Archive for the Motivation Category

Every Hire Is A Miracle

Posted in Confidence, Hiring Managers, Hiring Trends, Interviewing, Job Search, Motivation, Networking, Recruiter, Rejection, Uncategorized on February 9, 2010 by jcsicareerassist
Your Resume Has To Get Through Here

Your resume is in here

As you can see, it has been a month since our last blog post.  Let this be a sign for those of you on the job market that better days are coming.  We have been working on some hard to fill positions that did not allow me to complete some of the blog posts that I have started.  This post was one of them.  The inspiration for the title came from the fact  that behind the scenes of every job posting, there exists  a complete network that is constantly expanding and contracting, bringing in people and releasing them all in an effort to make the right fit.

Many of you will agree that navigating today’s job market is a mystery. With so many avenues to potentially connect with employers, how can one know which one will bring the results they are looking for? Do you rely on your recruiter, the job boards, and social media or do you stick to your network? And what if you don’t really know how to network? With so much to think about it’s hard to see how anyone gets hired even when the economy is good.

Well the fact is, even if you are the best interviewer in the world and mastered every one of the above mentioned tools and techniques, finding a job is still a miracle when you examine it. Much like the “Butterfly Effect“,  a job opening that ultimately matures into a filled position depends on certain conditions. Most people assume that just because a postion is posted somewhere it means that it will be filled.  This is not always the case.  Unless, the position is open to replace someone who left a mission critical role, many positions are created for other reasons such as anticipated growth, consolidation of functions, or to be solution providers for areas that require some form of process improvement. 

In order to get approval for a requisition, a hiring manager has to make the case that this new role is critical to achieving the goals set forth by the leadership.  Once this is done, they must create a job description to assist them in finding someone that they are not even sure exists. The search ensues using every available resource.  Throughout this time they will receive many resumes.  Some resumes will be close and some will be quite a departure from the criteria.  In the meantime they must interview potential candidates as well as keep the department running.  Each hour that they are interviewing for the right candidate is an hour that they are potentially losing production time or having to work later.

As the process is moving forward there may be several changes made to the requirements, offers can be made and declined, and projections may change based on market fluctuations.  All these behind the scenes situations are directly affecting whether or not a candidate is hired or even interviewed for that matter. Meanwhile many candidates who are unaware that all of this is going on are wondering why they never heard anything back from their online application submission.

Ultimately, most positions are created to keep money and time from being lost or to bring more money in while cutting the time it takes to create the product or service offering.  That means if an organization can figure out a way to get the job done with the resources they have on hand they will hold off on making the hire.  So with that in mind there will always be comparable forces working against a hire as there are working for it.  So do you see why I say every hire is a miracle?

I think this message is important to jobseekers for several reasons, but most importantly, it is for you to have perspective.  One never knows how long a job search will last.  Understanding the process is important to maintaining momentum throughout your search.  There are a lot of moving parts to the recruitment and selection process.  Each of them has to work in concert in order for someone to make it through the entire process.  Multiply this by the number of people applying for the position and you can see that finding the right fit is no easy task for anyone involved.

This is why we encourage candidates to stay the course.  If we thought about all of the people and resources it takes to get eggs to our grocery store, we’d be amazed by every omelette we ever see.  Such is the recruitment process.  The hope is that with this information, you will not let the hiccups of process discourage you in your search, but rather see that when you are called for a phone screen or interview, this dynamic process has come together to give you the opportunity to tip the scales in your favor.  We wish you the best.

The Light At the End of Your Job Search

Posted in Communication, Confidence, Empowerment, Interviewing, Job Search, Motivation, Recruiter on December 14, 2009 by jcsicareerassist

Have you ever noticed that as soon as you land a position other opportunities start presenting themselves? Do you find that strange?  What about the phenomenon that occurs when several companies ask you to interview in quick succession?  How does that happen and why is it so unpredictable?  Well, there are several factors that play into these occurrences.  Some things that influence it are the market, the number of positions you applied for, and the depth of your network.  However, I am going to suggest that the number one contributor to this type of opportunity flow is the waxing and waning of confidence.

There’s no statistical evidence that I am aware of,  but if you just look at other key indicators, I believe a significant argument can be made for this case.  I’ve spoken with thousands of job seekers and heard their stories and a clear pattern has emerged.  If you imagine yourself in the scenario below, I’m sure you will get a sense of familiarity if you’ve ever spent any significant time seeking opportunities.

