I went to a couple of networking events recently, intent on working them in “pay it forward (PIF)” mode and I have to admit that I liked the results. The part I liked the most is there were people I actually could help.
My process was pretty much what Sandy Jones-Kaminski suggests in her book “I’m at a Networking Event, Now What???” I simply walked up to people asking some variation on the question, “How can I help?” and found a variety of folks that I actually could provide some help. For a few it was simply asking the question, “How can I help?” and they relaxed and started talking about why they were there. For one person it was direct useful feedback about his elevator pitch; for others it was a variety of other things. One person has become a client. She’s looking for a new job and that is, of course, what I do.
The point is that using this simple approach allowed me to have a very productive couple of hours. It’s so simple. It’s so easy to be intimidated at a networking event, or have expectations that are uncomfortable or a million other things. My first experience of one of these left me very cold as my regular readers might recall, but simply turning the process into a “PIF” event and it totally takes that pressure off.
Success is measured by the number of cards I get, not the number I give. Afterwards, my tasks are pretty straight forward; short intro/thank you/follow up notes to the people who gave me a card. If something more develops, perfect, if not, I did my part. I did what I could do.
Thursday, June 3, 2010
Sunday, May 23, 2010
How to flesh out your Work-Life Database™
Keep it simple
You can keep this pretty simple. Stick with the first eight columns and just start adding all the major jobs you’ve had over the years. Write down the title of your job and start identifying the roles you had in that job. All jobs break down into components often called roles. Those components or roles for a job such as technical writer, might be team lead, peer reviewer, help writer, user interface designer and writer, white paper writer, team member, new writer mentor, usage resource, etc. There are usually a lot of different hats that we wear in any job.
So what does this get you? It gets you a quick and easy way to write a customized resume. Once the database is completed (or even partially completed), it is easy to copy and paste the appropriate pieces of your work life into a resume that is responsive to the requirements as stated in job description. In my case, being a writer, I have to fuss with it, but even so, I routinely produce one-off, customized resumes specific to a job description in under a half hour. Much better than the 3-4 hours I use to take.
You’ll see in the template that there are additional columns. “Job type to apply for” column is where I place a job title (such as technical writer) that tells me that this line is suitable for applying for a tech writer position.
Tracking your strengths
For many of us who go through the process of fleshing out a Work-Life Database™, a surprising result often occurs: We start to see what we are good at and what we are lousy at. Trends appear in what we write about in our accomplishments column. And since most of us are unemployed (or underemployed), we often are questioning whether we’ve chosen the right career. But how do we articulate the trends we see in the database? We see them, but what sort of a job might they work well in?
Learn to articulate your strengths
What we recommend to help you articulate your strengths and to help you more clearly see what you are good at is to take a test by the Gallup organization that will help you identify your strengths. This online test is available to you when you purchase one of the Gallup Organization’s Strength Finder books. You can also pay a fee on their website to take the test without buying the book. It is a 177-question test that determines what your top-five strengths are and produces a report that shows your top-five strengths (out of 37 available strengths). It gives you a detailed description of what you are good at. What sort of work you might be good at. And what roles in a job you might do the best.
In our Work-Life Database™ template there is a Top Five Strengths section. After taking the test, place your top five strengths in the column headings. Using your new-found insight into your strengths, start describing how an accomplishment was aided by a strength. Go through your whole history and describe how a strength has aided you on the job. As you do this, you’ll soon see where you’ve been successful because of your natural strengths. This is highly likely to help you more clearly see who you are and where your career possibly should go.
You can keep this pretty simple. Stick with the first eight columns and just start adding all the major jobs you’ve had over the years. Write down the title of your job and start identifying the roles you had in that job. All jobs break down into components often called roles. Those components or roles for a job such as technical writer, might be team lead, peer reviewer, help writer, user interface designer and writer, white paper writer, team member, new writer mentor, usage resource, etc. There are usually a lot of different hats that we wear in any job.
