Hank London's Blog

Regardless of the type of relationship you are trying to establish, the first days truly are the hardest.  This is particularly true when you start a new job.  Even if you are a veteran in your field and think you are prepared to do the work that is expected, you are thrust into a multitude of new relationships.  Not just with the people with whom you’ll be working, but with the job itself.  This all can be a bit uncomfortable and sometimes intimidating no matter how much work experience you have.

The first new relationship you’ll establish, and possibly the most important one, is with your immediate supervisor.  Most likely it will fall upon her or him to show you where everything is located – including your new workspace, and introduce you to the other staff members.  This might also be the person who tells you what you’ll be doing, and who’ll you’ll be doing it with.  You want to establish a good working rapport with this individual as early as possible by demonstrating your interest in the work that needs to be done, and getting access to the tools that you’ll need to the job well. This will be a good time to discuss their expectations, deadlines, lunch breaks, from whom you can get help, and clarify who is allowed to give you work assignments.

Frequently on the first day you’ll be visited by someone from HR who will have a bunch of new-hire paperwork for you to complete, including IRS forms, signatures for insurance and benefits, direct deposit and deduction authorizations, arrange for a parking pass, company I.D., etc.  In a smaller operation, the delivery of these papers, and the encouragement to complete them ASAP will come from your supervisor or the office manager.

As a result of all the paperwork and back-office details, don’t be surprised if for the first few days you aren’t doing any real work.  Even though an email may have gone out announcing your arrival, for now you may have little contact with the other team members because of their own workloads.  So it might take a few days before they roll out the welcome mat.

When it comes to getting to know the people you’ll be working with, don’t expect too much too quickly.  If you are replacing a well-liked individual, it may take time for them to warm up to you, no matter how knowledgeable, warm and wonderful you are.  If you are replacing someone who wasn’t liked, the others will warm up to you fast enough – give them a little time.   If you are filling a newly created position, others could be wondering, “What’s so special about this person?” and may even be a little resentful that they weren’t chosen for that role.  And if you’re a temp, some may not want to invest in building a relationship because they assume you’ll be gone soon.  Don’t worry about any of this; just be yourself, and concentrate on getting the job done!

In those first few days, be a “receptor”, taking in all you can about others’ behaviors and communication, work styles, attitudes, the environment. Observing and listening are more important right now than trying to get noticed for your knowledge and experience. If your input is requested, then make a contribution.  But avoid showing off. You want to build up trust, respect and good will, not resentment and strange looks!  You’ll have time enough to impress everyone as things evolve over time.

If you’d like to do something nice for your new comrades in arms, one way to help break the ice might be to bring in breakfast or light noshes for your immediate group.  Keep it modest and reasonably healthy, not extravagant.  Keep the sweets to a minimum.  This can go a long way in showing your desire to get to know your colleagues.  If your employer already provides such fare, as many do these days, be creative, and find another simple way to say, “I’m glad to be here and part of your group.”

The first days truly are the hardest days when you’re the new kid on the block, but they needn’t be awkward or insecure.  It’s a time for learning, observation and relationship building.  Maybe you’re not there to make friends or to win awards, but being open, receptive and friendly (in addition to being competent!) can help you establish yourself in a positive, productive and proactive manner that your supervisors and coworkers will notice, especially when you start to show them how well you can do your job.

UPDATE:
In the last column (Time For A Raise) we talked about Jessica’s efforts to get a raise while telecommuting to her old job from her new location, and look for a new job.  I’m happy to report that Jessica did in fact land a new job on the east coast, and at a substantial increase to her former salary.  Jessica was smart enough to arrange a slightly delayed start date for her new position so she would not leave her former employer in the lurch.  She’ll be able to complete all current assignments, create some documentation for her successor, and give her soon-to-be former employer time to look for her replacement.  Jessica also reports she is trying to negotiate some ongoing freelance work to maintain her strong relationship with her old bosses.  She was also sure to convey to her old bosses that she was not unhappy with them or the company, but that her needs in her new environment necessitated change.  We thank Jessica for the update, congratulate on her new job and wish her much success!

Do you have a success story you’d like share?  We’d love to hear about it.   Send your stories or questions to me at: hank@hanklondon.com

For more tips and help for job seekers and those on the job please search this blog and also visit:  hanklondon.com

Tags: communication skills, job productivity, preparation

Recently my client Jessica and I were discussing salaries and raises.  Her primary question wasn’t IF she should ask for a raise, but if under her current circumstances  was Now a good time? Although Jessica’s situation may be somewhat unique – everyone’s situation is a bit different – I thought there was some good information to share, and she is ok with my sharing our exchange.

Here’s the back story:  Jessica has been working for a couple of years as a writer/editor for a specialized publication in the Midwest.  Her job enabled her to frequently work from home and telecommute.  Recently, she moved east to be closer to family, and she has been fortunate to be able to continue telecommuting for her job.

But because of her move, Jessica is a bit concerned about job security.  Her employers have conveyed that they are happy with her and the quality of her work, but she wonders if being so far away from the main office and unable to personally attend meetings or interact with staff may negatively impact the longevity of her job.  Concerned, Jessica started a job search for local (East Coast) employment.  Obviously she doesn’t want to quit her current telecommuting job before procuring another position, but wants to keep her options open.  She feels that a raise from her current employer would go a long way to confirm their need for her contributions and respect for her work.

I asked Jessica if her current employer was aware that she was looking for another job, and she seemed confident that they did not know she was pursuing other opportunities.  I proposed that even if her boss knows she is looking for another position, as long as she is maintaining her workload, or if her workload had increased, that would provide legitimate justification for her seeking an increase.  I reminded her that if she is doing more work, along with the higher cost of living in her new location, combined with the higher costs of her network connection, higher cell phone bills, etc., the overall costs of doing her job are higher, and worthy of a salary bump.

Despite Jessica’s physical distance from the home office, her staying with the same employer saves them the costs of identifying and training a new staff person.  Those cost savings of her continued employment and the costs of maintaining her loyalty and helping the employer avoid the inconvenience of replacing her have a lot of value to the employer, and I suggested she may need to provide a subtle reminder of that to them.

Realizing that a convenient opportunity to talk about a raise might not come on its own, Jessica waited, then got up the nerve to casually broach the subject with her manager.
She told him she recognized it was probably a bad time to talk seriously about a raise, but that it was something she wanted to discuss.  Her manager agreed that they would talk about it in the next few weeks and that she could continue to bug him about it.

Luckily, her manager was appreciative that Jessica came to him first, instead of telling him she was looking for a new job and announcing an unexpected resignation.  Of course not all employers and managers would be as understanding!  But her employer’s willingness to discuss a possible raise, and expressing their appreciation that she wasn’t jumping ship was a good sign.  From what Jessica conveyed, it does sound like she is respected for her work and contributions.

The only remaining question I had was, if her boss looks at resumes that are posted online, might he stumble upon hers by accident?  Of course this is not within her control.  But IF her boss is looking at possible future candidates, hopefully he’ll be filtering his selections to local applicants – a strong possibility – and therefore unlikely to see her resume online.  And if still concerned about this slim possibility, she could post her resume anonymously on the employment websites she is using.

Regardless of your circumstances, if you’re seeking a raise be sure to justify the value to your employer in giving you more money.  Keep track of completed projects, work done ahead of schedule, demonstrations of personal initiative, and real cost savings for which you are responsible.  There’s no guarantee that your employer will honor your request for a raise, but if you can substantiate your contributions and value, when you have the discussion you’ll stand a much stronger chance of getting that pay bump.

Jessica promised to let us know the outcome of her negotiations.

Please drop me a note with your own story of successful negotiations for a raise so others can benefit from your experience.

For more tips and help for job seekers and those on the job please search this blog and also visit:  hanklondon.com

If think you’re having a hard time looking for work, imagine what its like for the many people with disabilities.  What was the first image you had after reading that sentence?  Was it of a person in a wheelchair or on crutches?  Was it of someone who is blind or hearing impaired?  Did you flash on someone with Downs Syndrome or other developmental issue?  How about the person sitting across from you?  She too could have a disability, but to look at her, you wouldn’t suspect a thing.

