Tag Archives: career boosts

Employers that interview but never hires.

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This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies.  In my Professional Development Toolkit package , I go into professional development and real-world IT topics in detail. If you are interested in more training in these areas, get signed up

 I know the usual reasons for not hiring a particular individual, such as under-qualification or just-not-a-fit; but what are the reasons employers interview and then decide not to hire anyone?

There are often different reasons why employers interview and then don’t hire.  Because reasons are normally asynchronous to the hiring process, they are less evident.

Since the interview process takes time and money (from advertizing for the position, filtering and sorting incoming resumes, initial candidate screening and the interview meeting),no company goes into this process with the idea that “they do not intend to really hire anyone”.  They enter this process with the full intention of finding good candidates and eventually a good employee.

But because this process takes time, things can change during the interview process itself.  The longer it takes to find someone, the higher the risk of something changing.
Some things that they may realize during the interview process are:

1) The longer it takes to find the right person, the higher the risk that they realize that this position isn’t as critical as first thought.  They may feel that they are doing fine without the extra hand.  After viewing several candidates, they realize that they rather train and promote from within. Or they find that they have actually completed the project that they were trying to hire.
2) The position disappears because of an re-organization or business strategy change. It could be combined with some other role or eliminated altogether.
3) A new project management strategy is instituted such that either the schedule is extended to allow the current resources to handle the added tasks; or the project scope is diminished such that the current resources are satisfactory.
4) A hiring freeze was just initiated.
5) A different way of subsidizing the resources is implemented instead. This could be a short-term contractor, an affiliated partner is providing the service (outsourcing), the company decides to eliminate that service altogether (and refer clients to their referral partners)

It’s important for job seekers to not take it personally, and work hard to stay on these potential employer’s radar.  Things change – which means things will change again.  If you stay on their radar (through continued business networking techniques), when things change back again, you are on the top of their Rolodex.

In the Professional Toolkit, I provide worksheet, templates and guidance on how to accomplish these things.    The Book of Answers: 105 Career Critical Situations  contains 105 work-life scenarios like the above.  The scenarios show how to accomplish your goals in similar situation.

For more information on how to get this toolkit or the “Book of Answers” email LauraRose@RoseCoaching.info

3 resolutions job seekers should make for 2014

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3 resolutions job seekers should make for 2014

1)  In addition to cleaning up your digital footprint on your various social networks, increase your professional exposure on those same networks.  For instance, upgrade your LinkedIn.com account to the pro account for better access to people you don’t currently know but want to know; create video presentations on YouTube to illustrate your expertise, professionalism and ease of conveying difficult concepts to others.

2) Start clearly articulating your career goals to at least one person every day.  Don’t just use your 30 second or elevator speech at official networking events.  Use it everywhere and at everyone you meet from standing in line at the grocery store to attending sporting events.

3) Ask other people about their career goals at least once a day.  Collecting data on what other people are interested in and working on provides you an easy way to introduce your  transferable talents into the conversation.  Promoting your transferable skills (skills that are useful in various roles and positions) expands your job opportunities past just one career position.

The best way to follow-through on these things is to create a Marketing and Client Attraction Plan (included in the Professional Development Toolkit).   This plan outlines the type of people you want to network with, how often you want to network with them, and actually mark the dates/times on your calendar in which you will be doing these activities.  Setting up an accountability partner (like a spouse, friend, business coach) such that you have an external commitment to follow-through is another way to stay on track.

If you are interested in this type of information, check out some of the online courses (many are free) at Udemy.

5 Things a new hire should do before attending their first performance review.

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What advice do you have for a new hire about to attend his or her first performance review?

There are several things a new hire should be doing throughout the year (prior to their first performance review).  The performance review or evalutation process really starts on day 1; not just on the day of the meeting.
Therefore, from day 1:

1) They should take the initiative to schedule regular (weekly) one-on-one meetings with their manager.  These meetings can be as short as 15-20 minutes in length.  The idea is to have frequent meetings with your manager about your challenges, your accomplishments, your questions, and your performance.  If you take the initiative to set these up, you will always know where you stand in regards to a performance review.

