because you are now presented differently in all media.

Square peg

This is before even going into what might happen if you are hired and become that square peg in a round hole, combined with the stress of possibly being found out and the fear of constantly slipping up.

If you can openly and genuinely persuade a company to hire you at any level, with authentically presented qualifications and skills, that is very different to withholding or distorting information to get a job. As Mark Twain said “If you tell the truth, you don’t have to remember anything”

This article was first posted in CareerRocketeer on June 12th 2009, http://www.careerrocketeer.com/2009/06/when-does-tailoring-resume-become.html?
at the kind invitation of Chris Perry: Brand and Marketing Generator careerRocketeer@gmail.com Twitter Follow @CareerRocketeer

Job Search: Action Does Overcome Anxiety

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Job search action is important – it helps get you out of a dip

I frequently hear clients telling me of their struggles to let people know that they are now unemployed.

Small things like writing an end date on their CV or LinkedIn profile, for what is now their old job, are very challenging. Responding to the inevitable questions in networking events “Who are you with?” or “ What do you do?” leaves them feeling profoundly inadequate and nervous.

Adjectives they use to describe themselves are “ stupid” and a “loser” .In the words of Nina Ferrell “No pronouncement about you has value unless you agree with it.” But when those thoughts are internal messages coming from YOU – how do you manage your mind to maintain motivation?

Create context

Fortunately, your reaction to anything is one of the few things you can control and here are just a few strategies to help put these experiences into context:

Reframe the experience
Examine the facts

How many people are unemployed in your country, region or sector? You are one of many I would imagine, so the odds are stacked against everyone. When unemployment levels are at over 9% today there is no stigma to being without a job.

Look at those same achievements and understand and acknowledge what you are good at. Keep a log of that list and read and update it regularly.

Turn transition into a positive experience

Look at your skill sets and identify areas where you could enhance existing skills, or gain new ones: learn a language, do an on-line course, do voluntary work. How you are responding to this “resting” period will be useful later on.

Use the time to formulate an action plan and set new achievable goals
When you achieve these goals –acknowledge that success, write it down and reward yourself. Remember this is a numbers game and initiative is better than inertia and action and activity overcome anxiety or angst .
Keep a log of your job search efforts so you can see in quantifiable terms exactly what you are doing.
Monitor your progress. Ask for feedback in case you need to do something differently.
Stay flexible and open minded.

Learn from previous experience

Look at the other challenges in your life and how you dealt with them. The skills that you had then and called upon, are basically unchanged (unless there are health issues, which should be dealt with separately) and therefore still in your “tool box ” So you should be able to carry on using them.

Which challenges impacted you most? How did you deal with them? Can you use those skills again?
Did you seek support? If so from whom? Identify and log your negative thoughts and see if they have appeared in your internal dialogue before. If they do, what are they? You will be able to see the ones that reoccur most frequently – check if there’s a pattern, and try to identify the ones that you are most anxious about. Acknowledging the existence of these thoughts is the first step at dealing with them. If you find this difficult, imagine advising a friend or colleague with the similar thoughts. Write down what you would say to him or her.

Lessons for the future

What did you learn about yourself and others?
How did you inform yourself?
What made you feel more positive about the future?
Have you ever supported anyone else through a similar situation?
What did you say to them?

Log your negative messages

Sit down and challenge the negative thoughts that you have identified. You have them written down so examine every thought on that page. Now look at each one rationally. Ask yourself where you would place these thoughts on a “reasonableness scale 1- 10”? What actual evidence is there for and against? If you have a thought ” I am never going to work again… ever” spend some time researching economic trends and re-frame your thought in the light of what experts are saying.

Take care of yourself

Now especially it is really important to look after your physical health and emotional well -being. Eat healthily, exercise and keep an eye on any symptoms of stress.

But if you do struggle with anxiety over a long period, please do consider seeking professional career support, consulting a doctor or a counsellor.

