Hank London’s Blog

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

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

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

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

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

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

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!!!

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.

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.

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.

Recently I attended a very large, and very crowded free outdoor 3-day music festival in San Francisco’s Golden Gate Park.  Moving between six stages of exceptional talent proved to be an arduous and exhausting experience; that thankfully wouldn’t diminish the inspiration and invigoration fueled by the great music.

But I was thinking that it might have been easier to enjoy the whole experience if I could have levitated my way around the park, hovering over the crowd to achieve a personalized perspective for viewing the performers I wanted to see.  In doing so I’d be able to avoid the ground rush that made getting from stage to stage and act to act such a pain.

Ultimately, isn’t that what job seekers want too, to rise above the crowd?  Wanting to be recognized above other competing candidates is what every job seeker and career-advancer strives to achieve.  And with the high volume of competing candidates, getting recognized is even harder to do.

Part of the problem is that every job opening is drawing a high volume of respondents! This of course increases the likelihood that there will also be a larger number of equally, or better qualified candidates than yourself.  (And a larger number of unqualified candidates too!)

Keep in mind that employers typically need to find only about five viable candidates - people whose qualifications actually appear to match the job description/announcement - to start the interview process.  If the employer finds those five other contenders before they find you, the probability of your receiving a response and interview will drop dramatically.

How can you become a candidate that stands above the rest of the crowd?

1.  Network like crazy!  Tell everyone you know - using email, phone, online social network, face-to-face contact, or old fashioned letter writing – that you are looking for a job.  Be as specific as possible.  If you’ve already identified a particular company where you’d really like to work, find out as much as you can about the people who do the hiring, and who are the department heads where you’d like to work!  Find out what events they attend, where they hang out, etc.

2.  Make sure your resume, cover letter and all written communication is succinct and accurate. Be able to back up any claims (see previous blog post), provide certificates, proof of training, and qualitative statements of your most effective accomplishments that most closely match the needs of the employer.

3.  Describe specifically how you will satisfy particular issues faced by the company.  Your research and networking should reveal particulars to address.  Provide concise details of your professional experiences that are as closely matched to the needs of the employer as possible.

4.  Demonstrate your interest.  Follow up on your resume/cover letter submission with a phone call and let the employer know about your passion for the position and the industry.  Briefly convey your absolute strongest, most relevant attribute that will get the employer’s attention and pique their interest.

5.  Provide a variety of perspectives.  In the signature line of your letter, include links to professional articles, white papers, and blogs you’ve written or online profiles and recommendations that emphasize your relevant strengths and experience.

6.  Are you a thought leader? Are you ahead of the curve on industry trends, tech knowledge, or the development of a specialized or new type of product?  If you are, make certain your provide the employer indication and evidence of your contributions.

Depending on your industry or specialty, there may be other ways for you to stand above the competition and help employers recognize the positive impact you can have on their company.  Talk to your most trusted advisers and brainstorm about your strengths and experiences and how to make you resume float above the crowd.

To learn about other ways we can help you with your career, please visit:  hanklondon.com.

Watch for details on Hank London’s new E-Books, available soon.

Opinions about what belongs in a good resume are a little like belly buttons – everybody’s got one!  Myself included.  Career development specialists, employers, human resource professionals, corporate recruiters and head-hunters, hiring managers, department heads, and every successful job seeker, all believe they know the secrets that go into creating resumes that get results.  And many of us are right, and have had success crafting documents that get the readers (read: hiring authorities) attention.

Many of the professionals’ ideas about resume creation have a number of things in common.  The most important being:

• Start with a clear goal, an Objective that is supported by the rest of document.
• Present your information in a clear, concise, and consistent format that is easy to read and easy to understand.
• Clearly express what you have done, and how you have accomplished the things you do.
• Be able to substantiate your claims.

But for some job seekers, listing and verifying their skills is a struggle.  A young man who had recently returned to the US after living in Spain for 3 years, asked me for help with his resume. His work history - before and including his overseas adventures - had been pretty diverse; he taught Spanish and English, worked construction, did some modeling and acting, and now wanted to be a translator.

Though he was able to show a near continuous work history, his varied activities had little apparent relation to one another.  Complicating matters further, the resume he sent me contained not one shred of descriptive language that indicated any specifics of what he did or how he did it on any particular job.

