Showing posts with label redundancy. Show all posts
Showing posts with label redundancy. Show all posts

The secret to HR success on social media



By Neil Patrick

I spend far too much time highlighting and criticizing the poor treatment of people by businesses and organisations. So for a change I am delighted today to present proof of how actually caring about people delivers the sort of profile and positive attitudes that most marketing and HR teams would kill for.

It's nothing fancy. It's not done by a big and clever marketing company. SYLKA Carpets, in Chelmsford is a 3 year old company making carpets for hotels and large houses.

Right now on LinkedIn, Sylka Carpets are getting HUGE profile simply because they cared enough to give a guy called Frank a job:



This post on Linkedin has received over 16,000 likes and over 1,000 comments every one of which (okay I haven't checked every one, but I'm confident this is so) is praising SYLKA Carpets for doing something decent to help someone out when they lost their job.

You simply cannot buy or make this sort of social media success. Not unless you are willing to behave in a decent way towards people. And next time I am talking to someone about HR and social media, this example of truly best practice will serve me well I think.

Thank you SYLKA Carpets. And good luck Frank!


Why we should all be concerned about banking job losses


By Neil Patrick

News reached me this morning that RBS is to make 20,000 (about 20%) of its staff redundant in the next few years. These job cuts will take RBS staff numbers to their lowest level in more than a decade.

RBS is expected to exit its Connecticut-based US investment banking business, as well as shutting down large parts of its Asian investment bank.



 Ross McEwan, Chief Executive of RBS. Photograph: Ian Macaulay/PA


If you are not familiar with RBS, in brief, these job losses and business closures will likely see RBS staff numbers, which stood at 161,000 at the time of its £46bn government bailout in 2008, fall to below 100,000 for the first time since the bank’s 2000 takeover of larger rival NatWest.

Since the bailout, the RBS share price has been languishing in the doldrums:




So what?

You may not care about bankers losing their jobs. You might even think it’s the very least they deserve.

I spent almost 20 years in banking and finance and left it for good in 2004. I cannot claim any great moralistic reasons for this choice or even foresight about the tsunami which was headed towards the sector. No, I was just a bit bored and wanted to do other things. But I have retained an interest in the sector and watched its grisly agonies like a train wreck.

So I feel I have a unique perspective. First inside experience of how banks operate and stage manage their communications and second a degree of detachment which makes me neither sympathetic nor an outright bank hater.

Why this news is significant

The public reaction to this news was even more interesting than the news itself. People’s reactions are shaped by their political and social beliefs more than anything else it seems.

Those of a socialist persuasion see this as some kind of moral victory, but also suspect that these redundancies will be softened with generous exit packages. Those of a more capitalist orientation see it as share price manipulation and the share price did tick up a few points on this news granted. Those who are inclined to a conspiracy view of the world see this news as evidence of yet more government and big business bosses in collusion for their own ends.

I subscribe to none of this positions, though I can see some truth in all of them. What I am really interested in though is what this tells us about the future of work in general.

This is yet more evidence of how technology will continue to destroy jobs for everyone

Buried behind the headlines was this comment:

Project Cook, the internal codename for the plans, will deliver cost cuts which are intended to help fund increased investment on vital IT systems after a series of embarrassing glitches caused millions of the bank’s customers to lose access to their money.

Ross McEwan, CEO, is understood to believe that only increased automation will allow the bank to compete with rivals such as Barclays and Santander UK, which have spent billions of pounds building state-of-the-art computer platforms to offer customers better online and mobile banking services.


This is how the banks frame their statements for public consumption. These headcount cuts are presented as being an investment to enable them to deliver better customer services through more and better IT.

The job cuts are explained as being necessary so that customers and investors can both benefit. Regulators will be happier too as these changes will improve the bank’s capital ratios.

These things may all be at least partially true. But they don’t matter. What matters is that thousands of high paying jobs will be lost and replaced with a combination of technology and lower cost labour. And because similar trends are developing within the rest of the sector and businesses as whole, many within this massive exodus of workers will find nowhere to be rehired.

This accelerated contraction of the banking sector jobs means these people will soon be looking for jobs outside the sector. Which may well mean they’ll be after your next job.

This is why this isn’t good news for anyone.


How to recover from job loss when you're over 50


By Neil Patrick

Almost everything the baby boomers learned about how to get a job when we were younger is now redundant.

There’s a secret army of people who have fallen off the radar for government help with unemployment. It’s the over 50’s. If you are a specialist skilled worker over 50, the support available is really scant.

For older workers who lose their jobs, the statistics are truly horrific. Though the unemployment rate for people over 55 is just 5.1%, according to the Bureau of Labor Statistics, compared to the overall rate of 7.3%, when older workers lose their jobs they are out of work for a long time, according to the AARP Public Policy Institute.

In August 2013, 47% of job seekers over 55 had been looking for 27 weeks or more. According to the Institute, on average, unemployed people over 55 have been jobless for nearly a year: 50 weeks, versus 34 weeks for those under 55.

Until now, Western governments have never had to address the problem of highly educated professional people being unemployed. In the past it was always semi-skilled and unskilled workers who would find themselves without work, if an employer or industry sector went through hard times.

And so government support agencies were set up to provide help for workers of this type. They developed simple programmes to support people like this. Help with writing their resumes. Advice on how to seek out potential employers. Help with interview tips.

These sorts of programmes were reasonably effective too because unskilled and semi-skilled labour is highly transferable – for example if you are a truck driver, you can work for a mining company, or a grocery delivery business or a healthcare provider.

So the unemployed of previous recessions were manageable by and large.

Fast forward to today. The economic crisis hasn’t just affected semi-skilled and unskilled workers, it has hit hard into the skilled professional classes too. This is a whole different problem. And because compared to the young unemployed, the 'grey' unemployed are less numerous and less likely to cause trouble, they remain a low priority for government help.

Let’s say you used to be a mortgage credit risk analyst. You probably had more job opportunities between the late 1990’s and the 2008 crash than you’d ever have thought possible. Mortgage lending was through the roof as banks and borrowers got drunk on the crazy credit boom merry-go-round. And the job market reflected this situation.

Then we had the financial collapse of 2008. Almost overnight, the lending stopped. And even now, more than five years later, banks are still lending nowhere near the amounts they were before the crash. No-one wants to hire a credit risk analyst.

An old colleague of mine was a seriously clever mathematical guy, who had spent 20 years of his career becoming an expert in the development of credit risk scorecards. In 2008, he lost his job with many others in the lending industry. And he’s been unemployed ever since.