2) They should already have created a Personal Business Commitment plan with their manager (use your weekly one-on-one meetings with your manager to do this).  The PBC outlines your role, responsibilities, expectations and success criteria for your position.  Once you have your commitments outlined, the new hire should create specific SMARTER goals on how they will accomplish those goals and how they plan to track and prove their progress on those items.

3) They should create an Accomplishment Folder and collect any and all awards, recognitions, thank you notes, and accomplishments in this folder (as it is happening).  Trying to remember everything that you have accomplished the day before the performance review is short-changing yourself.  Most people will remember the last thing you’ve done (which could be good or bad).  But if you deliberately collect the information as you go along, you won’t be missing some important achievements.

4) Understand how the performance evaluation and bonus process works at the company.  For instance: Many companies pool all their employees of a specific level or pay grade together (i.e. across department).  For instance, all band or grade level 8 employees are compared against each other; all band or grade level 9 employees are compared against other band 9 employees, etc.  regardless of their departments.  All the managers that have band 9 employees will be evaluating your work against the other band 9 employees.  If your manager is the only one that knows your work and value to you bring to the company, you may not do well in that meeting.  The more managers in that room that know who you are, what your bring to the company, and your tangible results to the company’s mission/vision/goals – the better.  So- if you know up front that this is how your company does performance ranking, then you will be making sure to market and brand your value to not only your manager but to sibling departments and managers.  You will realize that business marketing is an important part of the performance evaluation process.
5) In one of your regular one-on-one manager meetings, request for a mock performance evaluation session in mid-season or even every quarter.  Not only will you get practice in the performance review meeting, you will get an early report (with time to correct your path) and be able to understand how exactly the evaluation process will proceed.  This is a great opportunity to ask your manager everything that you need to ask (with time to correct your path) without penalty.

In general – if you document your goals, expectations, and accomplishments as you go along (and continue to be open and transparent with your manager) on a weekly basis, you will be well repaired fo the reivew and not have a surprise at your performance evaluation.

If you are interested in more information along these lines, check out some of the free online career management courses on Udemy.com

Check out the Get That Well-Deserved Raise Laser Lesson
Check out the Professional Development Toolkit

 

One mistake most career changers make.

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The one mistakes most career changers make.

Writing their resume without the “new career” mindset.

Most career changers list their work experience and job tasks in the mindset of the past role or job title INSTEAD of the new career role or title in mind.

For example:  You are a teacher’s assistance and you want to make a career change into Graphic Designer in Instructional Videos and Presentations.  Instead of focusing your resume on everyday teacher assistance duties like watching the children, taking roll-call, distributing supplies and teaching materials, enforcing rules and regulations, etc. — you focus on the various instructional videos and presentation that you created for the classes, parent orientation, and teacher’s brown bag lunch sessions (that you did while you were in that role).  You focus and highlight the graphics and software expertise.  You provide actual video, presentation and audio examples of your work.

I am Laura Lee Rose, author of the books “TimePeace: Making peace with time”  and The Book of Answers: 105 Career Critical Situations.  I am a business and career management coach that focuses on professional development, time management, project management and work life balance strategies.  If you need assistance in taking that leap into a new career, please contact me at LauraRose@RoseCoaching.info

5 Resume Myths Debunked

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There are some resume myths that confuse some job seekers.  Here are some information to debunk some major resume myths. For instance: Does the resume absolutely have to be 1 page? Is a cover letter always necessary?
Below are 5 Resume Myths

1) Resume needs to be 1 page.

Resume can be 2 pages — but if the first page doesn’t keep the reader’s attention, the second page will not be read.

Your resume needs to capture the attention and interest (and keep it) throughout.

 2) Need to list all your employment history and tasks

Only highlight the employment history and tasks that are relevant to the current position that you are applying for.

Since your resume needs to capture and keep the attention right away, discussing how you flipped hamburgers in a resume that you are applying as web site designer position is distracting.

3) Need to reuse the same resume for all potential job applications

20 years ago, you often created one resume, created 60 copies and mailed the same resume out to everyone.

