09/30/2019 by Your Careerpilot

Why PLAN?

If you are not absolutely clear about what you want as that NEXT STEP in your career, envision an ideal position that will value you for the main characteristics and experiences you want to be hired for.

This Week’s Session: Thursday, October 3rd… Developing Your Personal Marketing Plan

Since you need to be concise and clear when developing your Personal Marketing collateral materials (resume, BIO, verbal communication, and your LinkedIn profile), it’s important to figure out what you best offer in your next position, so you know exactly what skills and experiences to highlight. Make FIT happen!

SELF-Assessment: Find Your Fit, Focusing on CAREER Objectives

With your knowledge of your target industry, it’s time to figure out how you fit in (or want to). Identify, describe, and refine your key selling points with your end goal in mind. Then, craft them into 4-6 bullets, shooting for statements that are vivid and that clearly illustrate what you bring to the table over anyone else.

Ask Yourself

What is the intersection of your ‘value proposition’ and what your target industry, or specific Company, needs?
What are your most impactful areas of experience, knowledge, or skill?
What critical problems are you well suited to solve?

RESEARCH: Analyze Your Target Industry

Once you know what you want to do, your next step is identifying where you want to be—think industry, city, and companies. Then, research your industry and key trends affecting it now: Read relevant industry news articles, research companies, and analyze job descriptions you’re interested in.

Pay Attention to the Nitty Gritty

As you begin to think about the type of career transition you want to make, what IS the next appropriate employment for you… start out by documenting what you already know to be true about your professional self.

Give specific attention to what you spend the most time doing, those functional details of your work that have the greatest impact on your employer’s success, and, especially, what are you uniquely providing that gives value to your role?
Take notes about when you’re feeling particularly unmotivated or unenthused about your job. Write down the tasks that bring you down as well as those that get you excited.
It may seem like a tedious exercise, but if you stick with it, patterns will start to emerge. And it’s in teasing out these patterns that’ll help you build a picture of the role that’s right for you.

Schedule Informational “Interviews” With Key Contacts

In addition to being introspective, it’s also important to get out there and start becoming your own best CAREER Coach, learning about satisfying next steps, the career moves you’re interested in. And what better resource than the very people already in, or connected with, those you seek?

As an active job seeker, especially in the first few months of a job search, networking your way to one informational interview per week is essential to your campaign’s success. This may sound like a lot, but initially quantity is more important than quality as you want to get a sense of a wide variety of roles in different industries based on the results of your introspection.

The more people you speak with, the more you’ll be exposed to fields you might wish to pursue. With that said, you don’t want the person on the receiving end to feel that way—so always make sure to come prepared and send a thank you.

01/02/2019 by Your Careerpilot

Accountable To Whom And For WHAT?

The leading cause of long job searches is low marketability or like-ability…Rather it is the lack of ACCOUNTABILITY to appropriate time management and regular implementation of productive activities. That said, what are YOU going to DO about it?

At the end of the day, the significant developmental issue, here, is to develop your own sense of SELF-Accountability… it really doesn’t matter whether you do this as part of a team, or part of a partnership, or even by yourself if you have the prerequisite knowledge, self awareness, and DISCIPLINE.

This Week’s Session, Thursday, January 3rd at 8:45 AM… UNDERSTANDING The OTHER Job Market…An exploration of why activity in this parallel marketplace is critical to overcoming common challenges of job search in the more traditional marketplace.

This is not for the feint of heart. Most job-seekers miss the accountability of time management and commitment to specific, result-oriented activities that employers instill in you.

TOP TIPS: Creating EFFECTIVE Accountability

Create a Goals Worksheet/ TEMPLATE… You’ve heard the cliché “What Gets Measured Gets DONE.” Very true for jobseekers who put themselves ‘out there’ on their own. Work SMART at your job search PLAN…

Specific time and activity goals for each process prep and implementation step. Measurable goals so that progress can be analyzed and diagnosed Actionable goals that allow you to ‘own’ your job search accomplishments Realistic goals that are attainable on an average, weekly basis… and keep them Timely.

Have goals that are time-specific to keep you moving FORWARD!