Government help is virtually non-existent for the highly skilled professional who’s become unemployed, especially if they are over 50.

But it doesn’t have to be like this. You’re smart and you have a good mind. So use it!

Yes the job that you used to have may be gone forever. Your industry may be in meltdown. You may feel that you’ll never get back the career you once had.


These things may all be true. But it’s not the end, if you take on board some simple alternative truths.

The first fact to take on board is that almost everything we learned about how to get a job when we were younger is now redundant. We have to completely recalibrate how we think about our jobs and our futures.

And you can do it. Here’s the good news:

1. Do not define yourself by what you used to do

Instead think of all the skills and competencies you acquired in your decades of work. Think broadly about these. You might for example be a really great at organisation, leading teams, researching, writing reports, complicated mathematical evaluations. Forget the application of these skills and isolate them as part of your personal asset value.

Being really clear about this personal asset value is the foundation of your next career step.

2. Create your strategy before you start the search

Do not rush into sending your resume off and asking people if they know about a job opening. Instead, in the weeks and first few months after losing your job, you should start the re-evaluation process. Think of it as an opportunity rather than a problem. You suddenly have the chance to become who you always wanted to be, instead of the person your old job defined you as.

By all means have discussions within your network about what they are doing, but remember you are looking for a problem you can help solve, not necessarily a job someone wants to fill.

3. Get focussed and forensic in your search

Don’t hunker down behind your computer. Do not spend hours hunting jobs boards for possible job vacancies. Do not mass mail or email your resume to every opening you think looks like a possibility. You only need one job. Instead of the splatter gun approach, sit down do your homework and focus on your targets like a sniper.

If you combine this forensic approach with extensive networking and intelligence gathering, you’ll uncover pathways into what is called the hidden jobs market. These are the jobs that are never advertised. And some estimates suggest that this is now as high as 80% of all skilled hirings.

4. Tap into the real intel

Get out and network with all your old contacts. Read the local business press to see what problems businesses are having that you might be able to help them solve. This is where you’ll discover real opportunities.

5. Get your networking amplifiers working for you

This where to invest your time online. Sharpen up your LinkedIn profile. Increase your connections – not because they will necessarily have a job for you, but because as LinkedIn sees you are more active on the site, it will improve your search ranking. So when a recruiter does a search for your skill set in your location, you’ll be higher on the returns and they’ll find you.

6. Use social media to help

As I’ve written about here, and in many other posts on this blog, there are a ton of ways you can use social media to help you with your job search. Again the secret is to be smart and to have a strategy.

Having a blog is really powerful too. And if you do this, you’ll destroy at a single stroke the idea that many employers have that older workers are just not up to speed with today’s technologies. See my post about this here


And finally remember this. The economy isn't going to improve dramatically anytime soon. There’s not going to be a sudden surge of new jobs coming over the horizon. The number of people going after each job is only going to increase. And we cannot rely on the government to help us.

The way you will win isn't by getting lucky. It’s because you will make sure you are a better hunter and a perceived as a better candidate than the competition. Fortunately that’s not too hard, if you hunt smarter not harder.




Baby boomers fueling wave of entrepreneurship


By Matt Sedensky

In a mix of boomer individualism and economic necessity, older Americans have fueled a wave of entrepreneurship. The result is a slew of enterprises such as Crash Boom Bam, the vintage drum company that 64-year-old Glay began running from a spare bedroom in his apartment in 2009.

The business hasn’t made him rich, but Glay credits it with keeping him afloat when no one would hire him.

"You would send out a stack of 50 resumes and not hear anything," said Glay, who had been laid off from a sales job. "This has saved me."

The annual entrepreneurial activity report published in April by the Kansas City, Mo.-based Ewing Marion Kauffman Foundation found the share of new entrepreneurs ages 55 to 64 grew from 14.3 percent in 1996 to 23.4 percent last year. Entrepreneurship among 45- to 54-year-olds saw a slight bump, while activity among younger age groups fell.

The foundation doesn’t track start-ups by those 65 and older, but Bureau of Labor Statistics data show that group has a higher rate of self-employment than any other age group.

Part of the growth is the result of the overall aging of America. But experts say older people are flocking to self-employment both because of a frustrating job market and the growing ease and falling cost of starting a business.

"It’s become easier technologically and geographically to do this at older ages," said Dane Stangler, the research and policy director at Kauffman. "We’ll see continued higher rates of entrepreneurship because of these demographic trends."

Paul Giannone’s later-life move to start a business was fuelled not by losing a job, but by a desire for change.

After nearly 35 years in information technology, he embraced his love of pizza and opened a Brooklyn, N.Y., restaurant, Paulie Gee’s, in 2010. Giannone, 60, had to take a second mortgage on his home, but he said the risk was worth it: The restaurant is thriving and a second location is in the works.

"I wanted to do something that I could be proud of," he said. "I am the only one who makes decisions and I love that. I haven’t worked in 3 ½ years, that’s how it feels."

Some opt for a more gradual transition.

Al Wilson, 58, of Manassas, Va., has kept his day job as a program analyst at the National Science Foundation while he tries to attract business for Rowdock, the snug calf protector he created to ward off injuries rowers call "track bites."

Though orders come in weekly from around the world, they’re not enough yet for Wilson to quit his job.

"At this stage in my life, when I’m looking at in the near future retiring, to step out and take a risk and start a business, there was some apprehension," Wilson said. "But it’s kind of rejuvenated me."

Mary Furlong, who teaches entrepreneurship at Santa Clara University and holds business startup seminars for boomers, says older adults are uniquely positioned for the move because they are often natural risk-takers who are passionate about challenges and driven by creativity.

There can be hurdles.

Though most older entrepreneurs opt to create at-home businesses where they are the only employee, even startup costs of a couple thousand dollars can be prohibitive for some. Also, generating business in an online economy is tougher if the person has fewer technological skills.

Furlong said many who start businesses later in life do so as a follow-up to a successful career from which they fear a layoff or have endured one.

"The boomers are looking to entrepreneurship as a Plan B," she said."

Antoinette Little would agree.

She spent 20 years at a law firm, starting as a legal secretary and working her way up to manage the entire office. The stress of working 80 hours or 90 hours a week and always being on call started taking a toll.

After being diagnosed with an enlarged heart, she said, "The doctor told me either quit or you’re going to die."

Little took a series of culinary classes and found a new passion, opening Antoinette Chocolatier in Phillipsburg, N.J. She misses her previous career and, though the store is now in the black, the profits aren’t robust. Still, she says she is having fun making chocolate, particularly when children press their noses against the glass doors to the store’s kitchen.