With the ease of electronics, you should customize each resume to the verbage, responsibilities and role that was documented in the position description.  Customerize your resume to perfectly match the positions descriptions (if you have the proper background for the job).

4) Stick to the job position and title that you’ve held in the past.
       One mistake is to think that you need to first get hired into a similar position and then expand into a different role after you are hired.
       By highlighting your transferable skills (instead of the job title), you can position your resume to fit alternative or adjacent roles.  For instance, if your work experience is in testing, you can highlight your trouble-shooting, test lead, customer orientation, usability focus group and customer advocacy background into a Technical Support Manager position or even Business Analyst position.
5) There’s no longer a need for a cover letter.
       A cover letter allows you to better illustrate your fitness for this particular job.  It is encouraged to expand upon the skills and tangible results that illustrates your value and contributions to past and future employers.  It’s also a good idea to highlight what additional benefits you bring to this particular company and position as well.
The bottom line is that there really isn’t just one answer or one type of resume.  Work with a business coach or recruiter to decide the best format and strategy for your individual goal.  It may be creating one format for one type of job; and a different format or strategy for another type of job or career change.
I am a business and career management coach that focuses on time management, project management, professional development and work life balance strategies.  I have authored several books, including “TimePeace: Making peace with time”  and “The Book of Answers: 105 Career Critical Situations.”  I also have an online Professional Development Toolkit program that goes into the who, what, where, when, why and how of all of the above.  If you are interested in the online program, please follow https://www.udemy.com/it-professional-development-toolkit/

What’s the best way to get promoted?

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What’s the best way to present/position yourself so that higher-ups will want to promote you. With many hiring decisions today made by more tha one person – particularly in larger companies – people need to make themselves “promotable”. So what strategies do you recommend for positioning oneself accordingly? 
Effective Business Networking is still critical for advancement. People do business with people they know, like and trust. As you mentioned in your question, committees are not only responsible for hiring and performance evaluations; but for re-organizational decisions as well.  If your manager is the only one that understands your value to his/her department, you are doing a disservice to yourself.

Quick things to keep in mind:
productyou

  1. Marketing and Branding of the product YOU.  Attack this as the CEO of your own career and the product you are promoting is YOU.
  2. Create a Business, Marketing, Branding and Networking plan that consists of the proper managers, mentors, customers, departments and even technical recruiters.  Include contacts associated with the groups and pay grade (employment level) of your desired promotion levels.  This should be your Marketing Plan to attract your prestigious projects, clients and promotions.
  3. Religiously schedule and follow your network and marketing plan.  Work with a business coach or mentors (of the same experience that you are trying to achieve).
  4. Understand the responsibilities of the pay grade or employee level that you have your eye on — and start accepting those roles.
  5. Align your personal business goals with the company missions/vision/goals – i.e. Actually generate revenue for the company through your performance.  Be able to quantify your performance with tangible numbers of how your direct results increased their revenue, lowered their costs, reduced their time to delivery or sale.
 Think like the owner of a very valuable product (YOU) and you want to get it into the right hands.
The Professional Development Toolkit online course goes into the who, what, where, when, why and how of all of these things.

Pay Raise Up Ahead

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There are some supplemental online courses available on this topic as well:

Get that Well-Deserved Raise at https://www.udemy.com/how-to-get-that-well-deserved-raise/
10 Career Boosting Resolutions at https://www.udemy.com/10-career-boosting-resolutions/
Professional Development Toolkit at https://www.udemy.com/how-to-get-that-well-deserved-raise/

Check them out to see if you are interested in more tips.

Do’s and Don’ts tips for turning intern or temporary positions into a permanent position

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temp

Tis the season for intern and part-time positions.  It’s a great time to get some extra cash but how do you turn these short-term positions into long-term gains?  Here are some quick tips for workers who hold a seasonal position, and are interested in turning it into a permanent gig.