But above all remember “There’s no failure, only feedback. No mistakes, only outcomes” Thomas Hardman

If you are struggling with being active on your job search and feel panic stricken or lost

– get in touch NOW

Interviews and Non Verbal Communication

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Your lips may not be moving and you haven’t said a word, but you’re actually sending a message in all sorts of other ways without even realising it. You just have to make sure it’s the right one

So you‘ve been called for an interview for a great job. Your amazing CV has missed the reject pile, you’ve survived a telephone screening and now you think all you have to do is knock ‘em dead with your perfectly honed interview pitch.

Right? No…. sorry… wrong.

Remember that first impressions are created within the first 10 seconds to give a lasting impression.

55% of a person’s perception of you is based on the way you look, the rest is split between how you say what you‘re saying, and finally, after all that, what you actually say. I know.. tough! So even assuming you’re suited and booted in absolutely the right way, you’re completely prepared but will that be enough? No – afraid not. Non verbal communication is paramount. The way you look is significant , which incorporates, not just what you wear, but your posture, body language and general demeanour. These reveal more about you to the interviewer, than you will ever know. You want to show that you are calm, confident and professional, without being arrogant. Then you tell them how good you are.>

So what to think of ?

Smile – Remember we all smile in the same language. It’s the classic ice breaker.
Handshake – should be firm – but not bone breaking. Ladies, this is really important. No limp finger tip tickling.
Eye contact – is paramount -without looking crazed. It shows people you are engaged and interested. Erratic eye contact is associated with shiftiness and glazed eyes indicates lack of interest.
Introduce yourself – OK, I know this is verbal, but it is too closely related to first impressions to be excluded. This is particularly important if your name has a difficult pronunciation, or the interviewer has a different first language to your own. I thought I had a sure fire way around any misunderstanding by saying ” I’m sorry – how do you pronounce your name?” The guy didn’t miss a beat and replied “Mike “. Didn’t do that again. If you’ve misheard – just apologise and ask them to say their name again.
Repeat – the interviewers names a few times in the early part of your conversation ( without sounding robotic) more verbal communication – but for the same reason. This is a trick our US friends employ perfectly and one we Europeans could well emulate.
Posture – Sit or stand straight if you want to be seen as alert and enthusiastic. When you slump in your chair, perch on a desk or lean against a wall, you look tired and bored. No one wants to recruit someone who looks lethargic and lacking in energy
Body – The angle of your body gives an indication to others about what’s going through your mind. Leaning in shows interest, leaning or turning away the complete opposite. That says “I’ve had enough” Adding a nod of your head is another way to affirm that you are listening
Head – Keeping your head straight, will make you appear self-assured and authoritative. People will take you seriously. Tilt your head to one side if you want to come across as friendly and open.

If you want to Ace Your Interview check out Pitchcraft – Prepare, Practise, Perform

Arms – crossed or folded over your chest suggests a lack of openness and can imply that you have no interest in the speaker or what they are saying. This position can also say, “I don’t agree with you”. You don’t want to appear cold – I don’t mean temperature here. Too much movement might be seen as erratic or immature. The best place for your arms is by your side. You will look confident and relaxed. If this is hard for you, do what you always do when you want to get better at something – practice. After a while, it will feel natural.
Hands – In the business world, particularly when you deal with people from other cultures, your hands need to be seen. Make sure your fists aren’t closed – it suggests aggression. When you speak –don’t point your index finger at anyone. That is also an aggressive move. Having your hands anywhere above the neck, playing with your hair or rubbing your face, can be perceived as unprofessional.
Legs – A lot of movement can indicate nervousness.The preferred positions for the polished professional are feet flat on the floor or legs crossed at the ankles. The least professional and most offensive position is resting one leg or ankle on top of your other knee. It looks arrogant. That’s a guy thing (normally).
Personal Space -there are lots of cultural differences regarding personal space. Standing too close or “in someone’s face” will mark you as pushy or even aggressive. Positioning yourself too far away will make you seem remote. Neither is what you want, so find the happy medium. Most importantly, do what makes the other person feel comfortable. That shows empathy.
Listen well -Active listening is a form of non verbal communication.It is a real skill and demonstrates engagement and empathy. Paraphrase and ask for clarification of any points, to make sure you have fully understood. Modify your body language to indicate you are fully engaged – leaning in slightly, making eye contact and nodding affirmation.
Smell – if you’re a smoker do try not to smoke any time before your interview. The smell lingers and some people, especially today, find it offensive. I’m personally relaxed about perfume/aftershave – but others aren’t, so once again err on the side of caution.