The First Wave – You have just entered the job market.  You’re riding high off the fact that you “have time” thanks to your severance package.  Furthermore, you know your skills are in demand.  You believe you’ll have a job in no time.  You talk to friends and let them know what’s going on.  Some  people are even jealous of your little break from the rat race.  What’s more, you already have a few prospects from people you know from the industry.  You have two or three interviews scheduled.  “This is going to be easy”, you think to yourself.  You go to the first interview full of confidence.  It ends with a lot of smiles and handshakes.  They tell you that you will hear back from them soon.  The waiting begins.  You think back on your interview.  It’s been two weeks since you heard anything and your calls weren’t returned.  You begin doubting yourself.  The other interviews follow suit. The future stops looking so bright.

The Second Wave – After some time you start to reevaluate your search.  Everyone you’ve spoken with confirms that the market is tough and what you are experiencing is normal.  It may not get you a job, but somehow it makes you feel a little better.  You start to reminisce on the earlier days in your career when things were easier.  Sure you made less money, but you had more fun.  You were in the trenches with your comrades or you had the chance to do the “real work” where the action happens.  Right now, you’d welcome the return of those days.  In fact maybe that’s what you should’ve done all along.  You get excited.  Now you have more jobs to choose from and a greater chance at landing something.  You start getting calls again, a few more interviews are scheduled, and you’re back in the saddle. 

The Third Wave – Looking at broader search criteria has helped you get more interviews, but the employers are concerned about you taking a “step back”. As a result, no one has pulled the trigger despite the fact that you’re offering them a bargain.  You’re getting a little frustrated with the whole situation.  You’re almost thinking of starting your own business.  You start looking into your options.  You realize that all these years you could’ve been your own boss.  You’re beginning to gain a strength that isn’t dependent upon whether or not you’re hired by one of the companies you’ve applied to.  You know you have value and if no one is going to take you up on your offer to impact their company, you’ll make an impact of your own.  You start thinking that all these companies have been doing you a favor.  They helped you to realize that you are not defined by your job.  You feel so good that you’re not certain if you ever want another job again.  That’s when your phone rings.  It’s a recruiter.

The Fourth Wave – You decide to go in for the interview.  Because you’re not concerned about the outcome, you are very confident.  Who knows, this company may turn into a sales prospect for your new business. You engage the interviewer(s).  You tell them your story and you even secretly give them your new sales pitch on how to improve certain facets of your industry.  You leave the interview and get back to work on your ideas for your business.  You don’t give the interview another thought except to send thank you notes. A few days later the phone rings.  The recruiter wants to know if you can do another interview.  You say yes.  A couple weeks later you’re signing an offer letter.  You say to yourself, “this is nice, but if it doesn’t work out I have my back up plan.”  For the next few months, with a twinge of pride,  you have to tell recruiters that you found a position.

While this may not be your exact story, I’m sure the message is not lost.  Confidence is key.  Not only have I personally experienced this phenomenon, I have spoken to numerous job seekers that can testify to a similar experience.  I have also spoken to people who had new jobs before their first severance check cleared.  I can tell you that these individuals made decisions quickly and did not lack in the confidence department.  Of course, just being confident won’t land you a job, but without it, you may never be able to convince employers to give you a chance.  So be mindful of your confidence level throughout your search and be sure to participate in activities that will keep it high as you seek opportunities.

Be The Turducken When You Interview

Posted in Communication, Empowerment, Hiring Managers, Interview Secret, Interviewing, Motivation, Networking, Personal Brand with tags on November 25, 2009 by jcsicareerassist

With Thanksgiving here, I decided to get festive in my interview analogies by introducing the Turducken as a model for job seekers to consider the next time they sit down for an interview.  For those of you who have never heard of the Turducken, it is a partially deboned Turkey that is stuffed with a deboned duck that has also been stuffed with deboned chicken.  But that’s not it.  There’s more stuff inside.  The minds who invented this culinary delight go further by filling all of the gaps and cavities with other stuffings.  Just thinking about eating it is intimidating to me.  Talk about more than “meats” the eye.

When I heard about the Turducken just recently, my mind went straight to the thought that like this meal, there’s always more to people than what is on the surface.  So keeping with the whole Thanksgiving theme, I thought that it would be a good idea for people on the job market to think about what they are grateful for–the gifts, skills, and talents that they have honed over the years.  Think about what kind of services you can provide to an organization–all of the things that you possess on the inside that are not made visible by a resume or online profile.  The next time you present yourself, be the Turducken.