Choose your PARTNER or TEAM Members wisely… your sense of accountability is built when you can be open and honest with each other during your scheduled sessions. There’s no room for negativity.
Have a set STRUCTURE of what will occur during each session. I encourage each meeting to start with a brief practice of verbal collateral, followed by a reporting of last week’s ‘numbers.’ Identify obstacles to your progress, requesting specific ‘help’ as appropriate. Commit to next week’s numbers. Close with an open and frank discussion aimed at removing obstacles… including action plans!
Keep your Group’s Membership and attendance consistent. Remember, these sessions can be effective with anywhere from 2 to 10 Members.
Create a hard copy binder with a tab for each Member… contents should be everyone’s tracking sheet, current resume, and a business card (several might be useful). Each Member is in this TOGETHER.
Generate a sense of TEAMSMANSHIP… Give yourselve’s a NAME. Create some sort of reward system for the week’s most contributive or successful Member.
Build EARLY SUCCESS by inviting a skilled and experienced facilitator for your first few meetings… then carry-on with a personal accomplishment of helping each other with resolution and action plans to overcome all obstacles.

11/13/2018 by Your Careerpilot

Practice Makes Perfect, Right?

WRONG… but, perfect practice gets you headed in the right direction. Ever made a mistake? Ever shoot yourself in the foot because you failed to exercise the READY-AIM components of implementation? Maybe you did something careless, without proper planning or sufficient attention?

Unless you were just born, you surely have. So, the more important question is “are you better off as a result?” As painful as mistakes can be, they can provide great benefit.

NEXT SESSION: Thursday, November 15th at 8:45 AM @ The Egg & I Restaurant in Addison… A PRIMER on Headhunters and Other 3rd Party Recruiters

There is no teacher better than adversity. People do their best learning through tough times, mistakes, and failures. Prosperity is great, but not a good teacher. Those who live a privileged, sheltered, and adversity-free life miss life’s education.

In contrast, those who deal with tough bosses, demanding clients, relationship conflicts, and their own bad decisions, learn many valuable lessons. Counter-intuitively, the extent of adversity people have been through is a better determinate of their future success than how much prosperity they have enjoyed.

But adversity is only beneficial if it is properly processed. When people make a mistake, they have three fundamental choices on how to process it. Two of the choices lead to no benefit and the other to significant benefit.

Choice #1 is to be frustrated by or dismissive of the mistake.
Choice #2 is to blame others or circumstances.
Choice #3 is to reflect on and find the learning in it.

Intellectually, people see choice #3 as the correct choice, yet regularly practice choices #1 and #2. Rather than embrace the opportunity for change, they stay in their comfort zone. Rather than learn what they can and make adjustments, they get frustrated until they “get over it” or worse—blame others or circumstances.

They may be quick to correct others, but unable to see the need for change in themselves. Mistakes are like road signs… you have earned the opportunity to learn from and be better for them. Don’t waste a good mistake.

Studies find that successful and unsuccessful people both have generally the same experiences in life. The key difference is that successful people grow through their experiences, particularly their adversity. They accept responsibility when things don’t go well, reflect on what happened, and make adjustments in how they think and act.

In contrast, unsuccessful people tend to dismiss their role in their misfortunes, blame others, blame circumstances, or simply ignore what happened. Studies also find that professionals’ learning primarily comes from their on-the-job experience (52%) with mentoring, coaching, and reading being second (27%), and formal training (21%) third.

Yet people’s on-the-job-experience only translates into learning if they take time to reflect on their work and learn from it rather than just perform the work. Learning to the fullest extent, whether from normal daily work or from adversity, is an intentional activity.