"I’m my own boss and you get to eat your mistakes," she said. "How bad could it be?"

Most boomer businesses are not brick-and-mortar establishments like those of Little and Giannone.

Jeff Williams, who runs BizStarters, which has helped Glay and thousands of other boomers start businesses, says most older entrepreneurs want to make a minimal investment, typically less than $10,000, to get off the ground.

He classifies about 40 percent of his clientele as "reluctant entrepreneurs" who are turning to their own business because they can’t find any other work.

Williams said owning a business also gives older adults the flexibility they desire and a sense of control while remaining active.

"To suddenly leave the corporate world and to be sitting around the house all day long? This is an alien concept to boomers," he said.

Glay says he needed the paycheck, but starting his business was also about keeping his mind engaged. He had worked for the same record company for 23 years when he was told to meet his boss at an airport hotel, where the bad news was delivered.

Though Crash Boom Bam hasn’t come close to replacing an annual income that crept into six figures, Glay says he’s busier than ever now, between the business, regular drumming gigs, and part-time work at a bookstore and a wine-tasting event company. Sitting among shelves full of drums and their shimmering chrome, he is reflective thinking about what his business means.

"The satisfaction of doing what I’m doing now is much greater, but the money is less," he said. "Even if it’s not making me a millionaire, I know what it’s doing for my head. There’s no price you could put on that."

Matt Sedensky, an AP writer on leave, is studying aging and workforce issues as part of a one-year fellowship at the AP-NORC Center for Public Affairs Research, which joins NORC’s independent research and AP journalism. The fellowship is funded by the Alfred P. Sloan Foundation and supported by APME, an association of AP member newspapers and broadcast stations.

This post originally appeared here:
http://www.sltrib.com/sltrib/money/57010864-79/business-older-glay-job.html.csp?page=2

Unemployed Boomers Need Help NOW

By Alinda Tugend

I WAS recently talking to a friend at a party whose husband - in his 60s - has been unemployed for more than two years. While there are many challenges, she said, one of the hardest things is trying to balance hope with reality.

She wonders how to support him in his continued quest to find a job in his field of marketing and financial services while at the same time encouraging him to think about what his life would be like if he never worked in that field or had a full-time job again.

“I wanted to move to what I thought was a healthier place. I wanted to turn the page,” said my friend, who asked to be identified by her middle name, Shelley, since she didn’t want to publicize her family’s situation. “He saw it as vote of no confidence.”

For those over 50 and unemployed, the statistics are grim. While unemployment rates for Americans nearing retirement are lower than for young people who are recently out of school, once out of a job, older workers have a much harder time finding work. Over the last year, according to the Labor Department, the average duration of unemployment for older people was 53 weeks, compared with 19 weeks for teenagers.

There are numerous reasons - older workers have been hit both by the recession and globalization. They’re more likely to have been laid off from industries that are downsizing, and since their salaries tend to be higher than those of younger workers, they’re attractive targets if layoffs are needed.

Even as they do all the things they’re told to do- network, improve those computer skills, find a new passion and turn it into a job - many struggle with the question of whether their working life as they once knew it is essentially over.

This is something professionals who work with and research the older unemployed say needs to be addressed better than it is now. Helping people figure out how to cope with a future that may not include work, while at the same time encouraging them in their job searches, is a difficult balance, said Nadya Fouad, a professor of educational psychology at the University of Wisconsin-Milwaukee.

Psychologists and others who counsel this cohort need to help them face the grief of losing a job, and also to understand that jobs and job-hunting are far different now from how they used to be.

“The contract used to be, ‘I am a loyal employee and you are a loyal employer. I promise to work for you my entire career and you train, promote, give benefits and a pension when I retire.’ Now you can’t count on any of that,” she said. “The onus is all on the employee to have a portfolio of skills that can be transferable.”

People in their 20s and 30s know that they need to market themselves and always be on the lookout for better opportunities, she said, something that may seem foreign to those in their 50s and 60s.

If a counselor or psychologist “doesn’t understand how the world of work has changed, they’re not helping at all,” she said. “You can’t just talk about how it feels.”

In response to this concern, Professor Fouad and her colleagues have drawn up guidelines for the American Psychological Association to help psychotherapists better assist their clients with workplace issues and unemployment. It is wending its way through the association’s committees.

Of course, not everyone who is unemployed and over 50 is equal. For some, the reality is that they need to find another job - any job - to survive. Others have resources that can allow them to spend more time looking for a job that might have the salary or status of their former position.

In the first case, Professor Fouad said, “You need to decide what is the minimum amount of money you can make and how to go about finding it.” In the second case, she said, it’s necessary to examine what work means to you and how that may have to change.

Is it the high social status? The identity? The relationship with co-workers? It is important to examine these areas, perhaps with the help of a professional counselor, Professor Fouad said, to discover how to find such meaning or relationships in other areas of life.

Sometimes simply changing the way you look at your situation can help. My friend Shelley’s husband, Neal, who also asked that I use his middle name, said the best advice he received from a friend was “don’t tell people you’re unemployed. Tell them you’re semiretired. It changed my self-identity. I still look for jobs, but I feel better about myself.”

He also has friends facing the same issues, who understand his situation. Such support groups, whether formal or informal, are very helpful, said Jane Goodman, past president of the American Counseling Association and professor emerita of counseling at Oakland University in Rochester, Mich.

“Legitimizing the fact that this stinks also helps,” she said. “I find that when I say this, clients are so relieved. They thought I was going to say, ‘buck up.’ ”

And even more, “they should know the problem is not with them but with a system that has treated them like a commodity that can be discarded,” said David L. Blustein, a professor of counseling, developmental and educational psychology at the Lynch School of Education at Boston College, who works with the older unemployed in suburb of Boston. “I try to help clients get in touch with their anger about that. They shouldn’t blame themselves.”

Which, of course, is easy to say and hard to do.

“I know not to take it personally,” Neal said, “but sure, I wonder at times, what’s wrong with me? Is there something I should be doing differently?”

It is too easy to sink into endless rumination, to wonder if he is somehow standing in his own way, like a cancer patient who is told that her attitude is her problem, he said.

Susan Sipprelle, producer of the Web site overfiftyandoutofwork.com and the documentary “Set for Life” about the older jobless, said she stopped posting articles like “Five Easy Steps to get a New Job.”

“People are so frustrated,” she said. “They don’t want to hear, ‘Get a new wardrobe, get on LinkedIn.’ ”

As one commenter on the Facebook page for Over Fifty and Out of Work said, “I’ve been told to redo my résumé twice now. The first ‘expert’ tells me to do it one way, the next ‘expert’ tells me to put it back the way I had it.”