 

Do’s and Don’ts tips for turning intern or temporary positions into a permanent position:

1) Don’t dedicate all your time and effort into “doing your assigned job well” — Do illustrate your value throughout the organization, not just at your assigned task.
2) Don’t continue to remind them of your end-date – Do talk about what you can do for the New Year, Spring and Summer projects.
3) Don’t act as if this is a temporary job – Do act as if this is your company by implementing process improvements, creating reducing cost utilites, increasing sale and sending referral/leads to marketing

 

The holiday season is a great time to focus on career management and professional development.  Think of it:

  • The workload is slowing down
  • Executives are preparing New Year strategies.
  • Performance evaluations are just around the corner
  • You have some time away from the office

Check out the new online and free course 10 Career Boosing Resolutions at https://www.udemy.com/10-career-boosting-resolutions/

Or How to Get that Well-Deserved Raise at https://www.udemy.com/how-to-get-that-well-deserved-raise/

7 Public Speaking Tip for Introverts

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Hello, this is Laura Lee Rose – author of the business and time management book TimePeace: Making peace with time  and The Book of Answers: 105 Career Critical Situations– and I am a business and efficiency coach that specializes in time management, project management and work-life balance strategies.  Steve Wynkoop and I talk a lot about designing and managing our professional careers on a weekly interview on SSWUG TV.

The IT Professional Development Toolkit DVD or Online Program  goes into further details on the who, what, where, when, and why of these topics.

As we rise up the corporate ladder, public speaking (whether in the form of presentations, proposals or seminars) becomes a large part of our advancement.  It helps us build our reputation, credentials and professionalism.  As our career develops, our professionalism and talent needs to become more public; therefore, public speaking will become a part of the job.
Even though public speaking is important to any career advancement, many are uncomfortable in front on an audience.

Here are some quick tips:

1) Consider ToastMasters to improve your public speaking.  It’s an unitimidating environment filled with people with the same goals.
2) Talk about things you are passionate and know about.  Everyone is excited to talk about their passions and experiences.
3) Practice, practice, practice.  Take every opportunity to stretch yourself.  At every interaction, make it a goal to tell one story to a stranger or group (just one story).

4) Think positive. Visualize the speech several times before you actually make it.  Screenplay it exactly has you want it to go.  While you are speaking, pretend that you are someone else.  Channel one of your role models and give the speech as he/she would do it.
5)  Everyone understands how difficult it is to speak in front of groups.  They appreciate what it takes to get up there and want you to succeed. Acknowledge that everyone in the audience is on your side.
6) Another thing that helps is to use your speech to speak well of someone else.  Sometimes it is easier to speak of someone elses’ endeavors and accomplishments because you are placing the spotlight on them (instead of on yourself).
7) Use a familiar prop.  Sometimes a prop helps with nerves because some of your attention is focused away from the audience and onto the prop.  Creating “how to” speeches or presentation is an easy way for introverts to ease into public speaking.  Make sure you know “how to” do that item.

3 steps to managing people you don’t like

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get back to workThe most effective way to managing people you don’t like is to focus on their positive attributes and not on their annoying habits. Everyone has idiosyncrosies. Everyone brings different things to the party. That is what makes the work force both rich and challenging.

  1. By focusing on the positive attributes and talents that the individual brings to the team, you can not only more easily manage around the uncomfortable areas; but turn those negatives into positives. For instance, if you feel that he/she is too much of a braggart and wanting the spotlight – assign him marketing and promotional activities in which his salesmanship is an advantage to your team. Send him to networking and marketing events. Have those attributes work in your favor.
  2. Also – often the thing you don’t like about someone is a mirror into something you don’t like about yourself. So doing some sole-searching on why you don’t get along with someone might help as well. Seek to improve yourself in those same areas.
  3. Lastly, understand that you can not change how other people respond to you, but you can chang how you respond to others. If the person is constantly late with his/her work (regardless of how little or how easy the task), never assign them a task in the critical path; never put them in the position of becoming the bottleneck of the project.

In my IT Professional Development Toolkit, I go into the: who, what, where, when and how to accomplish all of the above. I also have a transferrable skill worksheet. For more information about the toolkit, please contact https://www.udemy.com/it-professional-development-toolkit/

Or sign up for my weekly Time and Career Management Newsletter at: http://eepurl.com/cZ9_-/