Whether in your professional or personal life, your future success largely depends on how well you learn from your experience, especially your mistakes. Here are seven principles to follow to get the most benefit from your mistakes:

Acknowledge the mistake. Don’t let the good qualities of being calm, resilient, and forgiving prevent you from seeing that a mistake was made. Confront reality. Don’t be so positive and forgiving that you foolishly miss the opportunity to see that a mistake worth understanding was made.
Take responsibility. Don’t be quick to fault external influences. There are always contributing circumstances. Rarely is anything all your responsibility. Whether your role was limited or significant, accept responsibility.
Reflect on the mistake. Consider what happened and your role in it. Assess the root cause. Get to the real issue. Most mistakes are symptoms. Ask “why did this happen?” Again… And again, as needed, until you’ve exhausted the likely root causes that deserve your attention.
Involve others. Seek input from others who can help you objectively think through your assessment. Share your reflections with someone you trust who can help you understand the nuances of your situation.
Record your lessons learned. After assessing the root causes, consider what you can do going forward to mitigate or avoid the mistake in the future. Take note of the thoughts and behaviors you need to adopt and practice.
Process your feelings. It’s alright to be frustrated and even angry just as much as it is to be excited and happy. A mistake doesn’t define you any more than an achievement does. Allow yourself to go through a healthy ‘grief cycle.’
Look forward. Forgive yourself and others. Realize that you are not perfect and its okay. Recover and move on. Embed your lessons learned into your plans, processes, and daily habits. Don’t ruminate any longer.

09/15/2018 by Your Careerpilot

There’s An “OTHER Job Market?”

In every marketplace, there are buyers and sellers. In the traditional job market, the one that our Department of Labor measures for us, job seekers are the sellers and their potential employers are the buyers. The commodity is productive work and the competition is fierce.

It doesn’t matter if you are an operations manager, an internal HR professional, senior finance executive, or a key player on the IT team—ANY experienced and valued professional job seeker—ALL want to become a valued partner in the business of their next employer.

Everyone wants a voice in strategic decisions and to be included in ‘the conversation.’ To truly be included, you need to be invited. And you will only be invited if you are seen as absolutely essential to the TEAM. Remember, team player and team leader CAN BE interchangeable terms.

Next Week’s Session: Thursday, September 20th… Embracing The OTHER Job Market: Our introductory and overview session… a great place for new-comers to start!

In the OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek. Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot. Once identified, they simply select their choice and buy their services.

If an individual is actually UN-employed…. Or UNDER-employed, seeking a change, they must be visible to potential employers who are seeking their services. Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

Personal Marketing is a contact sport.

The Evolution of a JOB…

NEED IDENTIFIED	Replacement jobs often redefined. No definition to a new need.	No competition
WORK ANTICIPATED	Discussion leads to decisions on JOB definition	Often job parameters are set based on market feedback
JOB REQUISITION WRITTEN AND APPROVED	Job Requirements must be defined… expectations creep into the recruitment process	Internal candidates often get priority in employment process
JOB is “open”	Job Requirements are often refined based on market feedback	Internal AND external candidates compete for the same jobs
JOB is published	Job requirements and qualifications define the screening process	MAX competition!!

Standing-out in the “sea of unwashed faces”

Create an expectation of who you are and what you can do for your next employer by clearly positioning and targeting your collateral materials, both written and verbal. When stating your career objective, clearly state your appropriate work and make an offer of your services.

06/24/2018 by Your Careerpilot

The OTHER Job Market Has a Screen Door, Too!

Just as in traditional job search, there are four avenues in to more efficient and productive job search: Classified advertising, third-party recruitment services, employer job postings (this trio can be addressed by using the Internet ‘job boards’), and personal contact networking.

One of the many keys to unlocking the screen door of The OTHER Job Market is to sieze control of the process and take actions like that of an equal partner in the recruitment process.

This week’s session, Thursday, June 28th at The Egg and I: An exploration of the third-party world of recruitment

In embracing The OTHER Job Market, a successful professional seeking their next appropriate employment will learn the technique of using the services of a third party recruiter. The term “third party recruiter” goes by many names including contingency agencies, executive search firms, retained search firms, employment agencies, headhunters, recruiters, and temp agencies. These all fall under the umbrella of the “staffing industry.”

Contingency Agencies are paid by the company after the agency’s candidate is hired…their sourcing process is a paperwork mill.

Retained Search Firms custom locates candidates for a company and are paid upfront or on a progress basis (retained basis). Their sourcing process is often more focused and conducted on a more personal level.

Employment Agencies are contracted by companies to find candidates for temporary or permanent positions. Often their sourcing and screening activity is conducted in parallel to Corporate recruiting efforts.