This may sound like a strange analogy at first, but just imagine that someone asks you to cut the Thanksgiving “bird” and to your surprise you find a duck, and then in that duck, you find a chicken.  If that’s the first time you’ve seen such a thing, you won’t soon forget it.  And, more than that you are going to tell others about it.  That’s what candidates need to go for when they interview.  You want to pleasantly surprise the first interviewer so that they will tell the next person in line and on and on until the whole company gets to know you.  We’ll be talking more about this approach to the interview process in our upcoming webinar, The Anatomy of the Interview Process on December 9, 2009 at 12PM.  In the meantime, I suggest candidates take time  this holiday season to focus on what cannot be seen and working with others on how to share that with others.  If you can get one person talking on your behalf, you may be pleasantly surprised.

Cashing In On Psychic Income

Posted in Closure, Emotional Investments, Empowerment, Interview Secret, Interviewing, Job Search, Motivation, Psychic Income, Rejection, Salesmanship, Uncategorized on November 10, 2009 by jcsicareerassist

Not that kind of psychic.

In our September 14 posting, Managing Your Emotional Investments In A Job Search, we talked about the gambler’s fallacy as it relates to job hunting and offered some tips on how to navigate the waves of emotion that arise as you look toward securing your next job.  In this companion piece, we discuss psychic income, why it can sometimes be more valuable than any other currency, and how to know when to cash it in for opportunities.

In their book, Groundswell: Winning In a World Transformed By Social Technologies, Charlene Li* and Josh Bernoff of Forrester Research discuss the phenomenon of psychic income–the intangible revenue or satisfaction that comes from participating in certain activities.  An example could be the feeling you gain from making a certain purchase or working on a project that calls upon your creative ability.   Because of my genuine interest in people, I derive psychic income from reading, writing, listening, and conversing on almost any topic.  So if it were not for bills, I’d do almost any job for free if it allowed for authentic engagement of some kind.  But because most of us do have bills, we’ll talk about the financial implications of psychic income.

In Groundswell, Jeff Stenski is attributed to have potentially saved Dell over $1 million simply by answering questions on Dell’s Community Forum.  Why has Jeff spent the equivalent of over 123 workdays a year on this forum answering questions about optical drives for free?  The answer of course is psychic income.  Jeff loves to contribute and this forum gives him an opportunity to do so.  As we mentioned in The Ultimate Interview Secret, there are rewards that come from seeking to contribute to your industry or area of expertise and these rewards can be cashed in.

For starters, as long as you are contributing, your skills will keep current.  This has tremendous value.  Added to this, in a depressed market, there is a definite value in engaging with people who have the ability to skillfully transfer their enthusiasm.  This is known as salesmanship and believe it or not, the purchases that we usually feel the best about are usually laden with the psychic income we earned from engaging with the salesperson.  In a world where we have global access to products and services, it is actually the psychic income embedded in those products and services that is the differentiator.  What do you think this information can do for your interviewing skills?

So knowing this, doesn’t it make sense to keep track of your psychic income just as well as you do of your financial income?  We think so.  That’s exactly why this blog exists.  As recruiters we know how taxing the job search can be for everyone involved.  With so many things to consider when making a hire, disproportionate amounts of psychic income can be strewn about with many feeling like they didn’t get the ROI they were hoping for.  Our goal with CareerAssist is to give back to the candidate pool for the time and energy they share with us when they talk to us about the opportunities with our clients.  It may not be the job they were hoping for, but we hope that it contributes in some way.

So if you take anything from this post–whether you are on the job market or engaging with someone who is–let it be this.  Psychic income is part and parcel of every relationship no matter how much time is involved.  So be wise in your deposits and withdrawals.

*Charlene Li has since become an independent thought leader and Founder of Altimeter Group.

The Ultimate Interview Secret

Posted in Communication, Empowerment, Interview Secret, Interviewing, Job Search, Motivation, Uncategorized, Volunteering on November 2, 2009 by jcsicareerassist

The job is already yours.

How many interviews would you say it takes to secure a job? 1, 2, 5000?  The truth is that when it comes to securing a job, the interview doesn’t end until your last day at the company.  Everyday that you engage with an employer is an interview day.  And given this logic, your first “interview” is also your first workday.  This is a secret that  successful interviewees know and apply daily.