Every day, qualified job seekers are ignored because of shortsighted employers who refuse to see an impaired candidate’s abilities.   And since the passage of Americans With Disabilities Act (ADA) it is illegal for employers to discriminate on the basis of disability.

People with disabilities represent a huge segment of the job seeking population.  For those with obvious impairments (such as the ones just mentioned), as well as for many whose disabilities are not readily apparent, getting and keeping gainful employment is filled with obstacles, ignorance and misunderstandings.  But once on the job, people with disabilities typically maintain lower turnover rates, and demonstrate high levels of reliability and loyalty.

Employers have typically been skeptical about hiring people with disabilities, voicing concerns of impaired candidates’ abilities to perform the tasks.  When employers write and post their job announcements, they are usually just thinking about finding someone who can do the job, not necessarily considering if the position is suitable for someone with disabilities.  Doing so requires an analysis of the essential functions of a job to understand and recognize the real limitations that would keep an otherwise qualified candidate from being successful in that position.

Should an experienced teacher be excluded from hiring consideration because a disability inhibits her ability to write on a blackboard or to stand for long periods of time?  Should a certified public account be ruled out of contention for a job because they are blind or deaf?  Should a data entry clerk with extreme accuracy and speed not be hired because he needs to work standing up?  The answer to these questions is a resounding and emphatic, “No”!

A teacher needs to be a communicator of ideas and information.  A student or teaching assistant could do the writing on the board.  Or, adaptive technology can be used to write and project the spoken word onto a board or screen for all to see.  Whether the teacher is sitting or standing doesn’t otherwise affect their ability to convey ideas and lessons.

A CPA needs to work accurately with numbers.  If that numerical information can be accessed and accurately input through the use of technology, that the individual is blind or deaf becomes irrelevant to their ability to successfully perform that job.

A data entry clerk who can not sit for long periods should not be denied gainful employment because they need to work vertically, especially if their accuracy is unaffected by working in this position.   A small raised platform for a keyboard and an articulating stand or pole mount for the computer monitor will enable and empower the clerk to work on his feet.

The sad part of these scenarios is that the accommodations that enable people with disabilities to perform in the workplace are often not even considered or investigated.  Truth be told, the majority of workplace accommodations can be had for less than $100.00.  Yes, there are some adaptive technologies that cost a lot of money, but in most cases those (seemingly prohibitive) costs do not need to (but should) come from the employer.  If the disabled candidate doesn’t already own or have access to the necessary equipment to perform their jobs, the department of rehabilitation will usually pick up the tab.

And let’s not forget that the not all accommodations cost money.  The most basic accommodations can be provided at no cost – compassion, respect, dignity, courtesy, understanding, and the desire to do the right thing – giving someone the chance to prove what they can do!

Granted, there are exceptions!  Not all people with disabilities can do all jobs.  But with a little creativity and planning, and the use of reasonable accommodations and understanding the essential functions of a job, a lot becomes possible for those who even a few short years ago wouldn’t get the chance to say, “I can do that!”   Let’s keep the emphasis on Ability!!

For more information on employment of People with Disabilities:

US Department of Justice, Civil Rights Division:
http://www.justice.gov/crt/drs/drshome.php

US Government, American’s With Disabilities Home Page:
http://www.ada.gov

http://www.disability.gov

Job Accommodation Network:
http://askjan.org

Jobs for People with Disabilities:
http://www.disabledperson.com

http://www.abilityjobs.com

National Business and Disability Council:
http://www.business-disability.com

Ability Magazine:
http://www.abilitymagazine.com

You may also want to contact the nearest office of:
Your State Department of (Vocational) Rehabilitation
or local Independent Living Resource Center.

And for more tips and information for employers and job seekers, please visit:  hanklondon.com

Have you ever read a feature (online or in print) that claimed to offer two views of the same idea, topic or product?  There are all kinds of examples of this “two sides of same coin” column in a wide variety of publications.  But upon reading them, frequently the questions asked are not the same to both opinion providers.  Yes, the opinions of the topic, product or service may differ, but respondents’ answers are too often not about the same features or functions of what is being discussed, likely because they are not being asked the same questions.

If a business is trying to evaluate prospective hires, during the interview process it behooves the employer to have discussions with all candidates that are as similar as possible.  This can best be accomplished by developing a list of questions that are asked of all candidates interviewing for that position.

Not that long ago, I was asked to sit in on a series of interviews at a small business where an executive was trying to fill a single position.  For several hours, I watched as the executive asked entirely different questions of each candidate making it very difficult to assess and compare the strengths and weaknesses of the applicants.  By asking different questions, the exec found that she was unable to properly ascertain which of those in consideration would be most appropriate to fill her opening.  It was certainly apparent that each of the interviewees had assets they could bring to the business, but direct comparisons of their communication skills, let alone their relevant job skills were not possible.

This kind of thing happens for a variety of reasons, but most typically because the interviewer is trying (too hard) to come across as friendly and welcoming of the candidate.  Yes, an interviewer wants to project a positive image of the company, and get to know the candidate.  While being friendly and inquisitive about the individual is important, it should not be at the expense of learning about the applicants abilities as they pertain to the job and the business’ needs.

The other problem with being too friendly during an interview is that it is too easy to fall into the trap of asking irrelevant questions, or worse, asking questions that border on, or are illegal.  By law, employers are not permitted to pose any inquiry into a person’s age, national origin, religion, race, marital status, sexual preference, disabilities, and other topics about protected characteristics.  But when conversation gets casual, things unrelated to the job and business can accidentally be revealed by the job seeker, or invited by the interviewer.  Once that personal information has been revealed by the job seeker, it can open up other areas of questioning that might best be avoided, or would be ignored entirely under proper interviewing conditions.

Now you may be thinking that these sound like rookie mistakes made by inexperienced HR interviewers.  But you’d be amazed at how frequently employers ignore professional and legal protocols and ask the wrong questions.  And in our litigious society, if it does happen, the employer is opening himself up to possible formal accusations of illegal employment practices that could cost the business their reputation and a ton of cash to defend, even if the charges are unsubstantiated!

How can an employer improve their candidate inquiries?

• Determine the core skills and professional qualities you require of the new hire.

• Make a list of at least 15 questions that will encourage applicants to talk about the value they bring to your business and their ability to do the job that needs to be done.  And ask the same questions of each candidate.

• Ask open-ended questions that elicit detailed, experiential responses, rather than simple “yes” or “no” answers.

• Ask job-specific questions to determine the interviewee’s knowledge of what must be done, and how the position fits in to your company and its relevance to your industry

• Get applicants to talk about difficult decisions they’ve made, how they handle stress, their future plans, and what they expect from their job.

• And get candidates to talk about loyalty, trustworthiness, company security, and leadership.

Remember that the whole point of the interview process is to find the employee that’s the right fit for your needs.  Make the selection process easier by collecting consistently focused data from all of your candidates.  Your analysis of the interviewees’ responses to the same questions will enable you to make a reliable comparison, and a more sound hiring decision.

And for more tips for employers and job seekers please search this blog, or visit:  hanklondon.com

Tags: attitude, Communication, employer, hiring, interviews, recruiting

There’s no question that job search is a tough job!  This is particularly so in a slow economy like the one we’re experiencing now.  Regardless of where you are in your career or how much experience you have, with competition for every opening being so rough, it is imperative that job seekers do everything they can to keep up their strength, their focus and their priorities!

No matter how good a worker you are, no matter how strong your skills, even if you have a solid work-seeking strategy and a strong network, it is most likely that you will experience more “no” in your job search than “yes”.  The frustration of non-responsive employers combined with actual rejection from your resume submissions can slowly eat away at the way one feels about one’s self.

What can you do to combat the rejection and frustration?

• Reduce the amount of time you spend with negative people.  Things are tough enough without letting others suck the life and spirit away from your job search efforts and other aspects of your life.  We all know people like this.  Even family members and close friends with good intentions can bring you down.  They mean well, but their own pessimism, cynicism and negativity are pervasive.  So find excuses to be around positive, productive people who have a better outlook.