So what does this get you? It gets you a quick and easy way to write a customized resume. Once the database is completed (or even partially completed), it is easy to copy and paste the appropriate pieces of your work life into a resume that is responsive to the requirements as stated in job description. In my case, being a writer, I have to fuss with it, but even so, I routinely produce one-off, customized resumes specific to a job description in under a half hour. Much better than the 3-4 hours I use to take.
You’ll see in the template that there are additional columns. “Job type to apply for” column is where I place a job title (such as technical writer) that tells me that this line is suitable for applying for a tech writer position.
Tracking your strengths
For many of us who go through the process of fleshing out a Work-Life Database™, a surprising result often occurs: We start to see what we are good at and what we are lousy at. Trends appear in what we write about in our accomplishments column. And since most of us are unemployed (or underemployed), we often are questioning whether we’ve chosen the right career. But how do we articulate the trends we see in the database? We see them, but what sort of a job might they work well in?
Learn to articulate your strengths
What we recommend to help you articulate your strengths and to help you more clearly see what you are good at is to take a test by the Gallup organization that will help you identify your strengths. This online test is available to you when you purchase one of the Gallup Organization’s Strength Finder books. You can also pay a fee on their website to take the test without buying the book. It is a 177-question test that determines what your top-five strengths are and produces a report that shows your top-five strengths (out of 37 available strengths). It gives you a detailed description of what you are good at. What sort of work you might be good at. And what roles in a job you might do the best.
In our Work-Life Database™ template there is a Top Five Strengths section. After taking the test, place your top five strengths in the column headings. Using your new-found insight into your strengths, start describing how an accomplishment was aided by a strength. Go through your whole history and describe how a strength has aided you on the job. As you do this, you’ll soon see where you’ve been successful because of your natural strengths. This is highly likely to help you more clearly see who you are and where your career possibly should go.
Wednesday, May 12, 2010
Persistence
I recently had the opportunity to meet with Casey Hamar from Right Management and before we got together, she suggested the topic of “What works in Job search?” It got me thinking about that. Like most folks doing this kind of coaching, I get pretty focused on a variety of components to the job-search process: interviewing, resumes, internet tools, etc. This question with its elegant simplicity got me thinking about the big picture again. Is there one single central element that will always get you a job? I think there is. In a word, “persistence.”
What we teach at NFJS can make it simpler, reduce the emotional toll, and reduce the length of time spent looking. Heck we can even help you focus on what is most satisfying, but if you keep at it long enough, most processes work. Sooner or later, you’ll find a job. Even the most efficient, successful job search requires it today. One of our folks had ten interviews with a single company without getting an offer!
The point is that job search is hard, sometimes it’s as hard as any job I know of. It is normal for a job search to take six months or a year or even a year and a half and that requires persistence. It used to be that we could figure on one month of looking for every $10,000 of annual salary, in today’s economy it can easily be twice that number. So understand that if you are looking, you are not alone, commit to being as effective as possible in the process and persevere. If you want some help, call us.
To quote Ray Kroc (founder of McDonald’s Corporation) “Luck is a dividend of sweat. The more you sweat, the luckier you get.”
What we teach at NFJS can make it simpler, reduce the emotional toll, and reduce the length of time spent looking. Heck we can even help you focus on what is most satisfying, but if you keep at it long enough, most processes work. Sooner or later, you’ll find a job. Even the most efficient, successful job search requires it today. One of our folks had ten interviews with a single company without getting an offer!
The point is that job search is hard, sometimes it’s as hard as any job I know of. It is normal for a job search to take six months or a year or even a year and a half and that requires persistence. It used to be that we could figure on one month of looking for every $10,000 of annual salary, in today’s economy it can easily be twice that number. So understand that if you are looking, you are not alone, commit to being as effective as possible in the process and persevere. If you want some help, call us.
To quote Ray Kroc (founder of McDonald’s Corporation) “Luck is a dividend of sweat. The more you sweat, the luckier you get.”
Wednesday, April 28, 2010
Schedule change
NFJS has been meeting every Wednesday at 3:00 for more than a year and we've decided to tweek that just a bit. Make it 2:00. Still at the Green Bean/Sip N'Ship in North Seattle. Hopefully make it easier for folks to get to.
