From The WorkWise Collection: Job Hunting in the New Economy
To succeed in today's global marketplace, companies must hire the best and the brightest. Having talented employees can make the difference between success and failure. Job hunting in this new economy is competitive, dynamic, results-driven, and requires your best efforts. In the past, jobs and careers were permanent, stable, and predictable. Today all of that has changed. Jobs, careers, and the world of work are transient, unpredictable, and involve risk. If you want to be successful, you have to take smart risks, know the rules, and play by them. To set yourself apart from the competition, follow these job-hunting tips for the new economy: 1. Know what you have to offer. What are you selling? What specific skills, experience, and knowledge do you bring with you? The question employers want answered is: "What can you do for my organization?" 2. Create solid marketing materials and package them well. Does your résumé present specific accomplishments, complete with results that demonstrate what you can do for a potential employer? If not, why not? Is it clean, neat, and easy to read? 3. Make it easy for employers to hire you. Think about a variety of options that could work for you and the employer. Keep an open mind about when, where, and how the work could be done. Cutting off the discussion too early can result in lost opportunities. Whereas maintaining an ongoing conversation can lead to innovative solutions that suit both parties. 4. Take the initiative in selling your services. Let people know what you have to offer. Give employers a reason to talk with you; they need to know the benefits that hiring you will provide them. Be prepared to offer that information, even if they don't ask for it. 5. Think about the employer's needs, not your agenda. Never mind your agenda (getting a job), think about their agenda (solving a problem). What problem are they trying to solve? Describe how you can help. Then follow up, follow up, follow up. Apply these job hunting tips and you are sure to set yourself apart from the competition, shorten your job search, and find the work you love! About The Author Hi, I'm Mary Jeanne Vincent. I help real job seekers just like you find jobs that meet the triple-F test: work that's fun, fulfilling, and financially rewarding. Ask about WorkWise Words of Wisdom Uncover Your Passion tip cards-50 easy-to-use tips guaranteed to jumpstart the process of finding the work you love and loving the work you do. Only $24.99! For information, write to: mailto:mjv@2bworkwise.com or call 831.657.9151.
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1. Types of Services Provided. One decision you will need to make regarding outplacement is whether your displaced workers would benefit most from group or individual one-on-one outplacement. For the majority of outplaced employees, if your budget permits, individual outplacement is the preferred option since it provides one-on-one support that will help them move forward more quickly than they would on their own.
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If you decide they would benefit most from individual outplacement, you will then need to determine what services would be most valuable to your displaced employees. One option would be to select an outplacement firm that develops their resume and cover letter for them. Another option would be an outplacement firm that offers office space and a computer for the displaced worker to prepare their own job search materials.
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2. Areas of Specialty. Another factor to consider when selecting an outplacement firm is whether it is important to you that they have experience working with the type of displaced employees you will be sending them. A related factor is whether it is important to you that the outplacement company specializes in dealing with companies like yours.Â
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If their areas of specialty are important to you, review the outplacement company's web site and other marketing materials to see what their specialty is or ask them directly. If an outplacement firm's expertise lies in serving large companies displacing administrative staff and your small business is displacing experienced managers, this outplacement firm may not be the best fit for you.Â
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3. Experience with Current Job Search Practices. How important is it to you that the outplacement firm be experienced with Internet job search techniques? Is it likely that the Internet will play a key role in your displaced employees' job search strategy?
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If you determine that Internet savvy is an important evaluation point for an outplacement firm, check to see whether the outplacement firm recognizes the importance of the Internet by having a web site. Are they aware of the top online career sites? Do they offer a service to post displaced employees resumes on these top online career sites? Do they have the ability to distribution resumes electronically to a select group of employers and recruiters?
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4. Length of Time Support is Provided. Another factor to consider when selecting outplacement services is the amount of time you feel the displaced worker would require outplacement support. In general, the more senior-level the position, the longer it will take the displaced employee to find suitable employment.Â
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A second time factor to consider is whether the displaced worker will receive ongoing one-on-one scheduled sessions with a career transition consultant or whether the ongoing support merely includes access to job search support materials.
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5. Costs. Outplacement costs must be considered when selecting an outplacement firm. Check to see whether outplacement costs are clearly defined and stated on the outplacement firm's web site and in their marketing materials. Are you charged only if the displaced employee elects to contact the outplacement firm for support or are you charged regardless of whether the displaced employee receives support? Are there affordable packages available that provide the services you feel your displaced employees would most benefit from without providing unwanted services? Â
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Include documents pertaining to your education including continuing education such as diplomas and certifications. Have any of your past managers sent memos or emails to you or your colleagues mentioning any of your accomplishments? Were your accomplishments published in the company newsletter, local newspaper or a trade magazine? Annual reviews, award certificates, and documents or articles recognizing your contributions to projects and/or business growth are proof of your accomplishments and major contributions. Be sure to clip the articles, print the emails, save the memos and add them to your portfolio.
Document volunteer experience you have gained. Although you didn't receive compensation from volunteer experience, you gained some kind of experience and maybe even recognition for your efforts. Were you able to help an organization overcome a major hurdle that hampered their mission? Did you provide assistance to the members of an organization? Were you instrumental in developing new marketing methods to spread news about the mission? Were you instrumental in the expansion of the organization?
Anything that can document your career history could prove to be valuable in your career advancement or job search. In the event you are unable to make contact with a former manager or provide up-to-date contact information to a potential employer, your career portfolio could serve as a means of proving your value to the potential employer. Don't take your career lightly. Document your career and maintain your portfolio. Your children and children's children will also thank you in years to come because they will have proof of your accomplishments and the mark you made in history, too.
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