• Take care of yourself and your health.  Get plenty of rest.  When you’re not working, and a bit bummed from not getting the responses you’re hoping for, it’s easy to become distracted from your goals and develop bad habits like staying up late, watching too much television, overeating, or doing drugs or alcohol to ease your frustration.  Try to keep a regular schedule, getting up and going to bed around the same time every day. Get plenty of physical exercise, even if it’s only a brisk walk, to clear your mind and take in some fresh air.  Maintain a healthy diet; keep the junk food at a distance.

• Don’t bottle up your frustrations!  Talk to someone regularly about how you really feel, about your disappointments and anxieties.  You don’t necessarily need to see a professional therapist, but a close friend or confidant who lends an ear can be quite valuable in maintaining your perspective and sanity.   Keeping your emotions inside can lead to high blood pressure and other health risks, add to your stress, and suck your concentration.   Find a constructive way to vent!  The last thing you want is for your frustrations to come out in the tone of your interviewing, networking and correspondence.

• Focus your attention on the achieving your primary goal: a particular career- oriented job within your chosen industry.  Nothing sabotages job search efforts faster than a scattershot approach to finding work.  Applying for everything in and outside of your chosen career path will not net the results you seek.  Yes, you may get interviews and even a job offer, but if you’re going to be miserable on the job, and it’s not what you really want to do, you’re wasting your time and that of the employer.  There’s no point to taking “just a job”, leaving the position, and starting your job search all over again!  Going after only the jobs that most interest you (and that you are actually qualified for), may take a bit of extra time, but the end reward will have been worth the extra effort.   Of course, if you really need to work, any job is better than no job, but make sure you continue your focused efforts to find the position you really, really want.

• Don’t spend your entire life focused on your job search.  Find other activities that interest you and keep you feeling good about yourself.  Maybe do some volunteer work, or explore starting your own business, dig in the garden, practice a musical instrument, take hikes in locations you don’t see frequently, or study a new language.  Its easy to find activities that are free or low cost that will provide the appropriate amount of distraction from your job search to revitalize your mind and spirit.  And if you find yourself learning something new, or contributing to your community, the benefits are more than yours alone.

Accept the reality that job search can be a real roller coaster ride of emotions and anticipation.  Searching for appropriate job leads, customizing your resumes and cover letters, networking and waiting for responses from prospective employers are mandatory job search activities, and all tax your emotions and sense of self.  But finding the balance and distraction from them can be their own reward.  So, go out and smell the roses, and keep up the good fight.

And for more tips and ideas on job search, please visit:  hanklondon.com

Tags: attitude, emotional & mental health, job search, volunteering

One of the least favored exercises of employers is the process of annual reviews. Having a sit-down with the entire staff (thankfully not all at once) to discuss personal advances, achievements, goals met, and future targets, as well as problem areas and shortcomings, is frequently a nerve wracking process for the employer, department managers and the HR team. It’s certainly no picnic for the employee to sit there and feel judged!

Reviews are hard for the employer, particularly in larger businesses, because senior management rarely has the time to familiarize themselves with the vast majority of staff and all their daily activities and progress. Sure, management and supervisors were involved with your hiring, but on a day-to-day basis, they are often lacking the perspective to accurately comment on individual employee performance. And even if supervisors and managers are staunch record keepers who document every little thing that goes on in their departments, there are those workers who fall under the radar simply because they show up every day and do their work as expected, drawing little or no attention to themselves.

Despite the existence of human Resources information systems and other employee management systems, most employers don’t take the time to make detailed notes on their employees throughout the year, unless someone has done something exceptional or egregious. Therefore the responsibility of supplying the employer with accurate notes on one’s accomplishments – outstanding or otherwise – falls often on the individual worker.

How can the average employee facilitate the review process, so that when their appraisal is approaching, they can make a positive contribution to their employer’s perspective?

Here are some ideas:

• Do the best work you can do, improve your performance, take on new and challenging tasks, and get yourself noticed! Demonstrate your value as an individual and as a team member as often as possible.
• Let your supervisors know when you have achieved something important. Don’t brag, but take appropriate credit for the positive impact of your efforts. Keep the upper echelon advised of your growth and progress.
• The opposite is true too. Take ownership of your mistakes!
• Acknowledge the contributions of others, but don’t sacrifice the value of your work to give others their props.
• Whether you are a new/recent hire or on the job for a while, keep a work journal; a small notebook you keep in your desk, or a file on your computer.
        On the first few pages describe your typical day and duties. You can refer to your formal job description, though frequently it differs from the work you actually do. Your list needn’t be overly detailed, though it should include functions you perform on a regular basis.
        List each item separately with a bit of space after it. After a while, you may discover that you have changed the way you perform certain functions (for the better, we hope!), and should note those changes.
        After this list, and before you enter anything else, leave some blank pages and space so you can note any new or additional regularly performed duties or responsibilities.
        Next, document any noteworthy accomplishments, even if you’re the only one to think so.
              What have you done that benefits the whole company or your department?
              What contributions have you made that facilitate the business’ growth,
                     operations, employee productivity and morale?
              What did you learn that benefits your department (hardware, software,
                     procedures)?
              Did you take on any new/additional responsibilities?
              Did you establish & build important relationships?
              What benchmarks have you achieved?
• Now think about how your progress over the past year on the job has prepared you to take on additional responsibilities and to move your career forward. Make a few notes about how your accomplishments relate to your future and growth in the company. How can the tasks of your recent past demonstrate your readiness for a promotion?

The next time your employer announces your annual review is comin’ around again, you’ll be able to pull out your well-kept notes, and provide managers and supervisors with substantiation of any claims you’ve made about your professional growth. You’ll be less stressed going in, and be better prepared to discuss proactively your accomplishments and how they can lead you to something bigger and better.

For other job search and career tips, visit us at:  hanklondon.com

Tags: , annual review

What are you going to do if your job search does not produce the results you want? Motivated by the need to make money to pay bills, maybe you’ll decide to put some effort into finding contract or consulting work. You know you have marketable skills, so why not give freelancing or independent contracting a try? Surely someone is willing to pay you to do what you do. Right?

Well, why not?

Here are some important considerations if you’re going to put yourself out there solo:

How well do you work alone? Ignore this issue at your own peril!
Do you need the daily interaction of other team members, or will you accomplish more being unsupervised and with no one else to share ideas or small talk?
Do you have the physical space where you can work in peace and without distractions and interruptions?
Will your family, and/or other members of your household accommodate your needs and support your efforts?

Before you build your online presence (hang out your shingle) start by finding out all you can about who will buy your service/specialized skill. Is there a market for what you do?

For almost every industry and specialty there’s a website where businesses solicit skilled professionals for legitimate contract work (and in many cases regular employment). From these same sites, and with a little digging, you can also learn:
Who is hiring Independent Contractors (IC’s)?
Where these firms are located.
How much these companies are willing to pay for your service.
The types of projects you could be contracted for.
The skills you’ll need to fulfill the contracts you’ll pursue?
Will you need to be on-site, at their location, or will you be telecommuting?
The anticipated duration of the contract.

Do you have the skill sets needed for success? Now that you have a better idea of what employers are looking for, can you honestly say you can fulfill the requirements? Having the faith and conviction in your self and skills to say, “I can do that!” is one thing. Having the specific skills necessary to make an employer happy is something else entirely.

Do you have the necessary tools (computer hardware, software, whatever) to do the job independently, or will going out on your own require a steep capital investment?

Can you confirm your ability to perform the services you offer?
Start collecting references from those who can support your claims of proficiency and experience. Substantiation from former supervisors or department managers may be more convincing than those from former co-workers, but solicit favorable comments about your work from as many sources as possible that indicate both the breadth and specifics of your relevant competencies.

Don’t forget to let your references know you are planning to use their names, and get their permission before doing so. An unaware reference might supply the wrong information, accidentally hindering your chances of success. So give them an idea of where you intend to focus your efforts so they can provide the appropriate validation.

Expect employers to be equally discerning when hiring freelancers as they would full time employees, so assume an employer will check your references. It behooves them to check the claimed competencies of the prospective hire and make sure they find the right person for the job.

How will you promote yourself to find the jobs (your new clients)? Doing your own promotion and marketing – at least at the beginning – can be very time consuming. In the early stages you may find yourself doing more outreach than actual contract work. But hopefully the quality of your efforts will generate word-of-mouth referrals and more contracts. Put all of your networking skills into play!