Now you can make your elevator speech!

Survivor Skills for the Employed

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There are many forms of career transition in a working life: starting new jobs or careers, moving geographically, becoming a trailing spouse, taking maternity leave, having a new boss, promotions, retiring and experiencing re-structuring. And of course, in today’s climate, losing jobs. But in a downturn, career transition doesn’t just cover the people who have lost their jobs or are looking for new ones. It also covers the ones left on the “island”. But no asks if those left behind need survivor skills.

“Survivor” stress

“Survivors” are in a category which is quite often overlooked.These are the people who are actually still lucky enough to be employed. So what’s the problem, you might be asking? They’re OK. Why should we care about them?

Well, perhaps they are the ones making the cuts. They might be sending long standing colleagues or employees into uncertain professional and economic futures. Those very people might share social and professional networks and even live in the same local communities.

These “survivors” are possibly expected to meet established or even tighter deadlines and targets, with reduced teams and budgets and no immediate rewards. Perhaps they have taken pay cuts, voluntarily or otherwise, but with the same personal financial commitments. Bonuses are a thing of the past and all motivational programmes have been cancelled. So, no more trips to exotic places, “Dinner for Two” vouchers, employee of the month receptions, or company outings. Travel privileges might have been down graded, inter-continental flights are in coach and even free coffee in the office has been abolished.

Antagonism

In some sectors, banking and finance for example, public opinion is negative towards all employees, not just those senior directors accused of negligence. My daughter, a “survivor” in a London legal firm, has been openly harassed on the way to work, just because she happened to be walking past a bank wearing a business suit. In manufacturing companies, management teams have been locked in their offices by angry ex-employees in many different countries.

Presenteeism

“Survivors” might be fearful of taking vacations, or sick leave, in case their absence makes their jobs vulnerable. This culture of “presenteeism” means spending longer hours in the office, just to be visible. Other key relationships might be suffering because of this. Partners are getting mad, dinners end in bins and the kids feel neglected. There might be instances where challenging projects have been cut or put on hold, leaving only routine tasks. Perhaps they are managing teams who are de-motivated, leaving a tense atmosphere between colleagues or even direct conflict. Information sharing might be reduced, resulting in lack of trust.

Perhaps protectionist strategies are in place, sometimes completely unconsciously, to safeguard workloads, business practises or seniority, all to the detriment of the organisation as a whole. Health issues are on the increase. Client or customer feedback is starting to become negative or impatient and profitability is falling further. All of this impacts the bottom line. All hard to audit.

They daren’t complain because they know what the alternatives are. They certainly can’t complain to you, can they? So how do they stay motivated in a such a stressful working environment? If you are a survivor what can you do?

From discord find harmony. From difficulty find opportunity“.

- Break your situation down into manageable, measurable parts. Strategize. Formulate a mission statement, set yourself some achievable positive, action-orientated, time -bound goals. Include all aspects of your life, but also make fall back provisions. Nothing in life ever works perfectly – well not in mine anyway. As someone said, the most successful people are good at Plan B.
- Choose how you react to your situation. This gives you control. Communicate, be open and engage with your team and colleagues. Assess your own performance, try to get a clear understanding of your professional responsibilities and know how you will be assessed. Evaluate your strengths and weaknesses. What can you do better? How can you achieve that?
- Extend your professional network not just for support, but for information and experience exchange.
- Gain new skills. Refresh old ones. Set up a plan for personal development and make sure you take care of yourself physically and psychologically. Loyalty to employees as we have seen is fragile and tenuous in the modern corporate world, so make sure in addition to doing the best you can in your job, you also make yourself a priority.