Some do land a coveted position in their old fields or turn a hobby into a business. Neal, although he believes he’ll never make as much money as in the past, recently has reason to be optimistic about some consulting jobs.

But the reality is that the problem of the older unemployed “was acute during the Great Recession, and is now chronic,” Ms. Sipprelle said. “People’s lives have been upended by the great forces of history in a way that’s never happened before, and there’s no other example for older workers to look at. Some can’t recoup, though not through their own fault. They’re the wrong age at the wrong time. It’s cold comfort, but better than suggesting that if you just dye your hair, you’ll get that job.”


http://www.nytimes.com/2013/07/27/your-money/unemployed-and-older-and-facing-a-jobless-future.html?pagewanted=all&_r=0

Linkedin Story : How I Became a Jobs Magnet


This story from Dave Mendoza’s great blog, http://sixdegreesfromdave.com/ really highlights so many key points that I just had to share it with you. My thanks go to Dave and Erik for these really valuable insights into today’s jobs market and how we can use Linkedin to turn our personal prospects around.



By Erik Pettit
Director of Facilities Management at The Sterling Group

It was 10pm on crisp March night. I checked my bank account, looked through email, caught up with friends on Instagram and Facebook and confirmed a connection with an executive on LinkedIn, all from my phone! I knew it all, right? I’ve used social media for years, met my wife via MySpace in the height of its’ day but I had much to learn about using social media to find my dream job; LinkedIn is where my story begins!

Outside of my second story brick home, master bedroom window, I can see and old fashioned, iron street lamp cutting a dim path of light through the soft falling snow. I reminisce back one year earlier when I had a slim chance at owning a home, a subpar job with a less than average boss and mediocre income.

I’m confident I did my job well but found my bosses to lack leadership foresight and out of touch with other departments within the organization. I grew more and more dissatisfied with where I would end up in the role I was playing. Did caring and wanting to excel within the department prove to be over achieving and frowned upon by upper management? That may sound funny to some people or even arrogant but to contrary, I understand arrogance well and stay far away from it, as a rule of thumb. I was simply unhappy, stuck in an unproductive role and wanted more for my personal story.

The 2007/2008 economic disaster was just that for me and my new family, a complete disaster. My 11 year old construction business had just collapsed; I was a new husband and an even newer father. I was responsible to be the provider for the first time in my life and I found myself unable! It was clear I needed my first job, ever!

A property management/investment company, Holland Residential, offered me a low/mid-level corp. position and I was thrilled; the learning curve was huge but doable. The position gave me a new lease on life and I found myself very humbled, appreciative of the folks that I worked with.

I was quietly ashamed though because what they didn’t know was that my humble salary wasn’t paying for 1/2 of my bills, not to mention the finer things in life, like lunch. My dreams had died with the economy and I was trying my hardest to feed my family and simply survive.

I may sound a bit dramatic but life was tough. I was on the cusp of losing two homes due to foreclosure, meeting with the IRS in my living room for months on end, dodging the repo man just to keep my vehicle and I can’t count how many sleepless nights my wife and I endured. The position with Holland was amazing and like all amazing things, it had to come to an end. A year later I was laid off and looking for my next survival adventure.

A long 7 months later and an unemployment receiver, I landed a similar position in Colorado. With the homes and IRS dealt with, we packed up and headed a mile high! It didn’t take long for me, in my new position to realize that I was capable of much more in my career. One year in and three bosses later I was ready for a new chapter. Looking at Monster and Craigslist ads, I began to seek a new direction; my main motivation, responsibility and creativity.

Internet job searching took me nowhere and the job response was dismal. Time slowly went by and the job front was stalled; then it happened. It was a chance meeting and a chance conversation that would change my life.

It was my 3 year old son’s birthday party and Dave Mendoza, attended the party with his wife and daughter. While standing in a group of dads, I mentioned that I was on the job hunt. Dave quickly looked over at me and asked me, in what industry and what methods I was utilizing in my search. I rattled off the usual, Monster, CareerBuilder and Craigslist and hit a couple of other job sites. Dave peaked my interest when he told me in other words that I’ve wasted the last 6 months and should of come to him for advice sooner. Dave took it a step further and invited me to his home for a Sunday afternoon “lesson” on job finding! For the next 24 hours I contemplated what I could be missing and I couldn’t think of anything, I knew it all, so I thought.

At Dave’s home the following day, we sat down in his regal office where his Apple computer screen glowed with my very own LinkedIn profile. I knew very little about LinkedIn and in one hour’s time, Dave had me requesting connections with people throughout my industry all the while using Linkedin to create my personal brand. My profile was a close copy of my resume, detailed and to the point.

Dave worked with me to set up my profile with key words and showed me how to search for key terms such as “Vice President” and “recruiter” to reach hiring managers. By the time Dave was finished explaining the ins and outs, I had my first connection and found myself excited to continue marketing myself! My job seeking world had changed.

As I left Dave’s home that day, he asked me to make 100 connections in the first week. “It’s doable” he said. I was eager and blessed to have someone like Dave pushing me deeper into the unfamiliar.

That first week of connections I had four phone interviews! The next week I had four more. The third and fourth week I had a Chicago flight booked, all the while connecting with folks, seeking my dream job and making progress in creating my personal story. I went from a silent job market to an explosive one!

In the back of my mind I couldn’t let go of that position in Indiana. “LinkedIn” I thought! I did a quick search and found several people in the organization to connect with. It wasn’t long before I received an email back requesting a resume and more information.

Thanks to Dave Mendoza, I learned how impactful social media was. It helped me find my wife, and it took a friend to show me it would just as effectively connect me to gainful employment, let alone my ideal dream job. Instead of sending out as many resumes to mass, general email accounts as I could, I was able to find key people and send resumes with precision and the age old saying, “aim small, miss small”, was once again relevant! The position would be giving me a huge promotion including freedom and the chance to explore business creativity I’d been longing for.

Thanks to Linkedin, I was now connecting with hiring managers and recruiters across the board and I was in the driver’s seat accepting or declining second and third interviews. It was me who was evaluating employers, picking and choosing where I went and when!

I had thought I knew it all. A 30 something, low level manager with a passion to do my job well and to be the best! What I didn’t know was that I was lacking the knowledge that would put me over the edge; the knowledge of Linkedin and personal branding. For me, I landed that Indiana job thanks to Dave and Linkedin. My advice, whether you are job hunting or not, begin to put together a Linkedin profile and like me, create your personal story, one connection at a time!