Keep searching for a job while you’re trying to freelance. The networking for one can lead to the other.

Be sure to consider all of your personal needs for things like familial support, health insurance, regular paychecks, etc. that will be impacted by becoming an independent contractor. Talk things over with your spouse/partner/family to make sure they understand the changes that working for yourself will influence. If you don’t live alone, all of your household could be affected by the decisions you make.

There are myriad other things to think about before you set out on your own, but these are important first steps that you shouldn’t ignore. Talk with your local Chamber of Commerce, or the Service Corps of Retired Executives (SCORE) office nearest you; they frequently have information and requirements for people starting businesses. And maybe call your local zoning office to make sure you don’t run afoul of local ordinances when you set up your business.

Flying solo can be a very rewarding and lucrative experience as long as you’re patient, and can handle the inevitable sacrifices. But don’t let that stop you! A well-executed contract job can lead to additional contract work, and sometimes an offer of regular employment. So, go ahead, and spread your wings and take that solo flight!

For other job search and career tips, please visit us at: hanklondon.com

Tags: , freelancing, independent contracting, references

Despite the recent slight uptick in job growth, the graduating class of 2010 will face the toughest job search challenge of the past 20 years, maybe longer.  Sadly, it will be harder for most new graduates to find work related to their degrees than in recent memory.  While so many earlier generations were promised unlimited opportunities for growth and advancement with their degrees in hand, those about to enter the workforce have major concerns – rightful – about what they will do to earn a living with openings for good  jobs being so few and far between.

Certainly for some, the prospects may be less dire.  Those who have already completed formal internships have a greater chance of finding a career-oriented position than those who didn’t participate.  And yes, there are specialty areas that will see job growth, like biotech, green technologies, hi-tech and computer sciences.  But what will other graduates have to do to get themselves into good jobs and onto career paths, not to mention keep productively occupied.

Here are some possible options:

• As I’ve mentioned in this blog before, volunteerism is a great way to utilize your scholastic gifts and accomplishments.  There are always groups that can benefit from your skills and interests through the extension of your time and effort.   It doesn’t matter where you volunteer, as long as you demonstrate commitment and respect, and treat the responsibilities with the same sense of obligation and (hopefully) enthusiasm you would a paid position.  The opportunity to put your skills to good use in service to others can often lead to a paid position because decision makers get to see you in action.  It also increases your opportunities for networking.  Now, I’m not suggesting you volunteer for 40+ hours each week, but if you’re not presently employed, 10 to 15 hours a week will give you ample opportunity to make a viable contribution, and still have plenty of time to keep your job search active.
• Taking additional classes – related to your newly acquired degree or not – is also a good way to spend time.  Contacts you make in the world of academia can often lead to real world work opportunities.  You may discover a classmate is starting a business and needs your talents to complement or supplement their own.  Or maybe you’ve thought of starting your own business; being around others with similar interests can help your dream come to fruition.  Professors and instructors frequently have contacts outside the school that can be beneficial, and they can also arrange introductions or provide letters of recommendation to help you get your foot in the door or take that first step in the right direction.
• Spend time at the library to research other ways to utilize your newest skills and discover areas where you might refocus your efforts.  Your newly minted teaching degree, for example, might be of interest to companies that develop and produce educational games or learning tools.  Or you could teach in a facility that specializes in educating newly arrived immigrants.  How about offering your services as a tutor to high school students who struggle with topics you know well? Explore the not-so-obvious ways to use your new degree!
• Another option is to go on more informational interviews.  Try to arrange meetings with specialists in your field of interest.  Ask how they have nurtured their careers and about the challenges they have faced in their industry.  Learn about other positions within the industry where your skills may also be applicable.  You may learn you have more options than you realized.  Sure it can be intimidating to make appointments with people you don’t know, but use your network(ing skills) to their best advantage, and remember to ask, “Do you know someone who knows someone?” to help make those appointments and introductions.
• Another place to meet other professionals is through the Service Corps of Retired Executives (SCORE), (offices are frequently attached to Small Business Administration locations).  How about your local Chamber of Commerce?  They probably host or sponsor career-oriented meet-and-greet events.  Check your community’s local newspaper or the Chamber’s website for upcoming programs.
• Also, don’t forget to stay in contact with your career counselors at your alma mater.  Just because you’ve graduated and left their halls doesn’t mean you lose them as a resource.  Also take advantage of career centers at other schools, in state employment centers, and through private career coaches.  Work on your interviewing skills and keep them sharp so that when the right opportunity comes along you are fully prepared to Wow the interviewers and decision makers.

Yes, times are tough.  But your job search is just beginning.  And although it may take a while to land that first career-path gig, you have more options for finding that dream job than you may have realized, and I encourage you to pursue these and any other options you can think of.  Sitting still wont get you anywhere, so you might as well move onward and upward.

For other job search and career tips for new graduates and not-so-new graduates, Please visit us at:  hanklondon.com

Tags: , graduate, job search

The concept of up-selling (trying to sell the customer more than just what they asked for), has been around for a long while.  Whether it’s the waitress asking, “Do you want fries with that?”, or the appliance vendor asking if you want the matching stand for the plasma TV, offering more to the customer than they intended to purchase is very much a part of doing business.

How does this idea relate to employment?

Though the concept is sometimes over looked, there is more to life than work.  Happy and fulfilled individuals make better, more motivated and productive employees.  Productive employees make for happier employers.   Therefore it is necessary for both job seekers and employers to up-sell what they bring to the relationship!

If you’re an employer recruiting for an important position, you want your final candidates to believe that the complete compensation package you’re offering them is generous and competitive.  In your efforts to find the right candidates, you might present options to the applicants that convey interest in not just their relevant skills and experience, but the quality of their overall lives.  In doing so you’ll provide more impetus for them to prove what they can do for you.  Small, flexible, relatively inexpensive benefits like free or discounted health club memberships, variable lunch periods, free healthy snacks like fresh fruit, telecommuting, and discounts to events or parks all add perceived value to what you offer prospective hires.  Ensuring prompt attention to ergonomic needs, seeking employee input, openly sharing information and other little things that make the candidate/employee feel like their contributions matter, not just to the bottom line but to the quality of their lives.

Demonstrating openness and interest in what the candidate truly offers goes a long way to improving morale and motivation for everyone.  What else can you do for your candidates than just offer them a job? How can you up-sell to your applicants?

If you’re a job seeker, it is incumbent upon you to let the employer know just how much you bring to the table, how much value you can add to their company/department.  Your ability to convey your understanding of the employer’s needs, the position you’re applying for, and your ability to ID areas of growth, expansion, improvement, and quality, all work towards convincing the employer you are the right candidate.  In your interviews and cover letters can you state your industry knowledge, list of contacts, the overall and specific relevance of your experience in a way that says to the employer: “You really need me!,”  thereby telling the employer that they are getting more than just a good employee?  Have you done enough research of the prospective employer to know about contributions you can make outside traditional job duties?  I certainly hope so!  Is the company involved with community or fundraising events?  Do they sponsor a softball team or participate in bowling leagues, marathons, sporting or charitable events?  The more an applicant knows about the full spectrum of an employer’s activities, the better s/he can address the additional contributions they can make to the employer.  Beyond computer programming, spreadsheets or PowerPoint presentations, what else that you do well can benefit the employer?

Employer or job seeker, the ability to address these questions can go a long way to solidifying your relationship, and the perspective of value that each brings to the other.

Do you want fries with that?

Make mine a side of garlic fries, if you please!  Thank you very much!

Interested in other tips and ideas on how to attract and retain employees, or demonstrate your worthiness to employers?  Please visit:  hanklondon.com

Tags: , up-selling, value

There’s an amazing amount of injustice in the employment world these days, so please pardon my impatience and dissatisfaction with the government and employers that are making so many bad decisions, and the lives of so many so difficult!

The welfare and well being of our children are at stake when over 23,000 teachers were given pink slips in California.  And the Golden State is not alone in this. Many school systems around the country can not afford to keep the same volume of teachers on their payrolls because of declining state and local budgets.  Fewer teachers mean more students per class, less individualized attention, and the decimation of music, arts and physical education programs.  In some cases it also means the outright closure of schools, forcing more overcrowding in the remaining classrooms.  Less instruction time equals lower test scores equals less money from the government.