Temporary (Temp) Agencies find candidates to fill temporary jobs and “temp to perm” positions. This includes the Lease2Perm TECHNICAL firms.

The number of temporary employees is growing and this trend is expected to continue.

TMI (Too Much Information)… The American Staffing Association (ASA)

TEXAS specific statistics… Third-party recruitment statistics in Texas

Temping can help you learn new skills and experience, build your network, open up options you had not previously considered and bridge employment gaps. The goal is to get inside a company. Here is my list of things you should take into consideration when working with staffing agencies.

Some agencies have skills training to prepare employees for their assignments; others expect you to hit the ground running.
Temp jobs can often be the answer when your cash reserves are running low.
Temping can give you experience in careers you might not have otherwise thought of trying – without a long-term commitment.
Having the flexibility from temping can work well for your job search and personal priorities.
Signing up with a staffing agency is usually quick and easy, much of which can be done online.
Approximately 79 percent of staffing employees work full-time according to the American Staffing Association (ASA).
The ASA notes that 12 million Americans will work at some point during the course of the year in as a temp or contract employee.
Temping is not a step down. It’s money, connections, a resume gap stopper and an opportunity to get your foot in the door.

*MORE to follow*

04/21/2018 by Your Careerpilot

Getting “The (Key)Word(s)” Out

In order to market yourself, you must first know yourself. The job search process is essentially a highly personalized marketing process. The process starts with your candid self-assessment, which allows you to gain a thorough and workable understanding of who you are in product marketing terms.

When a Company looks for qualified employees, they seek functional evidence that demonstrates a job seeker’s ability to perform to expectations… JOB REQUIREMENTS represent the HR screening process!

Especially if you are starting a resume “from scratch”, or if you are truly unsettled on next steps along your career path, this becomes a necessary first step in the process.

NEXT Session: Thursday, April 26th… Achieving CareerFIT II : Creating your communication strategies to drive your Personal Marketing collateral materials.

The important second step in the process is to specifically and clearly position your career objectives. What do you do best? What are your strongest transferable skills? Think broadly in terms of managerial and technical/ functional strengths involved in what you have to offer. Discovering your “pattern of success and satisfaction” is your goal, here. Your ability to express the collection of your functional strengths will measure your marketability.

This collection of keywords and their supportive evidence creates your communication strategy, the basis of your value proposition.

The old “round peg in a round role” theory of career planning is dysfunctional. In the typical professional environment today, job descriptions are changing faster than ever before to keep up with the challenges of an economy in transition. In the traditional job market, job seekers are the sellers and their potential employers are the buyers. The commodity is JOBs and the competition is fierce.

In The OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. The commodity is available, productive WORK… When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek. Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot. Once identified, they simply select their choice and buy their services.

Seize control of such challenges. Understand the nature of FIT… from YOUR perspective, making the process easier to control.

OFFER CRITERIA

Write out the factors that are important to you in a job…actually write out your list. During your career transition, you learn the value of setting your offer criteria.

1. Creates an objective target for your efforts ahead;
2. Gives you a meaningful set of questions to ask during research and networking;
3. Provides an objective way to analyze and react to offers as they occur.

To manage your career wisely has you extending the same concept.

Keep your “offer criteria” in that dynamic state of change that allows you to adapt to market conditions.
If your current goal is to find a new position, then you should prepare your search as a “business model”, manage it accordingly, be flexible, and be ready for the unexpected.

You understand that managing your own career involves three key ingredients:

Confidence in knowing that your career is on the right path;
Continuous research and networking leading to awareness of potential “next steps…” to keep your career moving forward;
Competency with job-changing skills.

To manage your career wisely has you extending the same concept. Consider some of the factors listed below … Examine each factor through the questions listed – and then ask “does this opportunity fit me?”

Work Requirements and Expectations: What is the next appropriate work for you? Is the work process or project oriented? If it’s process oriented, are the requirements and expectations clear? What kinds of projects will you work on? Will you work on one project at a time, or multiple projects? Are the projects long term or short term? Will you work on a project long enough to see the end result? Is it important to you to be able to see the project as a whole, including the result? Or will you be content to do the work without a big picture understanding?