The reason companies hire is because they have a problem and they are looking for a solution.  Interviewees who understand this start working for the company as soon as they find out about the opportunity.  The first thing they do is ensure that they understand the challenges of the organization.  Next, they determine if they have the skills or access to the skills required to bring about a solution.  If they do, they will work to communicate to the decision makers that they have a means to ease the pains that the organization is feeling.

Once they are brought in for the interview/first day they begin to consult with the interviewer.  They use this opportunity to demonstrate their ability to listen, engage, and problem solve.  But more than this, they make sure this first hour or so of work shows that they are already adding value to the company.  If they do this successfully, they will be asked to return and it will continue on until a point in time when either the employee or the employer determines that they’ve gone as far as the relationship will presently take them.

You see, the idea that you need a company’s permission to work for them is a fallacy.  By working for any particular industry, you are automatically working for every organization operating in that industry.  When you move on to a different company, it is ideally because it provides an opportunity to make a greater contribution to your industry of choice.  The more value you add to your industry, the more in demand you will be and the greater the reward will be over time.

The mistake that many candidates make is to think that they cannot contribute unless someone hires them.  But the people who find opportunities the fastest are those who are always looking for ways to contribute to their industry.  They volunteer.  They create blogs.  They participate in online discussion groups.  They start online communities.  They even start their own companies. 

Candidates with this mindset have the goal to contribute to their field to the maximum of their ability.  And because they’re passionate they will do this regardless of the number of doors they have to walk through before they start getting paid for their services.  This is the Secret of empowered interviewees and now it’s yours.

To learn more interview success tips, join us for our upcoming webinar on December 9th at noon.  In The Anatomy of the Interview Process, we will discuss:

  • Phone ettiquette
  • Interview Preparation
  • The Recruiter Relationship
  • Managing Company Expectations
  • Navigating the Interview Process and more…

Our presenters will be Sr. Recruiter and Author of “366 Tips for a Successful Job Search”, Cynthia Wright and JCSI Candidate Relationship Manager, Pedro S. Silva II.  We look forward to your participation and welcome your feedback.

How To Overcome The Need For Closure

Posted in Closure, Communication, Emotional Investments, Follow-up, Interviewing, Job Search, Motivation, Recruiter, Rejection, Uncategorized, Whole-Part Whole on October 20, 2009 by jcsicareerassist
Do you see a connection?

Do you see a connection?

This isn’t the first time that the subject of closure has come up on the JCSI CareerAssist blog.  In a previous post entitled Handling Non-acceptance, we told candidates not to focus on the things that they cannot change.  Sometimes you will not know why you were not chosen for a specific position and you will need to rely on assumptions to move forward.  Then in Managing Your Emotional Investments In a Job Search, we encouraged our readers to keep interviews in perspective.  Being attached to every opportunity can be mentally and emotionally draining and can rob you of a true opportunity when it comes around.

In this post, we are going to assume that the advice in the above mentioned posts didn’t quite stick.  Intellectually you understand that rejection isn’t personal.  You can even see how the concept of leaving the interview at the interview would reduce some stress.  But at the end of the day you still find yourself waiting by the phone to hear back from a potential employer unable to breathe until they let you know one way or the other.  If this sounds like you or someone you know, then read on.

In order to make sense out of the need for closure, it may help to know that our brains are actually wired to see relationships holistically.  As the shapes above show, we tend to see things in wholes instead of individual parts.  Most people would describe the shapes as a circle and a square with missing pieces  rather than a bunch of disconnected lines.  This is known as Gestalt Psychology.

Translated to the job search, this means that when we speak to someone about an opportunity we are going to automatically expect it to come “full circle”–pun intended.  When it doesn’t, our brains tell us that something is missing and this is considered a psychological threat.  What happens in many cases is that we assume that we have somehow caused the “missing” piece by lacking in some way.

In order to overcome this, we must be able to see the stages of recruitment as “whole-parts”.  Based on the Whole Part Whole (WPW) Method used in some sports training  and other modalities, the participant is trained to see that each component is a whole within itself.  An example from basketball would be that while the ability to shoot free throws are a part of a game, the ability to shoot free throws is also a skill on its own.  In other words, an interview is part of getting a job, but it is also just an interview.