This post originally appeared here:

http://sixdegreesfromdave.com/linkedin-as-dream-job-catalyst-erik-ettits-how-personal-branding-enabled-my-story/2013/02/25/

How to get the edge over younger job applicants


By Exertus

For some reason, people sometimes think that there is a certain cut-off point for applying for new jobs or changing the direction of their careers. Individuals that have obtained senior positions in their previous companies are too afraid to apply for new job opportunities because they might feel their age is a disadvantage.


This article is here to tell you that your age is nothing but a valuable number in the journey of a job search.

The scarcity of job opportunities as a senior might have occurred because this ‘generation’ wasn’t computer literature or did now show enough passion for their field of expertise. Well, we are here to tell you that the 20-something job search exclusivity is something off the past.

At the end of the day, it is about combining what they are doing right with your wisdom and years of work experience to get that perfect job.

Career coach and author of ‘Achieving the Good Life After 50: Tools and Resources for making it happen”, Rene Roseberg is against the notion of unemployed individuals over the age of 50 not being able to get any work. In reaction to this stigma Renee had the following to say:

"Discrimination is not necessarily the reason people over 50 can’t find work. Ms. Reid’s job search approach may be the real reason she remains unemployed. In my experience many job hunters in their 50s, 60s and even 70s land good jobs. They contact people and build relationships, even when job openings do not exist". – Rene Roseberg

Follow these Job Searching Tips to cancel out the competition:

Know Your Value

Don’t even begin to think that being over 50 automatically means that you are past your working prime. Fifty is the new thirty and the senior workforce is part of an exclusive market that’s high in demand. As a senior job hunter you should know your value, understand that companies are looking for experienced workers and will highly value your expertise. Don’t downplay your talents, skills and achievements just because others aren’t mentioning it.

Re-evaluate Your Motivation


Your motivation for getting a job has most probably changed a bit from when you were 20. Back in the day your biggest motivation was probably to get money in order to move out of the house or buy your own car. Now you might be interested in a particular job purely because you are passionate about the business. Ask yourself these important questions so that you can present yourself in a truthful matter and know which jobs to apply for.

Knowing your reasons for becoming employed will allow you to better prepare for your interview and give a clear indication of your expectations.

Be an Eager Beaver


When applying for jobs alongside the ever so excited youth, you have to match and exceed them on all levels possible. As a senior job hunter you already know that you have the relevant experience and wisdom that comes with working for an x amount of years, but are you as excited about it as they are?

Try to come across positive, full of energy and passionate about the position without trying too hard. There is a certain level of enthusiasm that goes along with maturity. You don’t have to dance around and sings songs to be noticed, but showcase your fresh opinion on matters and your willingness to learn by being open to new challenges and opportunities.

Stay with the Trends


One of the most important factors of modern day job search is being on top of the trends. If you are still waiting for the Saturday newspaper in order for the latest jobs it will take ages to become employed. There are numerous job board and job sites online that brings you the latest job openings in your respective fields. With online tutorials and free study guides, it’s never too late to start learning.

Make sure that you are completely computer literate and accustomed with social media and internet trends. You don’t have to have a profile on every single platform, but make sure you know what they are about. Even if you think these platforms aren’t relevant to your position, they are the main platform for modern day communication and every company needs to communicate.

Join the Networking Age

When it comes to networking you most probably know a lot more influential people than the average graduate. Use this to your advantage and contact old friends and acquaintances about possible job openings and references.

In the digital age networking has become rather important and prospective employers want to know how far your influence reaches. This influence is determined by your following on social media platforms such as Twitter, Facebook and Linkedin. Linkedin can be seen as an online resume where the job seeker can showcase their skills and valuable connections.

Fight the Stereotype

Another great tip when it comes to job hunting, is fighting the stereotype of ‘being old’. Don’t try and act young, but don’t be the obvious cynical senior by debating every topic and judging anything and everything that is different from you and your beliefs.



http://www.exertusjobs.co.uk/blog/over-45s-vs-younger/job-search-20/?goback=.gde_3984352_member_237412883

6 Recession-Beating Tips for HR Professionals


By  Nicole Le Maire

It is possible to identify three strands of argument in the literature as to the effects of the current recession in the Human Resources function. The first suggests that the recession will have a cataclysmic effect on the HR function or even on the viability of long prevalent employment models, with one study suggesting that numbers of professionals working in HR would be cut disproportionately compared to other support functions. Whilst ‘transactional’ HR processes, could increasingly be relocated to low-cost countries (Asia/Africa) and the worldwide crisis of the ongoing globalization of businesses would ‘decimate HR’.

The second (which is dominant among my network of HR Professionals) suggests that the recession is increasing the status and influence of HR which deepens the appeal and prevalence of HR practices. The third strand, often grounded in empirical reviews, is much more measured and circumspect regarding whether changes arising from the recession are fundamental or likely to be of lasting significance to HR teams. In this strand of observations, changes are often understood to be pragmatic, eclectic and incremental in nature.


There is already enough evidence out there suggesting that organisations are moving their administrative and low value adding HR services to more cost effective companies, even if these companies are located overseas.

An example is Lloyds Banking Group (LBG) UK which announced earlier this year that it plans to outsource the administration of the HBOS final salary pension scheme to Towers Watson. Employees working in the 'information line' team are immediately at risk of redundancy and hundreds more employees throughout the UK will have to go through a selection process for the remaining HR jobs. The workforce is reduced by around 15% and other changes were also announced which will lead to the loss of over 250 HR jobs. (I find it funny that there are a variety of HR vacancies being advertised, whilst these HR jobs advertised do not seem to have been changed? Recruitment in such times should be stopped, no?)

There also has been much debate as to whether recessions lead to transient, if otherwise significant changes, or caused profound and lasting disjuncture's in the ways firms manage Human Resources and relate to trade unions. A case can be made that recessions to date – and especially the deep and prolonged recession of the 1980s to early 1990s - has had more sustained impacts on employment relations through their influence on macro-level developments in institutions and arrangements, than on micro-level engagement between employers, employees and trade unions in firms and workplaces as today.

For the last couple of decades, businesses have also been trying to force the need for line managers to take on more HR responsibilities. However, in practice, whilst savvy HR databases have been put into place, only few companies have been able to boost real returns and cost savings. There is every reason to believe (I do), that over the next years this view of moving HR responsibilities to line managers will indeed take place, cutting HR business costs as planned. Once can expect that this will further reduce the reliance on dedicated HR staff to take on the people management duties of line managers.