And while the state of our healthcare system is being hotly debated, hospitals around the nation are being forced to fire nurses.  Corners are being cut that directly affect the quality of services.  Doctors, hospitals and insurance companies are all nickel and diming patients while staff cuts necessitate longer waits in emergency rooms, fewer overnight stays, and lousier overall care.

Auto and other industrial plants are closing, and manufacturing is becoming almost nonexistent in the US.  Despite innovations in many industries such as biotech and computer sciences, scores of companies continue to lay off large numbers of key personnel; loyal staff who have been with these firms for many years.  And lets not forget the state and city governments that force furlough days on workers in an effort to balance their inflated budgets.  Those who still have those jobs have seen their pay cut by about 6 to 20 percent.

This does not add up to economic stimulation!

Now, I don’t have the answers that will fix these problems!  But with unemployment rates ridiculously high, and those with jobs earning less, I know there are fewer dollars being spent, and that translates to reductions in the revenues generated from state and local taxes that fund many of the programs that have fallen victim to these cutbacks.   When do these cycles end?

Certainly one contribution to the fix is to reduce over-inflated government spending (state and federal), and another part of the answer lies in the creation of new jobs.  Most new jobs tend to originate in the entrepreneurial sector, but with start-up money hard to come by, many new business can’t afford to do the hiring that will help their businesses get off the ground.

And we can’t forget the disparity between the humongous salaries and bonuses of corporate executives, and the hourly wages of the office and line workers they employ.  If the salaries and bonuses of corporate executive were proportionately capped, there would be more dollars for the workers and administrators who’s sweat and effort made it possible for the bigwigs to achieve such fat pockets.

Frequently employers don’t fully consider the repercussions of staff layoffs.  When a business keeps their doors open but lets go of a large number of their workers, the company may save a few thousand dollars, but the loss of morale and emotional security experienced by those who remain is quite blatant.  Gone are many in the community that supported their efforts and who made their workdays bearable.

But more than the emotional strain is the added stress of more work being done by fewer employees.  Managers still expect the same levels of productivity and the work to be completed in a timely manner, but the tasks become more difficult and timelines become shorter because there are fewer people to accomplish the same number of tasks.

OK, it’s a given that sometimes life isn’t fair!  But if you’re an employer, making major decisions that effect not only those who are being laid off, but those who remain, it is in your best interests – it behooves you – to openly talk with personnel about key issues that affect productivity and performance.  You can’t just fire a significant number of employees and expect those who remain will automatically be able to handle deadlines and workloads.  It just doesn’t work that way!!  The people who remain will feel overworked, underappreciated and overwhelmed, leading to absenteeism, job dissatisfaction and eventually departure.  And when the remaining personnel are unhappy, more work goes undone, and your bottom line will really suffer.  What may have started out as a cost-cutting method to save money might cost you a lot more!

It’s time to see what can be done to reduce the number of insane clowns and eradicate these vicious cycles!

Got any ideas?  Please share them!

For tips and ideas on how to retain employees and morale, please visit:  hanklondon.com

Tags: , cutbacks, layoffs

You’ve been on the job for a while, and from your current position you don’t see much promise for the future. You like the company you work for, and the work you do, but aren’t feeling confident about your prospects for the career growth and advancement you thought were possible when you first applied for the job.  While with this company you’ve seen several other employees get promoted into the kind of positions you’ve been dreaming of, and believe you can handle.

So why are you not moving forward?

You do all that is asked by your supervisors.  Your work is completed accurately and on time.  You help others with their tasks, and without hesitation demonstrate your initiative by performing functions not asked of you or that weren’t even in your job description.  You’re punctual and reliable, rarely take vacation time or sick leave, come in early and stay late.   You demonstrate a positive attitude, show your creativity and your perseverance.

Yet your career still isn’t progressing!

While not true in all cases, one possibility might be a lack of assertiveness.  Doing all that is asked, and even taking on additional responsibilities is just the beginning.  For some managers to notice your potential for upward mobility on the job, it might take your stepping outside your comfort zone.  Here are just a few ideas:

• Taking on an unfamiliar task and successfully completing it with positive results.
• Instigating and leading a new project.
• Standing up for an idea that may not be popular but that is well thought out.
• Demonstrating leadership by heading up a committee or team.
• Teaching a coworker how to perform an unfamiliar task.
• Showing your commitment to your employer in new ways.
• Successfully taking on more than is expected without being asked, and without negative impact to your regular workload.
• Taking ownership and corrective action of mistakes, as well as acknowledgment for achievements.

Doing things outside the office that directly or incidentally benefit your employer can also help you get noticed for advancement.  Things like:

• Coaching a team (from the company or in the community) helps grow leadership and management skills
• Taking classes to learn new skills or information on topics relevant to your job, or to improve existing abilities.
• Have a skill or hobby that you are capable of teaching to others?  Hold a workshop at the office during lunch or after hours.
• Offer to speak at an industry event representing your employer with confidence, authority and conviction.
• Or take a public speaking class to improve your communication skills, and then give a speech.

Look!  No one said this would be easy!  And it wont happen over night!

Sure, when you challenge yourself to do things you’ve never done before, there is a risk of failure!   But thankfully, these challenges and risks are not life threatening, and are all manageable and surmountable!

The truth is that putting yourself on the line, speaking up in defense of a new idea, and challenging the status quo can lead to the kind of recognition that leads to promotion.  When the decision makers see your knowledge and skills grow and recognize the benefit your growth brings to the company, your chances of promotion are greatly improved.

Remember that the reward for this kind of risk isn’t just your career growth; it’s the personal growth that goes with it!

And for more tips and information on improving your chances for promotion, please visit:  hanklondon.com

Tags: career advancement, promotion

If you’re an employee, the title of this piece may seem like an oxymoron.  Jobs rarely turn out as they were described in their recruitment announcements.  They often lack complete information and merely  elude to on-the-job realities.  And then there’s the catch all phrase, “… and other duties as assigned,” that necessitate your ability to effectively respond when your employer says, ‘jump”.    You ask yourself: Who writes this stuff?

If you’re an employer, you must comply with a myriad of legal and ethical requirements in your recruitment efforts, and try to express what you hope the job will turn out to be.

How’s that working out for you employers so far?

With so many qualified people competing for any opening in this economic climate, creating clear and concise job descriptions and recruitment announcements is paramount, especially if you want to attract the most qualified and appropriate applicants.

For an employer to have good and accurate job descriptions for recruitment, the process begins long before a new opening for that position becomes available.  It should start by updating the descriptions for all relevant positions.

Employers need to:

•     Get feedback from the people who actually hold and perform those positions, and ask them for input into the work they do, the skills they use and the prerequisites needed to the job well.
•     Consult labor market information provided by State & Federal agencies for standards, practices and statistical data about the positions.
•     Research industry and trade groups for performance qualifications and function descriptions other employers have found successful.  The most current position-related buzzwords and industry-speak can also be found through this research.
•     Do a search for articles in trade publications written by other industry insiders who best understand the needs and expectations of the position.
•     Carefully define the essential functions of the position, the core aspects of the job that determine the real scope of the work expected to be done.
•     Meet with those exiting their firm and find out how the employee’s position has changed over time, how its different from when they started, what skills they acquired on the job that the next employee might need before starting the same job.

Just because you’ve had someone on your staff doing a particular job for a number of years doesn’t mean that the position hasn’t evolved or the language used to describe the functions and actions taken on the job haven’t changed.  Yes, certain descriptive language will be comfortable and familiar, but may no longer be accurate!  An employer that uses out-of-date terminology in their recruitment could reveal themselves to be out of step with current industry trends/terminology and may not be able to attract and hire the best talent for that position.

Another area where employers can adopt a more flexible strategy is their educational requirements.  Do employers and recruiters understand that when they indicate a preference for candidates only from top schools or graduate programs, it smacks of elitism?   Of course employers are entitled to recruit top candidates, but by indicating such limitations they could be ignoring other highly qualified applicants whose only shortfall might have been a lack of funds to attend an Ivy League institution!