“Experience, is not what happens to you. Experience is what you do with what happens to you.” Aldous Huxley

And because you can’t dance (always good for the soul) to either Einstein or Huxley, try Gloria Gaynor … “I will survive”

If you need coaching support for any challenge. Get in touch

Career Management: A Learned Skill

Career management faux-pas

In the past week alone, by chance, I have seen a CV without an email address, one seemingly without a name (really.. although it did finally appear at the bottom of the 3rd page, in italics, font size 10) Another two, where it was impossible to tell what job the candidates actually did. This is before going into the more sophisticated aspects of SEO, transferrable, value-adding skills and the like. It’s a snapshot of a standard, unexceptional week. All four felt that they could manage their careers themselves. There were more – but you get the picture.

The credibility gap

I did have one perfect resume (my spirits lifted – it doesn’t take much!) But when the candidate came to the interview, disappointment kicked in. Within minutes of our discussion, I could tell from the responses, that the guy in front of me bore no resemblance to the message conveyed in the resume. There was a credibility gap, a big one. Why? It just wasn’t his voice. The CV had been written by a CV writing service with no integrated or follow-up coaching. When we talked about the process he had been through, he had made a decision that finding a job was something he could do on his own. He believed he didn’t need anything else.

I am starting to wonder if career management is like raising kids and being in relationships. Is it something most of us feel we can all do instinctively? Until there’s a problem. So now, even in the face of all the statistics that scream change and difficult times, job losses outstrip vacancies 3:1 in Europe; we still have a tendency to believe that we can cope on our own.

“Yes” / “But ” dialogue

Discussions on this subject tend to centre on what I call the “Yes..but” dialogue. “Yes” means “ I hear and recognise what is going on”. The inner message suggests openness “But” means “ I’m not going to change. There is something about the status quo that suits me, even if it’s being stressed ” The inner message is closed.

My observation is that there are a number of consistent factors that people use as claims for their rightful spot in the “but” camp: no energy, no time, cost.

So I am just asking you to try reframing your thoughts and putting them into perspective. Career management is as much about managing your mind as anything else!

Try reframing the following:

Reframe the no energy issue.

Formulate a mission statement. This is just a buzz word for an action orientated, note-to-self. If you have been caught out in this downturn and are currently feeling overwhelmed, now would be a good time to deal not just with those specific issues, but also to prepare for the future. Life is never static and nothing is permanent. There will be other situations to deal with right throughout your career. Promotions, re-organisations and transfers are just some of the possible changes that any of us face, even in sound economic times. If you found a hole in your roof, would you wait until the next storm to fix it? No, I doubt if you would

Focus

A mission statement will help you focus on what is important in your life, so that you can prioritise your goals and provide a framework for your daily decisions. It will allow you to act, not react. This opens up a whole raft of possibilities. Choose strategies that offer long term skills and problem solving tools, which you can use again and again, not just a band–aid, quick fix approach, to get you out of a short term jam. You need to commit to the journey, not just a stroll. That will help you bridge the credibility gap. Include objectives to nurture yourself both emotionally and physically. These steps will make you feel more in charge. Empowerment is energising. Energy creates time.

Reframe the question of time.

There is a wealth of free resources online , in libraries and inexpensive bookshops. But I agree, it does it takes a huge amount of time to sort through the vast quantities of conflicting, often confusing, professional information. Let’s look at this too.

Seemingly the average American watches 4h 32m of TV per day, while in Europe its 3h 37m per person. There has apparently been a 38.8% increase for online video viewing, in the 12 months, March 2008 to 2009. Even if you cut back by 10 percent on your favourite shows, that would still release about 3 hours a week to focus on your career goals. I took a week in elapsed time to download all my CDs onto my iPod. Most of our daughters take way over an hour to get ready for a date.

So the question to ask yourself – can you really not find the time?

Reframe the question of cost.

Step back and put the question on any current or future investment regarding career transition support into perspective.