When I explained to him the need to provide specifics about his accomplishments and how he performed his tasks, he indignantly told me, “That’s not how they do it in Spain!”

Being personally unaware if human resources professionals in Spain were mind readers, telepaths and totally intuitive, I simply reminded the young man that he wasn’t presently looking for work in Spain, and that if he ever hoped to find work in this country, he needed to include some particulars in his document.  So we started generating the language and statements that could accurately describe his skills, and how they might relate to translation work.  But something was still missing!

Confident in his abilities to speak, read and write in both English and Spanish, and having done casual translation on his construction jobs, he had never provided formal translation services for anyone who could verify his proficiency.  His bilingual upbringing aided his fluency; luckily his teaching of English and Spanish while in Spain did not require any certification.  Regrettably, he didn’t maintain contact with anyone in Spain like supervisors or principals who could formally substantiate his skills. And he never pursued the documentation because he didn’t think he would need confirmation of his “natural” abilities to do his chosen work in the US.

His lack of substantiation was truly going to be a problem in any kind of formal work situation.  If he had wanted to continue working in construction, his bilingual fluency would have been an unquestioned asset, but in an office environment, the lack of verification was going to create an uphill struggle he didn’t want to face.

So, without the appropriate documentation, what could he do to gain the credibility he needed for success?  I thought he would benefit from getting certified as a translator.  And thankfully there were a few relatively short-term options he could pursue to acquire the proof he needed.

One option was through a local community college that would provide proficiency examinations and an appropriate credential.  There were also formal language schools that offered testing and verification of his skills.  And, if he has any desire to work in the medical field, many hospitals or their management companies provide the needed testing and certification because of their in-house need for translators to aid communication between doctors, patients and their families.

Choices and options are always a good thing!  Within a few fast months, our intrepid job seeker can have a current credential to document his primary proficiency, and a key statement for inclusion on his resume.   On any resume, showing relevancy of your experience is only part of the story.  You must be able to substantiate your claims, and that proof may only be a few months away.

To learn about other ways we can help you with your job search, please visit:  hanklondon.com.

Watch for details on Hank London’s new E-Books, available soon.

Throughout the country, state-provided resources for job seekers are drying up.  Staff shortages, mandatory layoffs and furlough days that close facilities all impact the employment offices’ ability to provide comprehensive one-on-one services.  It wasn’t that long ago that if you were out of work, you could have gone to your local unemployment office, talked to a counselor and received help in your job search.  The likelihood of that happening again is pretty remote.

Obviously, employment offices are overcrowded and staffs overworked because of the huge numbers of people filing claims and looking for work.  The unemployment rate across the country is still very high.  (Let’s not forget that the “official” numbers reflect only those who were eligible for unemployment benefits, and do not include the hundreds of thousands out-of-work who have never filed a claim, or whose benefits ran out a long time ago and who are still not working.)  And while in many states an application for unemployment benefits can be filed online 24/7, the high volume of out-of-work people combined with tightened state budgets will continue to impact the unemployment office’s ability to provide comprehensive and timely services.

So if trained staff are not available to help you in your job search, is the local (un)employment office a viable place to look for your next job?

In many communities, job clubs have been a staple for job-seeking professionals who want to network, reinforce old skills, learn new skills, and gain access to the latest employment announcements.  These job clubs are frequently operated by volunteers who work under the supervision of the local employment development office effectively providing a forum for people to help each other in their quest to find gainful employment. The quality of services and information can of course vary greatly from one club to another, but a motivated group can be very effective at providing a dynamic and viable community resource.

Sometimes these job clubs are set up through community groups independent of the employment office, but the goal remains the same: to create a space to encourage the unemployed or underemployed to meet other job seekers, share job leads and hiring trends, and provide encouragement and support.  Whether part of a state’s employment programs or independent, many clubs provide job seekers with access to computers for viewing online job boards, help in writing their cover letters and resumes, even learning new software.  Some clubs even provide workshops on interviewing, or training in hard and soft skill areas that might need reinforcement, and others are able to present guest speakers from local businesses or other presenters who can enlighten and encourage.