Work Environment: Will the work space be a source of comfort and confidence for you? How formal or informal is the environment? Hectic, fast paced? Will you have the opportunity to have flex time, or to tele-commute? How many hours a week does the employer expect you to work? Will you have the freedom to wear casual clothes? What is a typical day like at the company you are considering? Would they allow a “trial visit” or at least a site visit?

Career Path: Is there a defined succession plan? What position(s) can you move to next? How long do new hires generally stay in the same job? How quickly do people get promoted? Are your opportunities for professional development well defined and available to you? Are mentors available?

Training and Personal Development: what kind of training will you get from the employer to do the job? What kind of training will you get to stay current in your area of interest? Are the answers to these two questions different? Does it matter to you if the answers are different?

04/07/2018 by Your Careerpilot

Exactly What IS The OTHER Job Market?

Everyone wants a voice in strategic decisions and to be included in ‘the conversation.’ To truly be included, you need to be invited. And you will only be invited if you are seen as absolutely essential to the TEAM. Remember, team player and team leader CAN BE interchangeable terms.

Our next session, Thursday, April 12th: Embracing The OTHER Job Market… an exploration of our basic philosophies and The 12-Step Process M.A.P.

The JOB Market	The OTHER Job Market
Characterized by “requisitioned” jobs being filled by chosen job seekers.	Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc.
JOBS rigidly defined by requirements and qualifications… reflected by the screening process aimed at identifying key candidates.	Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates.
Process overseen by Human Resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines.	Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
JOB Seeking PUBLIC is screened for most desirable candidates.	Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
Screening defined by KEYWORDS, often accomplished through computer/internet job banks and resume databases.	Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
Recruitment process subject to scrutiny of regulation and political correctness.	Often selection process has occurred before active recruitment has been fully engaged.
Actual selection still subject to formal process and subjective choice.	Actual selection often a rubber stamp formality to satisfy regulation requirements.

On the other hand, if an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services. Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

Personal Marketing is a contact sport.

02/21/2018 by Your Careerpilot

PLAN Before You Need To!

Just as the competent sailor must select their destination in order to have a successful voyage, so must the productive and efficient job seeker know what is a right work opportunity to identify, proceed toward…and secure! While this seems like an incredible over-simplification, mere ‘common sense,’ it is knowledge that eludes most unemployed people. You see, when you’re employed you tend to assume that your employer will help you to navigate those ‘next steps’ in your career. Ah, but when you’ve lost your job, your fellow employees, and your employer… WHOA… the rules seem to have changed!

Next Session is Thursday, March 1st: Developing YOUR Personal Marketing Plan… the epicenter of job search and time management, brings FOCUS to the process!

While the sailor’s journey could be defined by its destination, his success is determined by the course he selects, and, most significantly, having an appropriate ship to make the passage as smooth as possible.

In Steps #1 and #2 of our 12-step process we learn to assess (know the features of our ship) and set our objective (select our destination and course) so that we can develop a GREAT Resume, one that allows our future employer to help navigate our journey, thus we embrace the OTHER job market!

PRODUCT’ ANALYSIS

You are now the product that must be marketed. In order to market yourself, you must first know yourself. The job search process is essentially a highly personalized marketing process. The process starts with your candid self-assessment, which allows you to gain a thorough and workable understanding of who you are in product marketing terms.

Especially if you are starting a resume “from scratch”, or if you are truly unsettled on next steps along your career path, this becomes a necessary first step in the process.

Your ability to express the collection of your functional strengths will measure your marketability. This collection of keywords and their supportive evidence creates your communication strategy, the basis of your value proposition.

In the traditional job market, job seekers are the sellers and their potential employers are the buyers. The commodity is JOBs and the competition is fierce.

You understand that managing your own career involves three key ingredients:

Confidence in knowing that your career is on the right path;
Continuous research and networking leading to awareness of potential “next steps…” to keep your career moving forward;
Competency with job-changing skills.

To manage your career wisely has you extending the same concept.