Another part of the same issue are employers who negate the qualifications of highly experienced and capable applicants who acquired their skills over years working on the job, and not through traditional academic paths.  A candidate with a track record of years worth of success on the job shouldn’t be penalized from consideration because they don’t have a new diploma.  Real-world experience, success and practical application should trump the prestige of big-name schools.

Yes, it’s an employers’ market right now.  The wealth of applicants and the state of the economy allow employers to be as choosey as they’d like, often undercutting the real value of a position and an employee’s contribution because the applicant market may be desperate for work.  Employers want to believe they can always find someone to do the same job for less money.

What irritates you about recruitment practices?  As an employer, are the job ads you post truly reflective of the positions you need filled?  If you’re a job seeker, are the job ads you see accurate indicators for the positions you apply for?

Share your thoughts.  I look forward to hearing and reading them.

And for more tips and information for employers and job seekers, please visit:  hanklondon.com

Tags: employment, recruiting

Recently while providing feedback to job seekers about their resumes at a local job search preparation event, I was surprised by the overall quality of information delivered by many of those in attendance.  It seemed that many candidates I spoke with were trying, often successfully, to convey not just what they did on their jobs, but how they did what they did.  Telling prospective employers and hiring managers how you did things through the effective use of action verbs is one of the best ways to deliver your accomplishment statements.

But the hardest part of creating effective accomplishment statements is to develop a consistent form that is clear, concise, assertive, and most importantly, relevant. You can tell an employer all about your wonderful skills and experience, but if the information you provide is not relevant to the position they are trying to fill, you will not be considered for that job.

Once upon a time, employers would review a resume, like what they saw and bring the candidate in for an interview.  In assessing the applicant’s credentials, the hiring manager or interviewer could take the time to suggest where the aspirant’s strengths would be of best use.  Today, if you don’t clearly address your ability to fulfill the needs of the employer and that particular opening, you will not get the opportunity to explain where you think you fit in!  And the HR rep won’t take the time for that assessment either!

Your accomplishment statements work their strongest magic when they are focused and presented in a consistent format.  Start by removing phrases that begin with “I did …” or “My responsibilities included …”, and instead begin each statement with a past tense action verb that succinctly define the actions you took to accomplish your job.

Some examples include:

Accelerated         Assembled        Assisted          Balanced
Booked               Called                Coded             Completed
Created               Designed           Distilled          Entered
Generated          Installed            Instigated       Invested
Leveraged          Licensed            Liquidated       Located
Maintained        Managed           Manipulated    Maximized
Modeled             Moderated         Navigated        Operated
Organized          Scaled                Sold                Supported
Trained              Translated         Treated             Wrote

You get the idea?

Try to keep your descriptions short and succinct. When you create lengthy sentences providing a lot of detail, in trying to keep your resume to one or two pages you are forced to present your accomplishment statements in paragraph form rather than as individual bullet points that stand out on their own.  Paragraph-like descriptions make it harder for the reader (HR person) to spot the buzzwords or keyword phrases that they are looking for.

There’s no question that distilling your work life down to a few salient, relevant key points is a difficult process.  The longer you’ve been working, the harder it gets to decide what to leave in and what to take out of your resume.  But when your accomplishment statements are clear and concise, the employers you are targeting have a better chance of finding the relevancy of your qualifications, calling you in for an interview, and hopefully hiring you!  That is what it’s all about, right?

And congratulations to the Saints for a well earned victory over the Colts in the Super Bowl.

And for more tips and information that can help you in your job search or your career, please visit:  hanklondon.com

Tags: accomplishment statements, action verbs, Clarity, resumes

Like millions of others, I spent some time this past weekend watching the NFL playoffs.  Congrats to the New Orleans Saints and the Indianapolis Colts, who will battle it out in the Super Bowl.   Although I’m not the world’s biggest sports fan, I do enjoy watching teams try to execute their offensive and defensive strategies in an effort to outplay their opponents.  Admittedly, I’m not vested in the outcome.  It doesn’t matter to me if the Colts or Saints win.  (OK! I do actually root for the 49ers, but they’re not in the playoffs, so we needn’t discuss that here!)

The quality and value that each athlete brings to his or her sport is tracked through the collection, maintenance and analysis of a vast amount of data.  The statistics collected for every throw, catch, serve, jump, swing, block, shot, punch, home run, goal, and touch down help players and coaches recognize and understand patterns and behaviors.  The analysis and application of that data can help to fine tune an athlete’s performance, and it is also used by team owners to determine the value they place upon each player, reflected in their pay and contracts.

When a player is moving up to the pros from the minor leagues, or switching teams in the major leagues, their statistics and performance are evaluated and judged by prospective coaches and team owners to decide if that athlete has the qualifications needed by their team.

What does all this have to do with career development?

When you are looking for a job, employers want to make a similar analysis about the value that you can bring to their business.  Employers want to know about your stats.  They want to know what can you quantify about your job and your performance!

Quantifying – using numbers to demonstrate strengths and proficiencies – is easier in some jobs than others.  Certainly people in sales and customer service have a lot of numbers that can be drawn upon to illustrate their strengths and successes. But you needn’t have a sales career to use numbers to illustrate the value you bring to prospective employer.

For example:

•     An HR rep can talk about the number of candidates interviewed or resumes reviewed, or number of employers for whom they successfully found candidates.
•     A writer or reporter can indicate the number of interviews conducted, or number of stories published or broadcast.
•     A receptionist can talk about the volume of calls handled per hour and their high percentage of error-free messages.
•     A production worker can point out how much is manufactured on their shift.

Other numbers that could be quantified and quoted include:

•     Monetary value of budgets you worked with,
•     Areas where you saved your employer money or time, or improved processes,
•     Quantity of tasks performed in units of time,
•     Projects completed
•     Signatures obtained
•     Length of service without taking sick days
•     Years of loyalty spent with an employer
•     Money raised
•     Size of departments or teams you’ve managed or coordinated.

And the list goes on!

What can you quantify about your job?

Make a list of things that you can quantify, that illustrate your strengths and value to a prospective employer.  Certainly the numbers that most impress employers are the ones that contain dollar $ign$.  But any aspect of your job or work history that you can quantify can help demonstrate your value to a new or current employer.

So start analyzing your personal statistics.  Keep score of your successes and quantifiable achievements.  And be sure to incorporate these numbers into all of your resumes, cover letters, interviewing and networking.  Highest score usually wins!

And for more tips and information that can help you in your job search or your career, please visit:  hanklondon.com

Tags: , job statistics, quantify

Visiting with friends during the holidays, and someone asked me if I thought it was too late for him to switch careers.  As it was nearing midnight, I cracked wise,  “Yes, it is too late, and there’s not much you can do about it tonight!”  But it seems he was genuinely concerned about wanting to possibly make a career change in his late 50’s.  Isn’t it interesting – and common – how the holidays can make us reflective about our lives, careers and directions and choices?  Since this was weighing on him, I asked what was going on.

Predominantly an itinerant musician, who sometimes doubles as a tour guide, this was the first time he had voiced any interest in wanting to do something else. He has had moderate and long-term success in both fields and seemed to genuinely enjoy his work.

He explained that leading tours around the San Francisco Bay Area and around the globe had become less interesting, a case of been-there-done-that for over 25 years.  Originally he provided tours as a distraction from playing music, and because of his comfort on the road.  Both gigs had the common trait of him regularly working with different people in diverse situations.  He told me that in many ways the two careers were very similar and complimented his own interests.

But now after many years, he is less interested in being out on the road.  Playing music is still very important, but he no longer wants to tour or spend time away from home.  He said, “I love to try to do a lot of new things, and am confident that I can find enjoyment in almost any kind of challenge.”  And while he is also confident about what he doesn’t want to do, he’s really not sure what he does want to do next.

I clarified that although he can get satisfaction from doing any number of things, he needs to carefully select what he wants to do every day.  What one likes to do occasionally may not be comfortable doing all day every day; consider that an avocation or hobby can turn into a drudging job!  Though they can be the same thing (and for many they are), there is a great difference between doing something purely for its enjoyment or challenge, and doing something for pay!

