Look at the list of the 10 most popular New Year’s resolutions and “Get a better job” usually falls in the top five. Sometimes it’s there under “Spend more time with friends and family.” Or “Enjoy life more.” Or even “Save more money.” And of course there’s “Be less stressed.”
I hear you. That’s why I wanted to offer In Search of the Fun-Forever Job: Career Strategies that Work for only 99 cents the first two weeks of 2014.
January is a great time to start reassessing your career. Whether you’re in a job now or are already looking, this is a good month to take stock.
Have you found a career that suits you? Are you working in an organization where you feel you can contribute and succeed? Is there still something missing in your resume that’s keeping you from getting the kind of job you really want? Have you always taken the easy way out and answered ads rather than build networks?
In Search of the Fun-Forever Job covers it all. As one reviewer put it: “For anyone who desires a better job or who is currently unemployed, this is the book you don't want to pass up.”
Happy New Year and good luck with your search.
Ellis
Changing Jobs - Too frequently or not often enough?
I get asked about this issue as much as any other--and the questions come from both sides. Do I have a problem if I’ve moved around every other year or so? OR . . . Do I have a problem if I’ve stayed in the same place for ten years?
Hoppers
Usually, people in career transition are more concerned about the perceived problem of changing jobs every year or two.
Since the 1980s or thereabouts, the paradigm of lifetime employment has pretty much disappeared, for a wide variety of economic reasons. That’s why we hear more about the job hoppers than those who stay for long periods in one organization. Current research shows that the average job lasts around 3-3.5 years, and an expected career will consist of 12 jobs and three separate careers. If that is understood by both employer and employee, then the “jumping” issue won’t come up as much.
But what about those who, for various reasons, have had to change maybe twice in three years? Maybe there was an acquisition. Maybe bad chemistry. Or maybe it was the wrong job from the start.
The key for job seekers is to be able to present the reasons for leaving jobs in the best possible light, and to never cast aspersions on the former employer, no matter what. They need to focus on the skills attained, even if the job lasted less than a year. There has to be a compelling reason for the change, one that makes the candidate look good--and never defensive. It’s never for “more challenge;” it’s about the opportunity to more fully utilize skills and experience and find the right fit (one of my favorite expressions in transition language).
There will be employers who will look at a resume, see multiple changes, and immediately disqualify the candidate. To me, that usually suggests an employer who doesn’t get the work culture changes over the past several years. So, it’s up to the candidate to present a resume that may group various employees in a framework that may suggest consulting, with a focus on skills attained. Or maybe even functionalize the resume somewhat, to focus on the skills, rather than the specific jobs. While many discourage that format, it’s often better than listing multiple jobs over a short period of time.
But, since I strongly urge clients to not lead with resumes, the verbal response will clearly be more well-crafted than any resume can be--and the applicant can address and tailor responses accordingly. A resume can’t do that as well.
Essentially, the job hopper should be able to position the moves as positive, skill- building experiences. There should never be any acquiescence to the concept that this is a liability or weakness. That’s the interviewer’s issue.
Even with all that preparation for dealing with the hopping issues, job seekers need to realize that creating multiple options and targets increases their chances of finding prospective employers who will be able to see past the multiple changes. In other words, high numbers create a higher probability of success, and the opportunities to connect with employers who will recognize the skill set and be able to get past the history.
Dinosaurs
On the other side are the “dinosaurs,” as I like to call them. Dinosaurs, because the long-term or lifetime employment paradigm is becoming extinct, unless there is self-employment. (And even then, many will change back to organizational structures or switch back and forth between the two work styles.) Those job seekers are always worried that prospective employers are going to see them as limited in skills and experience, having worked at one organization for so long.
Sounds like you can’t win, right?
Almost right. There will be employers who don’t like long employment, those who don’t like short terms of employment, and finding what’s “just right” is sometimes elusive.
That’s why it’s so important to create multiple options and targets, as mentioned above.
But what about those dinosaurs? How do they deal with the perception that they haven’t learned much in their long stints?
Easy. They should focus on changes within their employment, even if official job titles haven’t changed. They need to prepare explanations of how the job evolved from one skill set to another, and to be conscientious about providing examples to explain.
Both situations can be addressed, but creating a winning numbers game will be the best solution.
To find answers to your questions on job search and career transition, get your copy of In Search of the Fun-Forever Job: Career Strategies that Work
Holiday Job Search - Why it's a great time to be looking
Now that the holidays are here, many job-seekers take a step back from their hunt, thinking hiring takes a back-seat during the holidays. I’ve heard from clients and students over the years that, “No one’s doing anything between Thanksgiving and New Year’s, so I’m going to take the time off and get revved up in January.”
Wrong. Not only wrong, but also frequently just another excuse to avoid the search.
Here are some compelling reasons for doing the exact opposite of sitting out the season:
1) Your competition is disappearing
Because other people believe this myth of inactivity during the holiday season, you’re competing against a smaller group of candidates. So the odds your phone call, email, or social network outreach get attention are that much greater.
2) There's no time like the holidays to build relationships
In general, people are less focused on their own work. More time on their hands means chatting with someone else about their career or meeting a new face might be a welcome distraction. It’s called “networking.”
In addition, you can find creative ways to reconnect with people. Use a holiday card to remind old friends and business acquaintances about you. Then follow-up later on when that seed has been planted. But . . . don't use those cards to discuss your career or job search. Tacky. Not as bad as those impersonal broadcast communications some people send out--filled with vivid, detailed descriptions of everything they've done in the past year--but still not a particularly good search technique.
3) Party . . . with care
Accept the holiday party invitations. But remember, parties and other social events (professional associations and the like) are not the time to corner people, give them a long pitch, and try to get information and possible leads. Your sole purpose at any social function, where the attendees are definitely not there to be hit on by job seekers, is to build a bit of a social acquaintance, and collect business cards--for future meetings.
4) January is usually NOT a good statistical hiring month
And usually not a time when many feel like building new relationships. Think about it: when you get back from the holidays, do you feel like doing much of anything at all? This is another reason why there should be strong emphasis on a December all-out self-marketing. January shouldn’t be the start; it should be a continuation of what was built in December.
Good luck!