Job clubs are an important resource – wherever they are located – but they can also be too much of a distraction.  Because these clubs’ functionality is dependent on the dedication and hard work of volunteers, some people with too much time on their hands get so involved in helping out that they forget why they joined in the first place – to look for work.  Many clubs have policies that encourage members to put in a minimum weekly time commitment for access to services.  As it should be!  Exceeding that minimum is often easy if you feel you have a lot to contribute that will better the lives of other member job seekers.  Just remember that your focus should remain your own job search.

It is wonderful if you have the time, skills and knowledge to share!  Yes, you should share what you know so that others can benefit!  BUT it’s also important to use your time and participation to move your own job search and career development forward.

A job club can be just the answer you’re looking for to provide resources and encouragement that you might not find anywhere else.  Check with your local employment development office or library to find a job club near you.  Find out about the programs they offer, and learn how your participation can help others, and help you in your job search.
To learn ways we can help you with your job search, or hiring issues, please visit:  hanklondon.com.

Here it is Labor Day!  This is the day we honor and celebrate the hard working factory people of yesteryear, who fought and struggled for fair wages and hours.  The growth of factory work during the Industrial Revolution paved the way for many of the rights and privileges workers of all stripes receive today.  Competitive salaries, regular schedules, lunch breaks, and eventually benefits, all had their roots in the factories of the 19th Century.

Today, many workers are pushing for an even shorter workweek and fewer hours (and hope to get the same compensation!).  Yet, ironically because of the current economic climate too many people are being forced into fewer hours, having to take mandatory furloughs and lower pay and benefits.  Making matters worse are increases to taxes and health care costs that further reduce the earnings that hard working people get to actually take home.  And, there are still far too many people out of work.

Over this past weekend I spent time talking to a number of people, many of whom are actually working on Labor Day.  And we talked about the diversity of people who would report for work on the day designated to honor the worker.  Yes, there were the retail folks who had to be part of their companies sales force for the holiday that for many marks the end of summer, but unlike days gone by, many will not receive overtime or escalated holiday pay scales for working this day.  There were a few laborers who would be pounding hammers today, several hundred who are working on trying to get the Oakland Bay Bridge open in time for Tuesday’s commute.  And there are others – not necessarily all blue collar laborers - who would be working today, including broadcast personnel, writers, police, firefighters, medical professionals, etc, all of whom will be putting in their full day’s work, instead of barbequing, hanging out in the park with the family or just sleeping in.

But for the many who are not employed, Labor Day is just another day.  Hopefully today is a day where some effort is being put into finding work or other creative endeavor that generates hope and promise of a fulfilling income.  But for many it will be a day of frustration, going through job listings, sending out resumes, feeling unrecognized, afraid of not being able to put food on the table or being unable to provide for themselves or their loved ones.

I hope that this year, Labor Day will be one of thought and creativity, where leaders from all kinds of industries and businesses will spend a few minutes thinking about how to create jobs.  Maybe it’s too late for there to be any kind of formal Labor Day “think tank” endeavor where thought leaders collectively meet and exchange ideas.  But it isn’t too late for anyone in a position to hire to think about not only how to retain workers, but ways to employ more people.

Hopefully, with a lot of effort, at this time next year, Labor Day will begin to reflect new growth and opportunities for employees to celebrate new jobs and new industries that help workers build lives for themselves and their families.  Wouldn’t it be nice if Labor Day also reflected a renewed hope in the growth of the economy and our nation, where new opportunities existed for blue and white collar workers alike, and the promise of a better future was feasible and within our grasp?  Let’s hope those in a position to make this happen take the idea seriously.

Enjoy your holiday!

To learn ways we can help you with your job search, or hiring issues, please visit:  hanklondon.com.

You’re out of work, spending a lot of time in front of the computer looking for job leads.  You go to networking and chamber of commerce events, attend job fairs, and try to be where you meet potential employers.  But this has been going on too long and its getting old fast!  And though you’ve gone on a few interviews, you’re burning out from the stress of the search, and it’s starting to take its toll.

Maybe it’s time to back off a bit from thinking about yourself and your job search, and finding something else to do with your time. Have you considered doing something that would benefit others more than it would appear to benefit yourself?  Have you thought about volunteering?