Monday, April 26, 2010
Interview Training
About a month a ago I mentioned on Linkedin how I had developed an “Interview preparation” module that took three hours and how excited I was about it then one of my contacts noted that they were looking forward to a blog entry. So this is that entry; if you can hire us, it will be more effective, and in every case working with someone else will help.
Our outline is pretty straight forward:
Hour 1 – Preparation:. Does the resume you sent in highlight the right experience? Have you researched the company? Have you researched the opportunity? Do you have a connection that can get your resume in front of the hiring influence? How qualified are you for this position and have you done a good job setting up that story?
Hour 2 – Interview 1: 30 minutes of interview, 30 minutes of feedback. Are you prepared? Do you know enough about this opportunity to ask relevant questions? How does your body language work? Do you walk into the room standing up straight, look the interviewer in the eye? Shake hands? Is your dress appropriate for this opportunity?
Hour 3 – Interview 2: 40 minutes of interview, 20 of feedback. Have you learned from the first practice? If you said “mmm” 14 times on the first try is that under control? Have you integrated questions into the answers you are providing?
In many ways the most important hour of this training is the first. It starts with finding a specific job that you are interested in. This should not be theoretical! The job description will have the key requirements in their hierarchy. That’s the outline for the resume and for preparation. If it says “Seeking team building sales executive” then the resume better include a history of building teams. If it says C# developer, then the resume better include a history of C# development. One of the consequences of this exercise is refreshing your memory of your past success. Another consequence is developing high levels of alignment with the opportunity.
I’ve written previously about “OGOOALS” and “Five Questions that Matter” those are important here because they are key to this preparation hour. The “G” in OGOOALS stands for Gather information and the five questions are just that, five questions that both you and the company need to answer in order decide that you have a good fit. During the Interview Training Module this first hour is all about translating those into specific questions, answers and research into the company, the hiring influence, etc.
Interviewing is a skill, plain and simple. Learning it isn’t that much different than learning our addition tables. The key to success is practice and feedback. That's the idea behind this module.
Our outline is pretty straight forward:
Hour 1 – Preparation:. Does the resume you sent in highlight the right experience? Have you researched the company? Have you researched the opportunity? Do you have a connection that can get your resume in front of the hiring influence? How qualified are you for this position and have you done a good job setting up that story?
Hour 2 – Interview 1: 30 minutes of interview, 30 minutes of feedback. Are you prepared? Do you know enough about this opportunity to ask relevant questions? How does your body language work? Do you walk into the room standing up straight, look the interviewer in the eye? Shake hands? Is your dress appropriate for this opportunity?
Hour 3 – Interview 2: 40 minutes of interview, 20 of feedback. Have you learned from the first practice? If you said “mmm” 14 times on the first try is that under control? Have you integrated questions into the answers you are providing?
In many ways the most important hour of this training is the first. It starts with finding a specific job that you are interested in. This should not be theoretical! The job description will have the key requirements in their hierarchy. That’s the outline for the resume and for preparation. If it says “Seeking team building sales executive” then the resume better include a history of building teams. If it says C# developer, then the resume better include a history of C# development. One of the consequences of this exercise is refreshing your memory of your past success. Another consequence is developing high levels of alignment with the opportunity.
I’ve written previously about “OGOOALS” and “Five Questions that Matter” those are important here because they are key to this preparation hour. The “G” in OGOOALS stands for Gather information and the five questions are just that, five questions that both you and the company need to answer in order decide that you have a good fit. During the Interview Training Module this first hour is all about translating those into specific questions, answers and research into the company, the hiring influence, etc.
Interviewing is a skill, plain and simple. Learning it isn’t that much different than learning our addition tables. The key to success is practice and feedback. That's the idea behind this module.
Tuesday, April 20, 2010
Microsoft
I had the opportunity this afternoon to spend about an hour with Kenji Yamaguchi, a recruiter in the Windows group at Microsoft. It's pretty much impossible for me to provide a complete synopsis, but the blog he contributes to is something that every job seeker should be following. I've added it to the list of blogs I follow and strongly recommend you check it out. It is a lot like the conversation was, very wide ranging and informative. http://www.jobsblog.com/.