Sure it’s a little intimidating to embark on an entirely different career later in life, but there are ways to try out any number of different career options with little risk and so much to gain.  Was he too old to start a new career? Of course the answer is a resounding, “No”!

There are a number of ways to pursue an entirely new career.  Among them:

• Job Shadowing, where you make contact with a business owner or department manager and ask if you can be in the background to observe, and assist if possible, as regular employees go about their daily routines.  This can be an entrée for anything from baking to banking. The difficulty is in finding the right fit, as not all businesses are comfortable allowing “non-essential” personnel to witness their internal operations.
• Freelancing:  If you already have good-to-excellent skills in a particular area, marketing yourself as an independent contractor is an option.  In the case of my friend, and many others who have already spent years working for themselves, this may not be as an attractive an option as working for someone else; but for those who have worked for others their whole lives, this may be a good approach to try something new.
• Volunteering:  Offering of your time to help others while you are exploring or transitioning into a new career can be very satisfying.  Others will surely benefit as you discover your own affinity for a new professional endeavor.
• S.C.O.R.E. (Service Corps of Retired Executives) is a great resource provided by the US Small Business Administration to explore new industries and learn about career opportunities for older workers.

With these and other options available (some free, some paid), if you believe you’re really ready for a career change, it’s never too late! There are plenty of opportunities to explore and ways to explore them.  If you know of some appropriate resources for later career changers, please share them!

Best of luck with what ever you pursue in the New Year!  Cheers!

And for more tips and information that can help you in your job search or your career at any age or at any phase, please visit:  hanklondon.com

Tags: , career changing, freelancing, job shadowing, older workers, switching careers, volunteering

In many communities – urban and suburban – the current economic climate has necessitated cutbacks or elimination of services.  In particular, public transportation systems around the country are taking a big hit.  Routes are being altered, and in some cases eliminated.  So for many, getting to work – or anyplace else for that matter – via public transit has become more burdensome.  In areas where express buses or trains have been eliminated or made less frequent, getting to or from work has become a far more lengthy, time consuming and arduous ordeal.

Sadly, the people who make the decisions to reduce these necessary services fail to realize the impact a longer public transit commute has on the work force.  I personally believe people who work in management positions for transportation agencies should be obligated to get to and from work using their own systems at least 4 days a week, but we know that isn’t going to happen any time soon.

The longer commute forces workers to leave home earlier and return home later, and alter the methods they use in an effort to get to work on time.  Not everyone has the luxury of jumping into their own cars and driving themselves – or even carpooling with others – to get to and from their jobs.  And for many who do have this option, the drive is not necessarily shorter or faster!  Of course putting more people back into their cars and onto the roads is no solution as it wreaks further havoc on the environment!

Longer commute times and earlier departures from home do nothing for employee morale and are prime contributors to worker fatigue, which in tern lowers productivity and increases mistakes. The lengthier commutes also negatively impact people’s home and personal lives, reducing the amount of time hard working employees have to spend with their families, friends and loved ones, lessening their time to rest, recharge and recuperate, or exercise and otherwise de-stress.

Complicating matters further, with the national unemployment rate so high, in many locations fewer people are actually using the public transportation systems cutting into their revenues.  Fewer riders = less revenue = less service!

So, how are employers coping with the changes to workers’ commute hassles?

• Are they being patient with tardiness?
• Are they adjusting worker schedules to accommodate these new circumstances?
• Are they instituting new or additional telecommuting options?
• Are they facilitating ride sharing and carpooling among employees?
• Are they offering cab script programs?
• Are they providing a safe environment for those who must wait in the dark for transportation?

And employees and job seekers, what must they do?

• Demonstrate a best effort in getting to work on time
• Be open with your employer about the added time you need to get to work.
• Don’t wait for your employer to provide incentives for carpooling and ride sharing.
• Research alternative routes and transportation, including finding others who work close to your job, even if not at the same company.
• Address any safety concerns about where you’ll have to wait for public transportation.
• Job seekers should do a practice run before going on an interview to ensure they can get to their interview on time.
• Above all else, be patient!

The changes and adjustments that both employers and employees will need to make are myriad and complicated; and both will have to get use to these changes for the long term!

It behooves employees to be open and honest with their employers about any commuting difficulties.  But it is also in the best interest of employers to demonstrate flexibility, patience and compassion, adjusting schedules to enable workers to safely navigate the changes in the way they get to and from work, without fear of reprisal for tardiness.

And an important note:  Employees who use public transportation because they have no other option due to a legitimate and documented impairment or disability are legally entitled to a formal accommodation. Among other solutions, this could include an altered work schedule or alternative job site location.  This topic is too lengthy and complicated for in depth coverage here. But if such a situation affects you, check out the ADA (Americans With Disabilities Act) home page or consult with an ADA specialist for more information.

Get home safe!

Also, at this time, allow me to extend my sincerest wishes to all for a Healthy, Happy and Prosperous New Year!

And to learn other tips and information that can help you in your job search or your career, please visit:  hanklondon.com

Tags: , ADA, carpooling, commuting, public transportation, ride sharing

With the Winter Holiday Season upon us, occupying our thoughts, hearts and lives, I wanted to take a moment or two to encourage those who are out of work to keep looking and keep trying!

“But who the heck is hiring, this time of year,” you ask?

Maybe not as many employers are hiring right now as we’d like, but some do wait until the end of the year to see if there is anything left in their budges before trying to fill or create an opening.  Other businesses hire at the end of the year to help them get through the holidays because some of their staff is on vacation leave or it’s a busy season.  And while retail hiring is not what everyone was hoping for this year, many stores are still hiring part-timers for the holidays to handle the rash of last minute shopping, just in case.

But letting up on your search just because it’s holiday time causes you to lose momentum.  Demonstrate perseverance! Keep in mind that for every job seeker who slows down their efforts this time of year, the competition is reduced for the jobs that do open up.  And if there are fewer resumes submitted, yours has a better chance of being seen!

I’d also like to say that although times are lean, you can still have a good holiday!  OK, so you can’t buy all the gifts you’d like, and you don’t have the money to be extravagant.  But if you are frugal, thoughtful and creative, you can share a lot of yourself in an economical and practical way.  Make your own holiday cards and gifts.  Trade or barter your services in exchange for the expertise, products or services of others.  (That’s a good idea any time of year!)  You don’t have to spend a lot to give a lot!

But now is also a good time to count your blessings, surround yourself with those you love and like, the positive people in your life.  Try to really enjoy the simple, basic pleasures of good company, food, music, and laughter.  Fill your heart by doing something simple for someone less fortunate than yourself. As poorly as you might feel about your own circumstances, there are always folks worse off than you!!  Spend some time at a senior center, help feed the homeless, wrap presents for hospitalized kids, sing holiday songs in a choir, make ornaments that can be auctioned off or used by a local charity. The possibilities are endless.

Remember that being around others helps you build a community and support each other.  You don’t have to advertise that you’re out of work – you’re helping others out of the goodness of your heart!  But volunteering can often provide you an unexpected networking opportunity that could lead to a job. You just never know.  So don’t be afraid to tell people about your interests and experience while you’re tying that ribbon, or stirring the soup.  Someone very insightful once said, “Tis better to give than to receive!” Amen to that!!

With all that in mind let me say, May your home and heart be filled with light and laughter, love and joy!  Keep a positive thought and attitude, be grateful for the things that you do have, and share a little of yourself.  Best wishes to you and yours for a Safe, Healthy and Happy Holiday!   This year and always!!!

Tags: , Community, creativity, perseverance, positive attitude

It’s a rare thing to be working alone, solo. While you may have myriad responsibilities that are yours and for which you must take ownership, you will be working with others as part of a team.  And even if you’re self-employed, you may be working for yourself, but maybe not by yourself.  Whether directly or indirectly, we all work with others to get things done.

And since we must work collaboratively to accomplish shared tasks and goals, we’ve got to learn to play nicely with others, be patient and open.  By the time we enter the world of work, we have already established patterns and preferences that dictate how we will perform and interact with co-workers. And because of our individual differences – whether cultural, ethnic, social, educational, or chronological – getting along all the time with the people we work with is sometimes difficult.  After we’ve been in the work force for a while, other patterns and coping methods emerge that determine how effective we are working with other people.