Think about this:

• A woman who contributes her time at a science museum learns that a new data entry project is starting up and there will be paid positions.  Though she had no formal experience doing data entry, she had already received formal training on how to use the software, and volunteered to help get the data entry team started and to prove that she had the skills.  In doing so, the department manager recognized her ability to accurately do the work and a job offer was made.  She’s been on staff in the finance department of the same museum for over 5 years.

Here’s another example:

• The mother of an elementary school child - a freelance bookkeeper with a dwindling client list - wanted to see first-hand the kind of education her son was receiving, so she volunteered at her son’s school.  Working in the school’s administrative office, she helped with a wide variety of tasks, including the tracking of expenses.  In the spring toward the end of the school year, she was contacted by a district supervisor about the departure of the district’s bookkeeper, and was invited to apply for the job.  Being already known by the supervisors and principals of the schools made applying and getting hired a quick and painless process.  She’s been with the school system for 3 years.

And one more:

• After an accident sidelined him from work for a couple of years due to surgeries and physical rehabilitation, a former computer tech with a passion for audio and video gear volunteered at a community center.  While there he regularly set up sound systems and projectors for events and presentations and got to meet with distributors to arrange for equipment loans and technical details.  One day a distributor for a major manufacturer recognized the passion the man had for the gear and its applications and suggested he come to work for the electronics company.  After a meeting with the distributor’s boss, the man was hired as a regional marketing and training supervisor.  He’s been with the electronics company for over 7 years.

These three, and thousands like them, found meaningful work that was a direct result of a volunteering experience.  People were met, skills were revealed and experiences were shared.  I’m not implying these people would not have found success without volunteering, but the fact remains that they found new work situations by giving of themselves and their time for the benefit of others!

At the very least, volunteering can take you away from the tedium of your job search and provide an opportunity to make a contribution to the lives of others, and there is nothing small about that!   But volunteering can also present you with the networking opportunities and introductions to people and experiences that can advance your job search into a paid work situation.

There are countless schools, religious groups, nonprofits, community based organizations like food programs and shelters, disease support organizations, hospices and hospitals, and so many more that can benefit from the skills you already have.  They can also provide the opportunity for you to learn new skills or improve on skills you don’t use frequently.

To find locations where you can put your skills and heart to work to help others, go to favorite search engine and enter the word “volunteering”, to find a list of groups that can match you, your interests and strengths to where they can be put to good use.

On the road to your next gig, take the route marked Volunteerism.  It’s the right road, even if you already have a good job!

To learn about other ways we can help you with your job search, please visit:  hanklondon.com.

I’m a firm believer in quality customer service!  I believe that in order for any business to build its brand, retain its existing customers and find new ones, it must be responsive to what the customer says about them and asks of them.

This does not mean that a business must take action to every comment or complaint made by a customer – the customer is not always right – but a business must at the very least present the impression that they are being responsive and taking seriously the concerns of the customer.

Clearly, no business can take action on every comment or concern.  But there is certainly a lot that a business can learn when they pay attention to what is being said by their customers. This is also true for comments made by business partners, suppliers, vendors, distributors, retailers, and in-house staff.

Developing this responsiveness requires active listening skills (and other tools for candid and detailed information gathering), but unfortunately in too many businesses the skill is terribly underdeveloped and underutilized.

For example:  If you regularly shop at a particular supermarket, and something you regularly buy is not on the shelves when you go to buy it, you should go to the store manager and ask why this item is not in stock.  Even if it is not store policy for the check-out clerks to ask, “Did you find everything you were looking for?”, it makes sense that if you don’t find what you’re looking for on the shelf, either that clerk or her manager should take a report about the absent product!  The store should offer to find out why the item is not in stock, and actually report back to you if they will be getting more or if they will no longer be carrying that item.  Don’t you deserve to know?  If the clerk or manager doesn’t take a moment to write down your request, there is no way the ordering or receiving department can ask the distributor why the item isn’t getting on the shelves.

The same goes for any other kind of customer service issue, whether in person at a brick and mortar retailer, or with an online seller.  At the very least, the seller must provide the perspective and perception that they care about their customers’ concerns and that they will be responsive. Though we’d like that responsiveness to be more prevalent, rarely will you actually get the action you seek.  But if you don’t say something, if you don’t communicate your concerns, then nothing is accomplished, and the customer service experience will not improve.