Right Resources for An Effective Search

In Steps #3 through #7 we assemble supportive ‘tools and resources’ for the job search ahead (a competent sailor ‘provisions’ his ship for the journey)… the most important of which is having a plan, a Personal Marketing Plan (our charted course to get us to our destination)…which is Step#8.

Develop Personal Marketing collateral materials (Resume, etc.)
Test Market with References
Branding via social media (LinkedIn ‘footprint’)
Basic market research to determine trends and targets
Determine potential marketplace (your initial contact list)
Develop your PMP (chart your course)

Eight out of your 12 Steps and you haven’t even left the harbor yet!

01/23/2018 by Your Careerpilot

The OTHER Job Market?

Many people talk about “information overload” and “decision fatigue” when it comes to how to conduct your job search, or write your resume, or develop your LinkedIn Profile…or answer those challenging interview questions.

THE Careerpilot believes there’s another side to the coin… Receiving options is actually motivational and liberating, with the right mindset. Asking for someone else’s advice isn’t about getting the right answer out of them. Rather, it’s about adding perspective to your view so you can choose the right answer for you.

THIS Week’s session, Thursday, January 25th… Embracing The OTHER Job Market: a discussion of basic philosophies and Waypoints

So, how can you ensure another ‘second opinion’ doesn’t cloud your judgement?

First and foremost, understand that your ‘core personality,’ defined by your unique strengths, skills, interests, preferences, and values (Step#1: ASSESSMENT), drives your “gut feel” on matters of choice.

TRUST that!

The TRADITIONAL Job Market

You know, the one that the Department of Labor attempts to measure and regularly regurgitates ‘job statistics’ from… the one that The Internet has turned in to a ‘black hole’ of application response… the one that allows a computer to judge you worthy of consideration before ever being considered by a human being. Why on earth would a job seeker trust THAT?

The OTHER Job Market

You know, the one that prefers to know you before having to face the dysfunctional HR screening process,… or better yet, the one that prefers endorsement of you from a trusted colleague… the one that values proactive relationship building as a way of solving the many dysfunctions of more traditional approaches to finding the right new hire.

The ‘Traditional’ JOB Market	The OTHER Job Market
Characterized by “requisitioned” jobs being filled by chosen job seekers.	Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc.
JOBS rigidly defined by requirements and qualifications… reflected by the screening process aimed at identifying key candidates.	Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates.
Process overseen by Human Resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines.	Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
JOB Seeking PUBLIC is screened for most desirable candidates.	Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
Screening defined by KEYWORDS, often accomplished through computer/internet job banks and resume databases.	Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
Recruitment process subject to scrutiny of regulation and political correctness.	Often selection process has occurred before active recruitment has been fully engaged.
Actual selection still subject to formal process and subjective choice.	Actual selection often a rubber stamp formality to satisfy regulation requirements.

Trust That!

01/03/2018 by Your Careerpilot

Turning OPPORTUNITIES Into INTERVIEWS

This topic represents what most people call ‘active job search, but, as you can learn, the HOW –TO is what creates your success in networking. It professes strategies and tactics that will generate more effective networking.

In your ‘first wave’ of networking you had the opportunity to reconnect with people you already know or have cause to know… a nice by product of your efforts is the identification of attractive opportunities, and targeted organizations!

Make FIT happen!

NEXT SESSION: Turning Opportunity into INTERVIEWS! Thursday, January 4th at The Egg and I Restaurant in Addison

You’ll be the first to know when you’re ready for ‘wave 2’ of networking… which, simply put, is networking your way in to attractive opportunities. You will focus your activity and time management to the business of creating INTERACTIVE COMMUNICATION with employees, customers, and vendors–the “stakeholders”– within and surrounding any targeted organization.

THE BASICS

So what are those basics that will allow you to effectively network to identify appropriate opportunities, and then secure the requisite INTERVIEWS in order to “close the deal?”

Practice your two minute drill every chance you get…. it’s the fundamental building material of your communication strategy–your verbal collateral materials!
Practice your exit and qualification statements… most all potential employers and networking contacts will want to know your current situation and why you are available.
Practice answering both common and tough questions… including PRE-offer negotiation tactics. The most asked question during career transition is, “Tell me about yourself.” Appropriate use of your two-minute drill and related verbal strategies, your “verbal collaterals,” is a key ingredient to personal salesmanship.