The operational and strategic HR contributors, that do remain within the HR function and provide HR support consistent with the ‘high-commitment model’, will certainly start gaining more confidence and trust.

Commitment from HR teams is not perfect, in particular, when you ponder over business goals and strategic interests. It's extremely hard for a company to achieve maximum profits and efficiency if it takes to heart the loyalty and interests of its employees. This particularly issue may impact the needs of the organisation as it is likely to undermine internal HR issues due to such competitive or recessionary conditions. For example: an organisation has to consider its survival first and the HR functional image of caring for the needs and security of its employees, get's a hit after that organisation has to terminate employees! Which may or will likely lead to HR losing their great brand/employee image at some point.

For those searching in vain for transactional HR jobs, this is the one area where skills are transferable to other functions, across industries. For those looking for new operational and strategic jobs, there is always merit in looking at other similar opportunities. Some statistics suggest that HR professionals are less likely to consider being entrepreneurs. (check out www.humanresourcesglobal and you can see it is possible for a HR professional to go entrepreneur, even working on a new innovative HR venture in this economic crisis)


This can limit your options, so make sure there is a good reason why you would not explore a career in running your own business. Try it before you reject it because you will be surprised at how a lot of HR businesses do not require the kind of capital investment that some other businesses require. This also means that the returns can be high if you get it right.

Meanwhile, let’s remind ourselves of the advice HR normally give employees:

· Don't feel sorry for yourself. There's always something you can do.

· Don't rush into another job too soon. Use your time to think about what you really want and don't want.

· If you want to do something different, go for it. Don't be put off by re-training. It's an experience in itself.

· Give yourself a break if you need one. Ask for help and support - and allow yourself to feel sad.

· Ask yourself if you would benefit from a re-evaluation of your values and needs.

· Talk to your HR network as they hold the power over the job!

This guest post is written by Nicole Le Maire, Founder of Human Resources Global Ltd. a HR Consultancy targeting individuals and small organisations within the emerging market regions (South America, Africa and the Middle East). Nicole focuses on supporting clients in non-traditional HR ways and she can be contacted via Nicole@humanresourcesglobal.com

This Is How You Get On A Recruiter's Radar — Even If You're Unemployed



It definitely ups your ante as a potential job candidate to be represented by a headhunter, and if you know you have a good job and are good at it, you might already be on their radar.

But how do you end up in a top headhunter's database when recruiters are typically only interested in representing people who are currently employed?

Martin Yate, former director in Training & Development at Dunhill Systems, career management coach for the past 35 years and author of "Knock 'em Dead 2013: The Ultimate Job Search Guide," tells us there's a "huge misconception" when it comes on the correct way of reaching out to a recruiter. 



Yate tells us headhunters get paid 10 to 30 percent of a job candidate's salary, on average, by the employer, so the higher profile the person is, the more the headhunter will get paid. And very rarely are high-profile people unemployed.

If this all sounds despairing for those of you who are currently unemployed, don't lose hope yet. Here are some ways to effectively reach out:

1. Focus your résumé. This means that if you've had two or three jobs with different specializations, you should create two or three different résumés before trying to get it in a headhunter's property.

Yate says that your résumé is going to "disappear in the database until a position opens up," then the recruiter will start typing keywords into their files to find the right person. So if your résumé has skillsets that are too different, you might not be discovered.

2. Research the headhunter. This one is obvious, but Yate says you need to do a deep search into Google by plugging in different keywords, such as "accounting headhunter," "accounting consultant," etc. Find out which headhunter works in your desired field before sending out your résumé. If you need a job, Yate says you need to invest two-to-four hours per day, twice a week researching your headhunter before you use other online job resources.

3. Be active in LinkedIn groups. This means you need to join groups and post "intelligent" things. Ideally, Yate recommends joining groups with professionals 1, 2 and 3 levels above you because these individuals are the ones who will be able to hire you.

"Take the time to agree, or disagree, with a comment, start a discussion on your own, post an article or blog that would be of interest to the people in your group or even post a question, asking for advice," Yate tells us.

"Headhunters will visit these groups, and you'll become visible to them."

As for the recruiting business, Yate says they're not going anywhere.

"[Headhunters] are the most sophisticated sales people in the world. It is really hard to survive as a headhunter … you have to make both parties happy, not just one."

"In an economy like the one we live in today, [the business has] shrunk a lot because of the recession, but we're not going anywhere. Business is going to change, shrink, grow, but it's a very effective way for people to find jobs."


http://www.businessinsider.com/former-headhunter-this-is-how-you-get-on-a-recruiters-radar--even-if-youre-unemployed-2012-7

4 Critical Foundations For A Successful Job Search


This is a guest post by Sharon Hamersley

So you’ve recently been laid off or, since the economy is improving, you are thinking of moving on.

So what do you do?

Polish up your resume and start applying to every job that is remotely similar to anything you’ve ever done…Call up everyone you know and ask them if they know of any jobs…OR

Step back and assess how well prepared you are to undertake a job search


This article focuses on getting you prepared in four key areas of job search:
  • Technology
  • Organization
  • Material
  • People





Let’s look at technology first. Ask yourself these questions:

  • Is your computer protected from viruses and malware? This seems so basic that you may wonder why I’m asking. But job search will surely be put on hold if your computer becomes infected. You risk sending out infected files and making yourself very unpopular.
  • How are your documents backed up, or are they? There are many options. Figure out what works best for you and fits your budget.
  • What e-mail address are you using? Is your user name professional? Now might be a great time to create an account that has a professional user name and is used only for job search.
  • What does your outgoing voice mail message sound like? Call and listen. If you don’t like it, change it.

Next is organization. Ask yourself these questions:

  • Where are you going to work on job search? (Hopefully not at work if you are employed!) Create a dedicated work space for your computer and any files you need to manage. If you live with others, make it clear that they are not to touch this.
  • What organizational system are you using to track activities? Outlook works fine, or for that matter an Excel spreadsheet or a physical planner. The focus is on recording everything you do – applications sent, interviews/networking events attended, follow-ups, everything!

What about your materials? Here are some items you need to consider:

  • A professional business card is an absolute must. The FlashCard™ template is a great place to start. Always carry your business cards, as you never know when opportunity will present itself.
  • When did you last update your resume? Now is the time. If possible, get professional help. It may seem expensive, but you will avoid the cost of being overlooked for positions because your resume does not draw the reviewer in.
  • Do you have an “elevator speech” written out, practiced, and ready to go? The Tim’s Strategy blog has many ideas and tools to develop this, or you can use the BigPitch™ tool.
  • Is your interviewing wardrobe up-to-date? Does everything still fit? If money is an issue, great outfits can be obtained at minimal cost at second-hand shops. You only get one chance to make a personal impression.