Can the same be said about employers?   If an employee takes the time to tell a supervisor that something can be improved, or something isn’t going the way it should, it behooves the employer to not just listen to the comments, but to take notes and investigate.  And then, if appropriate, the employer can decide whether to take action or not.

But when employers do not provide the impression that they care about the input of their staff, morale is severely damaged. This not only affects the individual employee that brought the issue to the fore, but to others in her department with whom he may have spoken.  Usually, when one person brings up an issue, chances are good that she isn’t the only one feeling that something needs to be changed.  Not everyone is comfortable speaking up and offering suggestions or complaints, but that doesn’t negate that the feelings are there.  And if the employees believe their comments and interests on the job are not being responded to, it tends to lead to unhappy and disloyal workers.

These days, it is am employer’s market; employers can afford to be very choosy about who they hire because of the huge volume of available talent.  But in spite the availability of candidates, employers cannot become cavalier about employee input.  Employers must demonstrate respect and appreciation for what their minions do to make improvements and create better workplaces.  Even if it only means the employer is merely providing the perception they are listening – even if action isn’t warranted - the effect on employee morale can’t be underestimated.  Employers must act like they give a damn, not just about their bottom line but about their most valuable asset, their employees.

To learn about other ways we can help your business improve morale, please visit:  hanklondon.com.

One of the questions I frequently get asked is:  Do I really need to send a Thank You note after an interview?

The Thank You letter has almost disappeared as a message of appreciation in today’s fast paced age of computers, email, and online social networking.  But communicating your gratitude is no less important today than it was in Victorian times.  In days gone by, you wouldn’t think of accepting a gift, attending a dinner or being someone’s guest without sending a hand-written Thank You note.

A heartfelt Thank You note remains equally important in both social and business situations to convey one’s appreciation for another’s time and effort.  When you show your appreciation to someone for the courtesies they have shown, they are more inclined to include you, invite you back, share their time with you and help you.

In job search, sending a Thank You letter conveys not only your appreciation for the time an employer or HR person put in to interviewing you, but it also shows your respect for their efforts to learn about you, showing you around, and considering you for the position among all the other applicants, most of whom will not be interviewed.

And it’s not a matter of whether an interviewer actually expects a written Thank You, but the psychological effect it has in demonstrating your respect of them, particularly if you really want the job.

Ok, so in addition to showing respect to your interviewer, what other reasons are there for sending a Thank You?

•     It sends a positive message to the employer.
•     It provides you an additional opportunity to help the interviewers’ remember you.
•     It gives you another chance to reinforce the qualities and strengths you bring to the job.
•     It offers you the chance to bring up anything you may have left out of your interview.
•     It strengthens the relationship you are building with new networking contacts.
•     It’s the right thing to do!

But Hank, does the Thank You actually have to be handwritten?

A longhand note is certainly more personable, but if your handwriting is less than legible, one prepared on your computer and hand signed is also acceptable.

Can I send my Thank You note by email?

Although many people are sending Thank You notes by email, nothing replaces the visual and psychological impact of opening a personally addressed envelope, so write or print out your note, address an envelope stamp it, and put it in the mail.

How soon should I send my Thank You note?

Write your note as soon as you get home from your interview while the content is fresh in your mind.  This gives you the chance to reinforce something of importance or mention something you didn’t get the chance to say in your interview. If possible, mail your Thank You note the same day or the very next day.  If you take too long to mail it, you could be lost and forgotten among the other candidates seen by the time your note actually arrives.

I was interviewed by more than one person; should I send each a separate Thank You note?

Yes.  They can be similar, but should not be the same.  Individualize the content as best you can so that each interviewer feels like you took the time to personally address them and what they contributed to your interview.

I’ve been interviewed multiple times for the same position?   Do I keep sending Thank You notes?

Yes.  It couldn’t hurt!  Again, individualize each note.  If you are interviewed by the same person more than once, send a second note, but keep it brief and specific to the second encounter.

What should my Thank You note include?

The first paragraph should thank the interviewer for their time; second paragraph should reference something specific that was said, particularly emphasizing a strength that you bring to the position; and the third paragraph should mention that you have something important to contribute to their company, how you will follow up and that you look forward to speaking with them again soon.