Let’s not forget a couple of additional ‘collaterals’ that will help you round out your ability to ‘get the word out’ and serve as evidence of your qualifications.

Brag bytes… Wordcraft various collections of words, phrases and sentences to capture memorable moments or accomplishments–the best you have to offer. “…saved 80% cost-perhire…” Used in MSWord, ‘Quick Parts’ can be quite efficient when building high impact correspondence as well.
Personal Portfolio… Your collection of certificates, examples of work, reference letters, etc that can bring life and interest (not to mention PROOF) to your story.

Informational “Interviews” With Key Contacts

The GREAT Informational Interview

Let’s say you managed the tricky process of asking for an informational interview and have succeeded in arranging a meeting with an amazing contact. What now? How do you make the most of this conversation—while still keeping things casual and comfortable?

As always, it’s just a matter of being prepared. Here’s a three-part process for your next meeting that’ll make sure you get the advice you need… and make a great impression on those who may direct you to your next steps.

The Warm Up

People love to talk about themselves, so when you first sit down, give them a perfect opportunity! Get the conversation going by asking your contact something about his or her experiences thus far—something he or she knows all about. Some good places to begin:

How did you get your start in this field?
What’s it like working at your company?
What projects are you working on right now?
What’s your opinion on [exciting development in the industry]?

You should also be prepared to chat about yourself, your past experiences, and your career goals. Remember, this meeting isn’t just a time to ask for advice and learn from your contact’s experiences—it’s also a chance to make an impression.

Your Pitch

After you’ve made some general conversation, it’s time to move on to what you came for: the advice you can’t get anywhere else. Before the meeting, think through the insider information you want to learn from this person.

What information are you seeking?
Is there something you can learn from this person that would be difficult for you to learn on your own?

Depending on where you are in the job search process, adjust your questions accordingly. For example, if you’re still in exploration mode, trying to find out if, say, working for an technology startup is for you, then ask questions like:

How did you choose this company or position over others in your field?
What is the most rewarding thing about working in this industry? The most challenging?
My background is in ___________… how do you think I can best leverage my previous experience for this field?

If you’re further along in your job search and could use some job hunting and interviewing tips for specific companies, don’t be afraid to ask questions like:

What experiences, skills, or personality traits does your company look for in new hires?
What do you wish you had done differently when you first started at your company?
What job search advice would you give to someone in my situation?

Of course, you’ll want go with the flow of the conversation—you’re trying to build a relationship, not fire off as many questions as you can.

Also remember that what these questions have in common is that they are all seeking advice, information, or referrals (AIR not JOB). Keep it that way. It’s no mystery that you are clearly looking for a new position or career change, and the fastest way to alienate your contact is to ask for a job (or anything along those lines).

REPEAT: The fastest way to alienate your contact is to ask for a job (or anything along those lines). If your contact offers to forward your resume based on your conversation, then by all means, take advantage of it. But that process is for him or her to initiate, not you.

Tap Into Their Network… a “Lost Owl” Strategy

When wrapping up the meeting, you should ask for recommendations for two or three more people who would be good to talk to as you continue networking. “WHO else or WHERE else might I go for more advice and information? The likelihood someone will take time to chat with you goes up significantly if your initial request comes through a mutual contact, so it’s a fast, easy way to broaden the reach of your networking effort.

The key here is to make your request as specific as possible. This might be counter-intuitive, but it actually makes it easier for your contact to think of someone when you say, “Could you recommend a couple more people for me to speak with to learn more about harnessing of available wind energy?” …than to come up with an answer to, “Is there anyone else you would recommend that I speak with?”

To recap: Get the conversation going, know what you want to get out of the meeting, and don’t leave without knowing who you’re contacting next. And don’t forget to follow up with a thank-you note!

Better yet, follow up again with an update on your meetings with the people he or she recommended and the results of your job search. After all, your informational interviewees aren’t just useful for their one-time advice—they can become a long-term part of your network.

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