If you are following this logic, then you can see how “leaving the interview at the interview” is possible.  This is accomplished by:

  • Seeing the whole.  The big picture.  In other words finding a job. 
  • Gaining an understanding of how the parts relate to the whole. These are considered “whole-parts”. Phone Screens, phone interviews, f2f interviews (how many rounds?), etc.  Ask your recruiter for more information.
  • Focus on developing your skills in each “whole-part”. Phone presence, f2f interview skills, follow-up skills, etc.
  • Approach each “whole-part” as a singular event.  An interview serves its purpose in real time without being seen as making or breaking the opportunity.  The goal is to have an excellent interview experience.
  • When reviewing the event, keep it in perspective.  Don’t think how you can stop losing opportunities. Concentrate on developing your “whole-part” skills.
  • Realize that it all comes together in the end.  If you excel in your “whole-part” skills then the whole picture will eventually come together.

As you can see, overcoming the need for closure is more about what not to do than it is about doing  some technique.  The key is to keep the “whole-parts” in perspective.  By seeing the “Whole-Part Whole”, closure is integrated into the process as it moves step by step.  Seeing the process this way reduces stress by releasing candidates from carrying the burden of their entire futures into every recruitment engagement.

Creating a Job Search “A-Team”

Posted in Diversity, Interviewing, Job Search, Motivation, Networking, Team Building, Team-Working, Uncategorized on October 12, 2009 by jcsicareerassist

If you or anyone you know has been on the job market for any length of time, you will understand that for most people the hardest part of the job search is staying motivated throughout the process.  Traditionally, we are taught to work for rewards.  At the completion of every action, there is an almost inherent expectation of some sort of feedback.  This can come in the form of money, recognition, or even constructive criticism.  All of which we receive from a job.

Once the job is removed from the dynamic, the context of work will take on a whole new meaning.  When you are seeking full-time employment, finding a job is your job.  For many, the longer they are on the search without receiving feedback relative to the work they do, the more diminished they feel.  It can be equated to working on a project for your employer and never hearing whether or not you are on target.  This is a situation that most workers detest and often leads to disengagement.  But what will be the result of disengaging from one’s own job search?

In his book, Who’s Got Your Back, bestselling author Keith Ferrazzi, encourages his readers to break free of the “go it alone” mentality that is prevalent in our society and to establish what he calls, “Lifeline Relationships” to help build success.  The idea behind his message is simple.  Identify a  few trusted individuals with whom you can freely express yourself and enlist them to help you sustain accountability in achieving your goals. 

When applied to the job search, this group could be part of what is called a “Job Search Work Team”. This concept based on the Pierson Method by Oliver Pierson has been employed by industry leader Lee, Hecht, Harrison for over a decade with great success.  Furthermore, according to www.highlyeffectivejobsearch.com this method is scientifically proven to speed up the job search.

This is why forming your own team for your job search can be a perfect solution to help you achieve your mission.  To illustrate how these teams can work for you, we’ll use the example of the 80’s TV show, The A-Team.  The main lesson to learn from this show is to build a team with diverse skill sets.

  • John “Hannibal” Smith– The Planner.  This character was the one who began with the end in mind and figured out a way to get there.  Having someone like this on your team is essential.
  • B.A. “Bad Attitude” Baracus-The Mechanic.  Inevitably you will run into snags in your plan and when you do, you will need someone who knows how to take what’s broken and either fix it, create a work around, or completely “build a better mousetrap”.
  • Templeton “Faceman” Peck-The Image Consultant.  When interviewing for most jobs, it is very important to dress the part and turn on the charm.  Having someone who has an eye for such things can be vital to interview success.  This is the person you’d want to perform a mock interview with.
  • H.M. “Howling Mad” Murdock-The Dreamer.  When things don’t go according to plan, you can’t easily conceive of a work around, and your charm isn’t opening doors, you need an out of the box thinker who simply supports you without condition.  They don’t believe in impossible and can smile while the whole world is frowning.
  • Amy Amanda “Triple A” Allen-The Insider.  To round out your team, you are going to need someone who is connected or at least knows how to follow a trail to decision makers.  Having someone with the investigative flair is always helpful because if they don’t have an answer, chances are they can connect you to someone who does.

Now imagine how much easier your job search might go if you had such a team working with you.  As you already know, networking is often plays a very important role in a job search.  This post encourages to take it a step further and and go from networking to team-working.