Consider this: If an employer interviews two final-round candidates for the same position who have comparable skills, backgrounds, educations, work histories and references, one sends a Thank You, and the other does not.  95% of the time the person who sends the Thank You note will get the job.

So, should you send a Thank You note after an interview?  Emphatically, I say: YES!

To learn more about other tips and tools, please visit:  hanklondon.com.

Thank You!

On a New York commuter train last week the two strangers sitting across from me became engaged in a career discussion.  The gentleman, casually dressed, older, appeared close to retirement age; the woman also casually dressed, appeared to be in her early 30’s.

It was just simple commuter banter – small talk.  The man was asking the woman a lot of questions about what she did for work (esthetician – makeup & hair); how she got her job (a placement specialist at the career college where she got her training); and how long she had been on the job (just a few months – a recent graduate).  He then asked why she got into this particular field (because she could no longer tolerate doing retail sales and wanted a different kind of job.

The gentleman monopolized the conversation somewhat by asking specific questions of her.  He seemed interested enough in her development to continually offer suggestions and advice of how she could grow her career.  The woman – not asking any questions of her own - seemed content to listen and accept the information being offered by the man without any indication of his qualifications to provide relevant career advice.

After telling her that she should try to find clients independent of the salon where she worked; that she should try to build relationships with film, tv, and video production companies; and try to hook up with high-end day spas and other venues of pampering, she finally got around to asking the guy what he did for a living.

There was a blatantly surprised look on her face when the man said he was a security guard at a nightclub, and had been performing this kind of work for over 30 years.  He said he had worked corporate security for a while but preferred working in clubs for their mostly casual environments, and because the people were more interesting and diverse.

But how did this qualify him to give her career advice?

I was quiet until this point, but ready to interject into their conversation to ask the man how he knew so much about her field.  Luckily, she beat me to the punch and she finally asked him how he knew so much about her line of work.

He said he had been married twice and both of his ex wives had been estheticians!  He told his commuter companion that his first wife had been working for a small salon with an elite clientele.  He said one of the salon’s patrons was an actress who lured away his wife to do her hair and makeup for a particular movie and then asked his wife to become her personal hairdresser/makeup artist, and to relocate to the left coast. His wife never looked back.  He went on to say that his second wife gave up a long-term position helping seniors do their hair and makeup, to work with a younger population and got a job at a high-end boutique spa and started earning beaucoup bucks and left him for the spa owner.

Never mind the soap opera details of why the man’s wives left him … he did have a legitimate perspective on his seatmate’s career choice.  And while he wasn’t a career counselor or job search specialist, he did offer her reasonably accurate information and advice.  Of course, if the woman had thoroughly researched her career choice, she may have already recognized the options offered by the gentleman.  She also likely got similar information from her school’s placement specialist!

When the man asked a lot of detailed personal questions, she could have been turned off by her seatmate’s noseyness.  But instead, she chose to become engaged in a conversation.  By being open she was able to receive reasonably accurate and  useful information that could potentially aid her career and choices down the road.  It just goes to show, ya just never know!

To learn about other tips and tools, please visit:  hanklondon.com.

Increasingly employers frown on fraternization between coworkers, and include specific references and the consequences to such behavior in their employee manuals.  More and more employers just don’t want to deal with the potential sexual harassment issues that can erupt when relationships between coworkers don’t work out.

Despite the good intentions of employees, sometimes what starts out innocently can become a tangled web of accusations, denials, bad feelings, disruptive behavior, and lawsuits. The Hollywood image of the office romance is ostensibly a thing of the past.  So more and more employee manuals state that dating between coworkers is not acceptable.

Sure, two employees from the same firm can take their chances and pursue a relationship outside the office, and risk being found out.  Even when the employees work in different departments or on different floors in the same company, the potential for discovery may add an air of mystery to the relationship, but could land one or both parties out of a job.

Some managers may tolerate coworker dating, taking a blind-eye to the situation when they find out.  But ignoring the rules, and these circumstances, has backfired on more than a few managers and employees.  If the relationship sours, it opens up the company and individual managers to assertions of tolerating – even condoning - inappropriate behavior.  I knew a couple that worked for a large corporation with a “no coworker dating” policy that pursued a relationship.  Their general manager knew of their dating but said and did nothing. The relationship continued to grow, the couple got married, and upon returning from their honeymoon, they were both fired, and so was their manager.