And now for the most important foundation of job search: people! Ask yourself the following:

  • Who are my references? Would they know what to say if a potential employer contacted them? How familiar are they with my work?
  • Which local professional organizations am I a member of? Although membership fees can be steep, this is an investment in your visibility and a chance to connect with others who share your passion for what you do. Some organizations offer reduced fees for membership and event attendance if you volunteer.
  • How complete is my LinkedIn profile? (Actually this is a subject that really requires a whole new blog article!) Suffice it to say that being visible and connected on LinkedIn is today’s best way to connect to those who can help you find that next opportunity.

If all of this sounds like a lot of work, it is. However, it will be a lot more work to find a job if you do not lay a proper foundation in these four critical areas.



US Jobs outlook : Where are the jobs?



By John Gallagher and Susan Tompor 
Architect Lucas McGrail has been without regular employment for four years since losing his $75,000-a-year construction manager job when his industry imploded during the Great Recession.

Since then, the 38-year-old has cobbled together a patchwork of part-time gigs equaling about $10,000 a year. He has also submitted more than 3,000 résumés, generated a half-dozen interviews - and still feels like a job could be just around the corner.

 
"I don't want to lose who I am and what I spent all these years and all this money to become and just fade into oblivion," he said.

Despite an improving economy and an unemployment rate ticking downward, many people remain unemployed, some for years. It's a situation that could threaten a still-fragile recovery for Michigan and the nation.

Just last month, U.S. Federal Reserve Chairman Ben Bernanke warned in a speech in Ann Arbor that long-term unemployment remains a serious problem, with 40% of unemployed people out of work six months or more.

"That's a situation where there are too many people whose skills and talents are being wasted," he said.

Add to that a potential skills gap in Michigan - where too few people have training needed for available jobs - and it's a recipe for jobs growth stagnation, experts told the Free Press. Though some question whether a skills gap really exists, some corporate leaders call it one of the toughest obstacles they face.

As well, gridlock over the federal budget in Washington has some employers nervous about hiring. The average job search nationwide is now about six months for a person looking for a $40,000-$75,000 annual salary, said Pamela Moore, president and CEO of Detroit Employment Solutions, a Michigan Works! agency.

Higher salary requirements usually equate to longer searches. And someone older than 55 could spend on average 30 weeks looking for a job, Moore said.

She said people with good communication and writing skills and those with computer, administrative, health care and automotive backgrounds are having an easier time. Engineers, marketing professionals, analysts and Web developers will have the most challenging time, she said.

Moore said the auto industry and manufacturing are the biggest areas for the growth. Professional and business sectors and private education also are hiring. Detroit has seen growth in health care and information technology sectors, too.

What recovery?

 

Janet O'Brien, 34, of Ferndale was among the long-term unemployed Michiganders profiled by the Free Press in 2011. She had lost her marketing and community outreach job at the Federal Reserve Bank's Detroit office in March 2008.

But early last year, she landed a job as an administrative assistant at Wayne State University's School of Medicine and is now rebuilding her financial life. She graduated in 2002 from Oakland University and has a master's degree in public policy from the University of Michigan-Dearborn.

She said the four years without a good full-time job scarred her deeply.

"I don't think we're in this recovery that everyone keeps reporting," she said. "People are still going to be in recovery in 2015, especially around here."

Mark Zandi, chief economist at Moody's Analytics, forecasts the U.S. jobless rate near 7.5% by year-end, at about 7% by the end of 2014 and then closer to 6% by the end of 2015. With luck, it could go below 6% - back to full employment - by summer 2016, he said.

He said the biggest job gains in the next several years will be relating to housing - including construction, manufacturing, transportation, financial services and landscaping. Energy also will add significantly to payrolls, he said. But layoffs are expected to continue in the news media industry, some local governments and big financial institutions.

"It is still very tough to find a job, but it is getting easier day-by-day," said

Some alternatives

 

If millions of Americans remain unemployed or underemployed, many are doing more than sitting at home and brooding. Alternatives to full-time work - going back to school, becoming stay-at-home caregivers, joining the military - have become options for many.

During his time without a regular job, McGrail has lectured on Detroit's architectural history, given tours at the Westin Book Cadillac hotel and consulted on space efficiency for homeowners. He has gone back to school to study for his master's degree, run unsuccessfully for a seat on the Livonia City Council and helped care for his elderly mother-in-law.

McGrail, who earned his undergraduate degree in architecture from the University of Detroit Mercy, recently enrolled in master's degree classes at Lawrence Technological University in Southfield. He also is prepping to take his state licensing exams in architecture, a long and expensive process.

Vicki Shy-McGrail, his wife, has been the main breadwinner the last several years. She works in industry as an executive assistant. "My wife has been a real sport through the whole thing, very understanding, encouraging me," he said.

Some of his part-time gigs have come through friends and family, including his work helping families use space more efficiently in their homes. He's been a finalist in a couple of recent job searches, which convinces him that things are turning around.

"When you're in this position for so long, you think that it'll never change," he said. "At least I know I'm getting close. It's just that nothing has popped yet."



US Jobs Report Points to an “Economy Mired in Crisis”



The December employment report released Friday by the US Labor Department reflects an economy mired in crisis. It shows that five years after the official onset of recession and three and a half years after the recession’s official end, the US has failed to generate a recovery in jobs and incomes for the vast majority of the American people.

US non-farm payrolls saw a net increase of 155,000 jobs, somewhat lower than economists’ projections and barely sufficient to keep pace with the normal monthly growth of the working-age population. The official unemployment rate was set at 7.8 percent, the same as the rate for November, which was upwardly revised from 7.7 percent.

The net increase in jobs in December was in line with the monthly average for 2012 of 153,000. At that rate, according to various estimates, it will take between 7 and 12 years to return to the employment levels that prevailed prior to the start of the recession in December of 2007.

The number of unemployed people actually rose by 164,000 to reach 12.2 million. More people -192,000 - entered the labor market, but the number of people with a job rose by only 28,000.

Fewer than one in five unemployed workers found a job last month, and the total number of jobs remained 4 million below the peak at the start of 2008.

Some 22.7 million people were either unemployed or “underemployed” in December, meaning they were jobless or working part-time but wanting a full-time job. The broader official jobless rate -including those who are unemployed, underemployed or wanting work, but not actively looking because they have become discouraged - was 14.4 percent.