You spend at least 8 hours of any day working at your job. This goes on for possibly 40 years. Total will be about 76,000 hours in your life or career. Do the maths. Even as a daily investment – how minimal is any expenditure throughout a working career? Now put that into context. We are talking about fractions of Dollars, Euros, Pounds, Yen and most other currencies over a total working life.

If this is something you can’t stretch to now, make a note to build professional support into your future budget, in the way you might make contingency funds for painting your house or that hole in your roof.

These simple strategies should get us out of the “but” camp. But only if that’s not where we want to be.

Struggling with your career management? Get in touch!

The Cover Letter Debate

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The cover letter debate rages endlessly. But do you ever wonder about these lists issued by career pundits?

I do!

We seem to like lists. You must have seen them. 10 ways to write a perfect CV. 20 job search tips. 10 things not to do in an interview. 15 things to do in an interview. 12 ways to stay positive. They seem to give our lives structure in so many different ways and help us feel in control. Of course, when we feel in control – we feel secure.

Don’t get me wrong! I’m no different! I love lists.

But sometimes I wonder if sticking to lists, stops us thinking for ourselves.

We stop trusting our instincts and fail to respond creatively.

The rules are gone

One of my observations about job search strategies over recent years is that there are no long-term hard and fast rules and procedures any more. Any structures and systems seem to exist for a short time only, before we need another set of rules to deal with them.

This is just one example. I read an article the other day, about sending cover letters with CVs. A small thing. STOP using them it exhorted in Tahoma 42. Never send them. Waste of time and energy. This communication went out globally. There was a strong implication that life, as it was known to that point, would be positively overturned by a flood of interview opportunities.

My immediate thought was – yes! Great advice. Totally true! Of course, it will get peeled away by some word recognition recruitment software, the second your CV is downloaded by an HR assistant or hits an internet job site. Hiring managers claim they rarely see cover letters. If you’re applying for a job, say, as a Product Manager with an international conglomerate, headquartered in London, New York, Paris, or Sydney with highly automated recruitment processes, the chances of that happening are almost 100%. So, absolutely right, save your time and energy for other things. Enjoy your great, new, interview filled life.

Wait….

But then I thought. Hang on! Wait a minute! What if you are approaching a small or medium-sized business, perhaps in your home town, which might be Stratford (US or UK), Grenoble or Gannons Creek? You might know several key managers, which actually gives you some leverage. So would it still be wise to do that?

What if you’re contacting a CEO, or senior manager, of any organisation, anywhere at all and had been referred by a mutual connection? Would ditching a cover letter under those circumstances be good advice? What if your CV is in English and the reader might not be Anglophone? Could including a cover letter in another langauge help?

What if a cover letter is requested – would it be wise to ignore the instruction? No absolutely not.

Cover letters can be key

My answer in these cases is categorically, a cover letter might turn out to be key. You have connections. You might be/are in the same network, professional or social. You might have a qualified referral. They might know your current employer, your aunt, a teacher, a golf buddy – or even you! So not to send a cover letter might not only be construed as being rude, but it would definitely be under utilising the opportunity to maximise your personal connections, to sell yourself and your obvious talents and experience. You might be able to demonstrate foreign language skills. You need to show you can follow a basic process.

So what do we learn? Yes, there are indeed some, perhaps many, occasions where not to use a cover letter will save you time and energy. But there are also times when a cover letter will be extremely helpful. You will still need to customize your CV and in case it does get peeled away or not passed on to the hiring manager, never put any information in your cover letter that isn’t in your resume.

Format

In general a cover letter should address the pain or opportunity points in the job ad. They are usually the first three to four points mentioned. In general they should be about 250 words maximum, although organisations such as the European Institutions welcome longer versions.

Grabber opening: this should be your UVP as it applies to this particular opening.
Para 2: address pain point 1 in the ad with a short success story and transferable skills.
Para 3: address pain point 2 in the ad with a short success story and transferable skills
Para 4: address pain point 3 in the ad with a short success story and transferable skills
Close: convey enthusiasm and ask about next steps and mention any specific issues (going on holiday, travelling etc.)