Because we spend a third or more of our daily life working, meeting a potential partner outside the office can be quite difficult, and time consuming, especially if you’re not into the bar or club scene, or don’t want to use internet matching services or classifieds.  For others, going to singles events through churches, synagogues or community centers can also be uncomfortable.  That leaves the workplace perceived as a viable option for finding companionship.

In the workplace, you could meet someone with whom you share common interests and goals.  And getting to know someone through close-knit same-employment circles can allow you to determine over time if someone of interest is compatible with you.  At work you’ll witness the person’s behavior, communication styles, how they handle stress, learn their likes and dislikes.  Simple casual office banter and daily contact can frequently reveal tastes and interests in culture, music, clothing, etc, that potentially fuel one’s interest in another.

I’m not saying you should or shouldn’t date your coworkers.  I am saying that if you do pursue an office romance, be careful!  Be aware of your company’s policy on coworker dating, and no matter what the company’s policy, be discreet.  Minimize in-office public displays of affection and other distracting behavior; don’t discuss your interest in dating a coworker with your office mates, and don’t malign the former object of your affection if the relationship doesn’t work out!

At work, you may feel the urge to merge, just avoid being tactless and disrespectful. Or you could wind up without a date, and without a job!

To learn other tips about how to stay successfully employed, please visit:  hanklondon.com.

“Have Gun - Will Travel reads the card of man.”  So went the lines of the theme song (and title) to the popular western starring Richard Boone as Paladin, a soldier of fortune and gun for hire that ran on CBS from 1957 through 1963.  Here was a guy who liberally passed out business cards in the late 1800’s!  The business card was an indispensable promotional tool, even way back then!   And there is evidence of them being used as early as the mid 1700’s!

So why was it that on a recent visit to the wine country of Northern California, a prominent tour guide was chatting up a gallery owner, a restaurateur, and his own customers without a business card to lend credibility and aid memorability?  Here was an independent service provider in the process of networking, trying to explain to potential business associates who he was and what he could do for them, without anything to present that would have helped these potential business “partners” remember him and find him.

When I asked the tour guide why he didn’t have cards to present, he said he had cards but wasn’t carrying them, and that he really didn’t like them.  It wasn’t that he didn’t like using business cards, he just didn’t like the cards he had printed.  And, having new cards designed seemed like too much of a bother!  So on this day, and probably most others when he was out showing people around, he would receive requests for business cards and not be carrying any to provide the identification and retention customers and business contacts expect.

Yes, today business people can enter information into smart phones and personal information managers (PIM’s) with relative ease. But these electronic devices detract from the personal connection being made from the passing of a business card from one hand to another.  Interrupting the flow of conversation so you can enter information into your phone inhibits establishing a personal connection that takes place when you pass out your card.  Even if your phone is itself a conversation piece, it takes quite a few seconds to have someone recite their name and contact info while you enter it into a phone or PIM, and those few seconds distract your conversation and communication.

As smart as some of these gadgets are, some don’t allow – or their owners don’t use – the categorization tools that make finding a contact’s information quick and easy.  A prospective client or customer may remember that you are a tour guide, but if they can’t remember your name, they’ll have a very hard time finding you when they need you.  But when they associate you with your card, they have multiple visual cues to help them recall who you are and what you do.  Numbers scrolling by in a phone do not have that same level of impact.

Presenting your card is the first step in helping others learn and retain information about you.  When handing your card to another, you can indicate your preference for how they can best reach you, or set an appointment time, and even note that on the back of the card.  You can also supplement your basic contact info with additional details about your services or products, office hours, etc.

Whether your card is a simple design with basic contact details, or an elaborate graphic display printed on both sides with a fold, make certain that the card is appropriate to represent what you do.  Choose readable fonts and type styles. Present your card with a smile on your face and indicate you welcome the opportunity to follow up and maintain a long-term business relationship.

Whether you’re looking for a job or working for yourself, keep a small stack of cards with you at all times, and pass them out liberally.   Business Cards are a valuable tool that has stood the test of time!  Have Card – Will Travel!

To learn about other ways we can help you promote yourself for work or business, please visit:  hanklondon.com.