Whether we readily accept it or not, we are dependent on the efforts and accomplishments of others to do our own work.  It doesn’t matter if the only people you work with are the customer service clerk at the local shipping office or copying center, a coworker, or one of your own employees, a bad attitude, a lack of pride or confidence, poor communication, etc., can make everyone’s job more difficult, often unnecessarily, and frequently avoidably.  So, what can you do?

Learn how to ask for what you want and need from co-workers or service personnel by being polite and supportive in your communication with them.  Don’t demand; politely and respectfully request what you need with patience and openness.  The person in the next cubicle may have different priorities or methodologies for completing tasks, and they not be completely in sync with your own.

Demonstrate an attitude of gratitude to all the people you work with, not just your team members.  When someone completes their piece of the work, acknowledge their efforts and express appreciation.  Yes, they are doing what they are being paid to do and what they are expected to do.  But if they didn’t do their share, you’d have to pick up the slack and do it, and you would likely be unhappy about having to take on the extra tasks.  So be thankful for their contributions.  And try to at least be supportive if the work isn’t up to your personal standards. If something needs to be redone, be polite in the request to redo, and respect the effort that was put forth, even if there were mistakes made.  Are you perfect?

Openly acknowledge the contributions of others.  Don’t seek or take credit for someone else’s contributions.

You’ll be amazed at the positive effects on morale and productivity when people feel they are appreciated and their efforts respected.

Remember that you can’t build a business on the efforts of just one person any more than a baseball team can win a pennant race on the arm of just one pitcher.  Space stations aren’t built on the calculations of just one scientist.  And there’s no “I” in the word “team”.

So, go play nice!

To learn about other ways we can work together on your job search or your career, please visit:  hanklondon.com.

Tags: collaboration, positive attitude, teamwork

In meeting with a group of recent and soon-to-be college graduates, I fielded a lot of questions about internships.  Psych, Poli-Sci, Media & Communications majors, among others, shared equal interest in how to find, and get accepted into programs that would provide them a chance to gain experience and exposure to their chosen fields.

Their major concerns were typical and well warranted.  These days, more and more students in many disciplines are staying in school to pursue post-graduate, masters and even doctoral degrees.  Because the economy has noticeably reduced the number of good jobs available to those who have completed four-year programs, there are a lot of recent grads who are having a very tough time finding jobs!  And those staying in school for post-grad curricula are hoping and praying that the economy will improve and that there will be more jobs by the time they receive their advance degrees.  Let’s hope so!

The common assumption among the group was that there would be increased competition for any open (paid and unpaid) internships, as well as traditional employment.  I reminded them that there are always going to be far more applicants for both jobs and internships than there will be open positions, regardless of the economy.

But the increase in grad-school applications hasn’t actually reduced the competition for jobs that may be open or appropriate for new graduates.  And the weakened economy has forced many employers to cut back on their internship programs. Companies that formerly offered respectable stipends to their interns have been forced to lower or eliminate entirely the compensation previously offered.  And perks such as moving and housing expenses, student loan payments, and per diems are also disappearing, making it even harder for interns to consider working for companies outside their own communities. Or worse, forcing students to take jobs in addition to their coursework and internships.  A heavy load indeed!

At the same time, the bar has been raised and the academic requirements have become more stringent, making it more difficult for applicants to even get considered for those remaining open internships.  It’s gotten tougher all around.

So, what’s the best way for grads and soon-to-be grads to find and apply for internships to be filled after graduation?  Some of the most important considerations include:

When: 
Start gathering research for where you’d like to intern before the end of your junior year – certainly before the start of your senior year – so that you know about the application requirements and timetable for application submission.  Not all internships start the summer after graduation.  On-time submission is absolutely critical; your ability to follow instructions and adhere to submission directions and requirements will be fastidiously judged from the get-go!

How:
Network your butt off!  Use the resources of your school’s alumni office to find people and companies that have ties to your chosen field of interest.  Do your best to be professional and respectful of these contacts, of their time and their efforts on your behalf.  Give them reason to help you by addressing your goals, ambition, existing relevant knowledge, coursework and experience.

Thoroughly research the industries and companies that interest you.  Know as much as you possibly can about their products and services, and their management team.  Hands-on product knowledge and experience is also invaluable.  Use the ‘net, your local business library and your school’s library to learn all you can about the major industry players and why you’ve selected one company over another.  The more you know the better!  And if there’s a company where you’d really like to work that doesn’t have an internship program, volunteer to be their first (and maybe only) intern, and help the employer create, legitimize and perpetuate the internship program by generating documentation of the process as you go. You can become an asset to a growing business by showing your willingness to help them help you.

Keep in mind that internships are valuable tools for employers too!  Yes, for many businesses, interns do all the grunt work, often don’t get paid, and are looked down upon by some staff.  But for smart employers, internships benefit their operations, allowing them to identify and observe potential future employees.  When the employer sees fist-hand an intern’s passion, commitment, creativity and effectiveness, there is a stronger potential for a long-term employment opportunity.  In the process the intern gets encouraged and mentored.  Even if they don’t get brought on board, the experience will be an education unto itself!

For more ideas to help you with your job search and career, please visit:  hanklondon.com.

Tags: internships, research

That IS The Question!

Whether ‘tis nobler to exhibit discretion when it comes to sharing your thoughts and experiences via Twitter, Facebook or other online social medium, or to just let it roll out your brain and onto the screens of your network of friends, family, admirers, and complete strangers.  Because once it goes out, there is no taking it back.

Communication via online social network is not private! Too often this basic point is easily forgotten, and something we intended to share only among what we thought was a limited and specific group of people, winds up going viral and onto the computer and smart phone screens of people we do not know.  It is difficult enough to communicate your emotions via the written word to the people you do know, let alone have your words accurately understood by those who do not know you and may not recognize the subtle intent of your irony or humor.

Is it worth looking foolish, ignorant or insensitive?  Is it worth looking unprofessional?

Do you even care how others perceive your online musings?

You should care!!!

And you should exercise at least a modicum of good judgment and prudence before hitting the Send button!

A couple of weeks ago, it came to my attention that a woman – who by coincidence also provides career advice – tweeted about something that happened while she was in the middle of a meeting.

Should she have been doing unrelated tasks like online social networking in the middle of a meeting?

She was twittering about something very personal – that she was going through a miscarriage during that meeting – and couldn’t wait to let everyone know about it.

Why didn’t she excuse herself from the meeting and attend to herself in private, or seek medical assistance, attention or consultation?

Apparently, the woman was not distressed about losing her unborn child; in fact, it was reported she was gleeful about the occurrence.

Whether this woman wanted or did not want her pregnancy to come to term is her personal issue, and her personal choice.  But I do question the complete lack of tastefulness, appropriateness, propriety and professionalism exhibited by her taking the time to send this message during a business meeting.

Certainly this is an extreme example.  Nonetheless it is a good illustration that drives home the point that what you post often reaches people way beyond your inner circle.

Did the woman intend for the Washington Post to pick up on the news of her miscarriage?  It did!

Look!  My comments are not about Twitter, Facebook or any social networking site.  These sites can be used as valuable tools for job search, networking, marketing, promotion and interpersonal communications.

But I am concerned with the disrespect demonstrated by their use during inappropriate times!  It no longer surprises me when I hear that someone has been fired for texting during meetings or during business hours in general!

Yes, the newer smart phones can be great tools for taking notes during meetings, forwarding reminders to oneself, or accessing important documents or information.  But if you are not using your phone for directly related activities, the thing should be turned off, or in silent mode, and stored in your pocket, purse, briefcase or on your belt, not in your hands.  Period!

Texting while in meetings is just plain wrong!  And just because coworkers, supervisors or clients don’t say anything about your doing so, doesn’t mean they haven’t taken notice.  Both the content and the action can come back to bite you in the butt.

So the next time you have the urge to tweet, show some judicious restraint.  Not doing so could save your job and your professional image!

Oh yeah, and PLEASE, no texting while driving either!

For other tips and ways we can help you with your job search and career, please visit:  hanklondon.com.

Tags: distraction, smart phones, texting, Workplace etiquette