Friday, April 2, 2010
Resume construction part 2
Mike will finish his discussion of resume development soon, but in the meantime, one of the regulars at Notes from the Job Search sent me an analysis of how to create an entry or bullet point on your resume and I wanted to share it with you.
She starts with the idea that in the custom resume you deliver to a prospective employer, each role you held should have no more than five bullets. That is different than our Work-Life Database™. The Work-Life Database™ is the source document and as such it doesn’t have a limit. What goes on the resume sent to a some company, comes from the DB. At any rate, here’s what Deborah Arline has to say.
“The first paragraph of a job experience within the resume starts with a statement describing the scope of duties, level of responsibility, number of staff supervised, budget amounts managed, etc. This statement is followed by short sentences describing responsibilities, using words like “Managed”, “Led”, “Facilitated”, “Oversaw”, “Initiated”, “Planned”, “Provided”, “Performed”, “Created”, “Analyzed”, “Designed”, “Developed”, “Achieved”, etc.
“This paragraph is followed by “Significant Achievements”, no more than 5 bulleted items that:
• Identify an Action, USE A VERB, that demonstrates the value I added or contribution I made; i.e. “Saved money”, “Increased profits”, “Developed staff”, “Decreased response time”, etc
• Then, the sentence continues to show how I achieved them: “…by deploying”, “…by initiating”, “…by upgrading”, “…by migrating”, “…by implementing”, etc.
• And may conclude by showing the result of my efforts: “…that enhanced”, “… that improved”, “…that reduced”, “…that decreased”.
• Then try to quantify the value added; answer the question “By how much?”
Deborah provides a couple of examples:
1. “Delivered $1.2 million annual savings by cutting call handling time 40 seconds per call across all centers.
2. “Improved operational efficiency by designing continuous learning process that provided call centers with structured approach to process improvement and data sharing.”
As you can see Deborah has broken this down to very specific small pieces. When she creates the actual bullet, she positions the element with the biggest value ("$1.2 million annual savings") where it will be seen most easily and have the most impact. It’s almost like we had a bunch of refrigerator magnets, only in this case we are using them to effectively tell real stories and actions we really took.
She starts with the idea that in the custom resume you deliver to a prospective employer, each role you held should have no more than five bullets. That is different than our Work-Life Database™. The Work-Life Database™ is the source document and as such it doesn’t have a limit. What goes on the resume sent to a some company, comes from the DB. At any rate, here’s what Deborah Arline has to say.
“The first paragraph of a job experience within the resume starts with a statement describing the scope of duties, level of responsibility, number of staff supervised, budget amounts managed, etc. This statement is followed by short sentences describing responsibilities, using words like “Managed”, “Led”, “Facilitated”, “Oversaw”, “Initiated”, “Planned”, “Provided”, “Performed”, “Created”, “Analyzed”, “Designed”, “Developed”, “Achieved”, etc.
“This paragraph is followed by “Significant Achievements”, no more than 5 bulleted items that:
• Identify an Action, USE A VERB, that demonstrates the value I added or contribution I made; i.e. “Saved money”, “Increased profits”, “Developed staff”, “Decreased response time”, etc
• Then, the sentence continues to show how I achieved them: “…by deploying”, “…by initiating”, “…by upgrading”, “…by migrating”, “…by implementing”, etc.
• And may conclude by showing the result of my efforts: “…that enhanced”, “… that improved”, “…that reduced”, “…that decreased”.
• Then try to quantify the value added; answer the question “By how much?”
Deborah provides a couple of examples:
1. “Delivered $1.2 million annual savings by cutting call handling time 40 seconds per call across all centers.
2. “Improved operational efficiency by designing continuous learning process that provided call centers with structured approach to process improvement and data sharing.”
As you can see Deborah has broken this down to very specific small pieces. When she creates the actual bullet, she positions the element with the biggest value ("$1.2 million annual savings") where it will be seen most easily and have the most impact. It’s almost like we had a bunch of refrigerator magnets, only in this case we are using them to effectively tell real stories and actions we really took.
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