Unique opportunity

So although there might be broad underlying patterns and trends in some areas, each opportunity and relationship is unique and should be considered as such. Circumstances vary and each job application requires a flexible and different approach. So you need to be prepared to tweak your basic CV and orientate it towards each opportunity, with or without, a cover letter. Only you can decide. Does that make your life easier? No, of course not. That would be too simple. It means you have to assess each organisation and opportunity, research them and make a judgement call!

“Then take responsibility and make a strategic decision.

Isn’t that control?

If you need help with your career transition get in touch now!

Job Seekers: Adapt – Don’t Panic

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Hands up anyone out there who isn’t overwhelmed by the morass of information about all the things you need to do to manage your career or job transition. How do you feel when you see the myriad of suggestions: the do’s and don’ts; the always and nevers; the 5, 10 or even 15 ways to get things right or wrong? It’s time for to say “Job seekers adapt don’t panic” help is here!

Confused? Well me too! And this is my profession!

Every day there are more and more statistics telling us how the old order is gone, the new one is here (at least for the next few hours, until it changes again) and we actually fail to embrace it, at our peril!

The new order

If someone had told me 15 years ago I needed to work on my SEO, I would have taken myself (somewhat half-heartedly, it has to be said) to the gym. Facebook, hitherto, the domain of the young and wild, now has my mother (age 97, and certainly not wild) on its pages, simply to keep in touch with her dispersed family. True, her location is listed as being in Florida, when she’s clearly in the North of England, but that’s a minor glitch.

So technology has changed all our lives and the way we do many things, especially in the communication and processing of information. It has overturned traditional business practises at every level and new ones are coming in to take their place. The pace of change is staggering and not unsurprisingly job search and recruitment is part of this amazing revolution.

For how long?

The question is how long will this new status quo last? The honest answer is that no one really knows, and don’t let anyone tell you otherwise. Because of course, there will be even more changes. What is true today, will not be the same in 5 years. And although pundits can take educated guesses, the reality is that no one can say for certain, when and how.

So let’s look at some of the latest stats:

Recruiters take 6-12 seconds to scan a CV in the first instance.
Many recruiters prefer for passive candidates, but that bias is shifting slightly post COVID.
43% of candidates are ruled out by because of their internet presentation
500 hours of video are uploaded to YouTube every minute
Facebook has 2.9 BILLION users and has overtaken LinkedIn as a platform for sourcing. Note well.
Over 500 million tweets are sent out per day
There are 600 million blogs on the internet
Tik-Tok is emerging as a go-to place for job search advice as career coaches and recruiters strut their stuff to share their tips.

So what do we learn from this? Times they are a-changing for sure. But what can we do about it? Not an original thought, but pure Darwinism, straight from the 19th century.

Job seekers adapt

“It is not the strongest of the species that survives, nor the most intelligent; it is the one that is most adaptable to change.” – Charles Darwin (1809 – 1882)

Are you struggling to adapt? Check out the career transition programmes

What can we do?

It doesn’t mean we sit with our heads in our hands being overwhelmed by tweets, stories, blogs, LinkedIn Lives and Clubhouse notifications. It might also be advisable to re-think the idea of putting our Elevator Speeches out on YouTube or a LinkedIn profile from our sitting rooms, in the hope that overnight, we might be catapulted into an international arena and have every global head hunter beating a path to our doors.

For any of you who think of music and vinyl or iPods or in the same sentence – don’t panic. Even older Millennials are approaching 40 and complaining about experience of ageism. Because for all the changes that are going on, critical core skills, personal qualities and experiences are still valued and it’s just about tweaking, or over hauling process management and packaging. All very do-able. And don’t worry, a generation X ,Y, or Z person, who texts a recruiter to say “gr8 c u l8r” is also going to have to adapt!

Career management and transition strategies should be just that: manageable, dynamic and strategic. What does this mean?

You have to identify and set yourself achievable (= manageable) goals within your skill set, either current or attainable
Your process has to be organic and open to change
You have to have a structured strategy that reflects your core values and goals

Updated October 2021.

If you need support to get YOU out of your panic – get in touch NOW