Long-term unemployment (jobless for 27 or more weeks) remained at post-World War II record levels. Some 39.1 percent of the 12.2 million unemployed - 4.8 million people - have been out of work for more than half a year.

According to the National Employment Law Project, more than 6 million workers have totally exhausted their unemployment benefits since the recession began in December 2007, and that number will continue to climb as a result of a reduction in the duration of federal extended jobless benefits brokered by the Obama administration last February and cuts in benefits being imposed at the state level.

The New York Times quoted John Ryding, chief economist at RDW Economics, as saying, “Job creation might firm a little bit, but it’s still looking nothing like the typical recovery year we’ve had in deep recessions in the past… We’re a long way short of the 300,000 job growth that we need.”

The response of the Obama administration to the Labor Department report was predictable. As in previous months, administration spokesmen oozed complacency and indifference in the face of a social disaster that is engulfing ever-wider layers of the population.

Alan Krueger, chairman of the White House Council of Economic Advisers, said the report provided further evidence that the US economy “is continuing to heal from the wounds inflicted by the worst downturn since the Great Depression.”

Secretary of Labor Hilda Solis declared, “For nearly three years, steady gains have occurred across different sectors of the economy, and December finishes a strong year of consistent growth.”

These statements make it clear that the administration has no intention of proposing policies to address the worst jobs crisis since the Great Depression or the growth of poverty, hunger and homelessness resulting from that crisis. Instead, it will continue to focus its efforts on protecting and expanding the wealth of the corporate-financial elite. Central to that effort is keeping unemployment at historically high rates so that big business can use the scarcity of jobs to drive down wages and working conditions.

A major factor in the continuing crisis is the attack on public sector jobs, which continued in December. While private-sector payrolls grew by 168,000, federal, state and local payrolls fell by a net 13,000.

Since the recession officially ended in June of 2009, the public sector has lost 645,000 jobs -including 21,000 federal, 102,000 state, and 522,000 local jobs, with most of the local losses in education.

New York Times economic columnist Floyd Norris placed the unprecedented assault on public jobs under Obama in historical perspective in a blog post on Friday. He pointed out that there were 697,000 fewer government jobs in December than at the end of 2008, a decline of 3.1 percent. This was “by far the largest four-year decline in government employment since the 1944-48 term,” when government jobs plunged after the end of World War II. The only other post-1948 four-year decline was during Reagan’s first term, when public jobs fell 0.6 percent.

Norris noted that the December jobs figures showed there were 725,000 more private sector jobs last month than at the end of 2008, a gain of only 0.6 percent. Taking into account the massive decline in public jobs, the total number of people with jobs in the United States today is up by a paltry 28,000—or 0.02 percent—from four years ago.

The assault on public jobs, bound up with brutal cuts in social services and programs, will only intensify as Obama focuses his second term on cutting basic entitlement programs such as Medicare, Medicaid and Social Security in the name of deficit-reduction.

There are many indications of stagnation and likely decline in the private sector as well. Retailers cut 11,300 jobs in December, further evidence of depressed holiday sales.

The retail giant Target reported Thursday that its sales in December were flat, and Macy’s said it would close six stores in 2013. Bookseller Barnes & Noble reported a 10.9 percent fall in sales at its stores and on its web site in the nine-week holiday period to the end of December.

Sales at stores open for at least a year rose on average 2.3 percent in December among 19 retailers that reported figures on Thursday, according to Thomson Reuters. This is well below the 3.5 percent figure for December 2011.

The tepid holiday sales reflect the mounting economic distress of working families across the country. Meanwhile, the banks, corporations and speculators are celebrating record profits and bulging stock portfolios. They are benefiting from government policies designed to push up stock prices and subsidize Wall Street even as the real economy continues to flounder and the living standards of the broad masses of people continue to fall.

In particular, the Federal Reserve is pumping nearly $100 billion into the financial markets every month and holding interest rates down to near-zero, effectively handing the banks free money, with no strings attached. The banks, for their part, are using the money to make super-profits from various forms of speculative activities, while refusing to invest in job-creating productive ventures.

In an article published last week and headlined “Can Bank Stocks Continue to Party in New Year?” the Wall Street Journal noted that the financial sector of the Standard & Poor’s 500 stock index soared 25 percent in 2012, more than twice as much as the overall S&P 500 index.

Bank of America stock rose 104 percent, Citigroup jumped 48 percent, and JPMorgan Chase, Wells Fargo, Goldman Sachs and Morgan Stanley each racked up increases of 23 percent or more.

Overlooked steps to help your job search


By Katy Piotrowski
I’ve talked with hundreds of eager job seekers this year, and these are the top job-finding opportunities they seem to miss most consistently:

A clear focus

Even cats know it’s smart to have a plan: “One day Alice came to a fork in the road and saw a Cheshire cat in a tree,” reads Lewis Carroll’s classic “Alice in Wonderland.”

“ ‘Which road do I take?’ she asked. ‘Where do you want to go?’ was his response. ‘I don’t know,’ Alice answered. ‘Then,’ said the cat, ‘it doesn’t matter.’ ”

 • A directed LinkedIn profile with a healthy group of contacts

With just a few keywords, such as “marketing analyst Fort Collins,” a hiring manager can locate prospective candidates. If your profile doesn’t align to your job search goal (or if you don’t have a LinkedIn profile), you’re sure to be missed.

Join related LinkedIn groups, such as Colorado Purchasing Managers, to quickly expand your network.

A target list

Refer to my cat comments above, and then create a list of at least 20 organizations likely to hire someone for the job focus you’ve chosen.

Research the hiring manager at those businesses — not human resources; the person you would report to — and send her your resume with a short note saying, “I could be a resource for you. Could we meet?”

Mine your LinkedIn contacts for possible opportunities to connect with people at those companies.

A resume that reflects where you’re going, rather than one that recounts where you’ve been

Most of us don’t enjoy reading history, so why would a resume screener, who has to look at hundreds of documents each day, want to know the nitty-gritty details of a job you held 20 years ago? Instead, inspire her to call you by presenting a carefully chosen set of facts and accomplishments that show her why you’re the right person to meet her needs.

A team of supporters briefed and actively helping you

Inform anyone who believes in you of your job hunting goal, show them your target list, and ask for next-step ideas. Then roll into 2013 with much better job-hunting momentum.

Katy Piotrowski, M.Ed., is the author of “The Career Coward’s Guides” and provides career and job search support with Career Solutions Group in Fort Collins. Reach her at (970) 224-4042 or katy@careersolutionsgroup.net.

This post originally appeared here: