Now What Do I Do..?
Sometime over the next couple of weeks, I will be a first-time grandfather. Can’t wait, as I hear from other “new” grandparents how wonderful is the experience and how different it is than when we were new parents (way back when).
I remember when we brought our first child home from the hospital. My bride put him into a bassinet in the family room of our small house and we looked at each other and said, “Well, what do we do now?” The two of us realized that we must have left the “What to do With Your First Baby” manual at the hospital. As my parents have often reminded me about my first born, “he survived, despite you two”. Pretty funny, Mom & Dad..! But, I readily admit that I’m a believer in the “it takes a village to raise a child” concept.
Looking at the job search process, there are a lot of similarities.
When I was laid off in early 2001, after 25 years with the same company, I felt some of that same, “what do I do now” nervousness and sense of being a bit lost. Thankfully, I eventually (through networking) wound up connecting with the right people who provided me with priceless suggestions and guidance throughout the course of my search (which lasted a long time, due to a poor economy, millions of layoffs and a tough job market…Sound familiar..!).
After my own job search and assisting hundreds of others with theirs over the last few years, I continue to see just how critical it is for the candidate to develop a well thought out plan/strategy. Such a plan should definitely include putting together an experienced team to support the development and execution of the strategy. Your job search team should include people with expertise in everything from marketing & IT to public speaking and administration. Let them help you! Just like when you were leading/working on a project team (maybe w/some of these same people), a job search strategy that reflects “working smarter” translates into leveraging the talent that surrounds you to create a powerful synergy for success.
Oh, and do not think that, just because you have held a high level/executive position, you know it all…because that is pretty unlikely (e.g., over the last two weeks, I’ve met with three different former high-level executives…two of which were CEO’s and one an EVP. Each of their resumes needed a lot of work – from quality of content to structural layout/formatting. Each of them also admitted to not using LinkedIn proactively.
Every time I meet w/a person to assist them with their job transition, it strengthens my belief in the old adage, “never assume”.
Today there are a host of books, blogs and websites about taking care of babies and thousands on how to be successful when looking for a new job. But, remember…books and blogs don’t make you a good parent or a successful job seeker – YOU DO. It’s one thing to read/listen to advice…the real trick is being able to apply it to the task at hand.
That being said, here are some concepts to consider and tools to use after you receive notice of your layoff/downsizing and find yourself asking, “now what do I do”:
Determine the direction that your career will take from this point forward. What do you see as “the greener grass”? What are you passionate about doing every day at work? What type of opportunity would make what you do a “labor of love” vs. a job? Once you figure this out, then it is time to start working on developing a resume. Until then, writing a resume is a waste of time (i.e., if you don’t know where you are going, how do you know which road will get you there?).
You aren’t there when the HR Generalist or hiring manager reads your resume – it has to stand on its own. This document needs to deliver a powerful, clear and persuasive message about why you are one of the few candidates who will be selected for a phone screen or face-to-face interview. Ask some people, who you trust to be excellent proof-readers, to review your resume thoroughly and edit the document. By the way…their trying to be kind to you is not going to help…they need to be brutally honest. Ask them, “If you were the hiring manager, would you want to interview this person – based on just reading this resume?” Be sure to ask for feedback as to “why” or “why not”.
During a phone screen or “Skype interview” – dogs barking, babies/children crying or a candidate yelling at their spouse to “close the door!” is not going to do a whole lot in regard to supporting a professional image. Best advice…Clear the room!! And, for a video/Skype interview, dress and act as though you are there in the interviewer’s office. Remember, your actions speak volumes about you.
Emphasize in the cover letter, resume and interview discussion(s) why you are the clear choice for the opportunity being sought. Incorporate your research about the company into each of these items and tell me how you have flourished and excelled in similar situations/environments. Convince me that, not only did you excel in previous positions, but you can be a “game-changer” at my company.
Remember that your interview begins NOT at some scheduled date and time, but at the moment the HR recruiter or hiring manager dials your phone number to SET UP the appointment. They are going to listen carefully and take note of how you answer the phone or to your voice mail message. These first impressions are significant, but all too often not even considered by candidates.
The Receptionist and other employees at the company may take an active role in the interviewing process…without you knowing it. I hear from more and more hiring managers that they are involving key members of their staff in the interview process. This often equates to feedback provided to the hiring manager by these employees, after they have casually tried to engage the candidate in a discussion (while waiting in the lobby for their interview). Trust me, they report their feedback about any such interaction to the hiring manager…Remember, these folks may wind up being your future co-workers…wouldn’t you like for them to be telling the hiring manager, “We really hope you are considering Candidate XYZ, they would be great to work with as part of our team”?
Ensure that your email address looks professional. Trust me, “cutepoodle5@xyz.com” is not considered funny or “cute” by hiring managers (by the way…I did not make up the first part of that address…it was on a resume that someone sent to me about a year ago to review - and this candidate had been a SVP at a major corporation!).
Jobseekers groups present excellent networking opportunities…treat them as such. Don’t attend if you are going to just sit there with your head down. Think about the impression you are providing to the other attendees (who, by the way…just might know the president of one of your targeted companies) or the guest speaker (who is often a hiring manager or knows someone who is). Also, these should be considered business meetings…dress accordingly.
I do about 80 presentations a year at a dozen or so local job groups. I always arrive early and always love to see which job seekers make the effort to come up, introduce themselves and engage me in a conversation. Sadly, I’ve found that less than 5% of those attending such meetings make this type of effort. Although stated earlier in this post, it is worth repeating that your actions speak volumes about you, the person and you, the potential hire.
So, gather your “village” around you. Make certain they are clear on what is your desired “destination”. Leverage their individual talents, expertise and connections to help you develop a meaningful job search strategy that is actionable. Learn from the mistakes of others who have completed this same journey. Above all, don’t “look back”...don’t dwell on the fact that you were downsized, laid off or fired. As they say, “it is what it is”. Don’t get stuck on “what was”, but focus on “what can be”.
My first born…well, he turns 32 in a couple of weeks and his success, both personally and professionally, is in large part the result of the countless contributions and encouragement of the “team” of family and friends who have been with him during his journey. Now, he is helping to gather together the “villagers” who will be there to greet and help guide the newest addition to our family as his journey begins.
I remember when we brought our first child home from the hospital. My bride put him into a bassinet in the family room of our small house and we looked at each other and said, “Well, what do we do now?” The two of us realized that we must have left the “What to do With Your First Baby” manual at the hospital. As my parents have often reminded me about my first born, “he survived, despite you two”. Pretty funny, Mom & Dad..! But, I readily admit that I’m a believer in the “it takes a village to raise a child” concept.
Looking at the job search process, there are a lot of similarities.
When I was laid off in early 2001, after 25 years with the same company, I felt some of that same, “what do I do now” nervousness and sense of being a bit lost. Thankfully, I eventually (through networking) wound up connecting with the right people who provided me with priceless suggestions and guidance throughout the course of my search (which lasted a long time, due to a poor economy, millions of layoffs and a tough job market…Sound familiar..!).
After my own job search and assisting hundreds of others with theirs over the last few years, I continue to see just how critical it is for the candidate to develop a well thought out plan/strategy. Such a plan should definitely include putting together an experienced team to support the development and execution of the strategy. Your job search team should include people with expertise in everything from marketing & IT to public speaking and administration. Let them help you! Just like when you were leading/working on a project team (maybe w/some of these same people), a job search strategy that reflects “working smarter” translates into leveraging the talent that surrounds you to create a powerful synergy for success.
Oh, and do not think that, just because you have held a high level/executive position, you know it all…because that is pretty unlikely (e.g., over the last two weeks, I’ve met with three different former high-level executives…two of which were CEO’s and one an EVP. Each of their resumes needed a lot of work – from quality of content to structural layout/formatting. Each of them also admitted to not using LinkedIn proactively.
Every time I meet w/a person to assist them with their job transition, it strengthens my belief in the old adage, “never assume”.
Today there are a host of books, blogs and websites about taking care of babies and thousands on how to be successful when looking for a new job. But, remember…books and blogs don’t make you a good parent or a successful job seeker – YOU DO. It’s one thing to read/listen to advice…the real trick is being able to apply it to the task at hand.
That being said, here are some concepts to consider and tools to use after you receive notice of your layoff/downsizing and find yourself asking, “now what do I do”:
Determine the direction that your career will take from this point forward. What do you see as “the greener grass”? What are you passionate about doing every day at work? What type of opportunity would make what you do a “labor of love” vs. a job? Once you figure this out, then it is time to start working on developing a resume. Until then, writing a resume is a waste of time (i.e., if you don’t know where you are going, how do you know which road will get you there?).
You aren’t there when the HR Generalist or hiring manager reads your resume – it has to stand on its own. This document needs to deliver a powerful, clear and persuasive message about why you are one of the few candidates who will be selected for a phone screen or face-to-face interview. Ask some people, who you trust to be excellent proof-readers, to review your resume thoroughly and edit the document. By the way…their trying to be kind to you is not going to help…they need to be brutally honest. Ask them, “If you were the hiring manager, would you want to interview this person – based on just reading this resume?” Be sure to ask for feedback as to “why” or “why not”.
During a phone screen or “Skype interview” – dogs barking, babies/children crying or a candidate yelling at their spouse to “close the door!” is not going to do a whole lot in regard to supporting a professional image. Best advice…Clear the room!! And, for a video/Skype interview, dress and act as though you are there in the interviewer’s office. Remember, your actions speak volumes about you.
Emphasize in the cover letter, resume and interview discussion(s) why you are the clear choice for the opportunity being sought. Incorporate your research about the company into each of these items and tell me how you have flourished and excelled in similar situations/environments. Convince me that, not only did you excel in previous positions, but you can be a “game-changer” at my company.
Remember that your interview begins NOT at some scheduled date and time, but at the moment the HR recruiter or hiring manager dials your phone number to SET UP the appointment. They are going to listen carefully and take note of how you answer the phone or to your voice mail message. These first impressions are significant, but all too often not even considered by candidates.
The Receptionist and other employees at the company may take an active role in the interviewing process…without you knowing it. I hear from more and more hiring managers that they are involving key members of their staff in the interview process. This often equates to feedback provided to the hiring manager by these employees, after they have casually tried to engage the candidate in a discussion (while waiting in the lobby for their interview). Trust me, they report their feedback about any such interaction to the hiring manager…Remember, these folks may wind up being your future co-workers…wouldn’t you like for them to be telling the hiring manager, “We really hope you are considering Candidate XYZ, they would be great to work with as part of our team”?
Ensure that your email address looks professional. Trust me, “cutepoodle5@xyz.com” is not considered funny or “cute” by hiring managers (by the way…I did not make up the first part of that address…it was on a resume that someone sent to me about a year ago to review - and this candidate had been a SVP at a major corporation!).
Jobseekers groups present excellent networking opportunities…treat them as such. Don’t attend if you are going to just sit there with your head down. Think about the impression you are providing to the other attendees (who, by the way…just might know the president of one of your targeted companies) or the guest speaker (who is often a hiring manager or knows someone who is). Also, these should be considered business meetings…dress accordingly.
I do about 80 presentations a year at a dozen or so local job groups. I always arrive early and always love to see which job seekers make the effort to come up, introduce themselves and engage me in a conversation. Sadly, I’ve found that less than 5% of those attending such meetings make this type of effort. Although stated earlier in this post, it is worth repeating that your actions speak volumes about you, the person and you, the potential hire.
So, gather your “village” around you. Make certain they are clear on what is your desired “destination”. Leverage their individual talents, expertise and connections to help you develop a meaningful job search strategy that is actionable. Learn from the mistakes of others who have completed this same journey. Above all, don’t “look back”...don’t dwell on the fact that you were downsized, laid off or fired. As they say, “it is what it is”. Don’t get stuck on “what was”, but focus on “what can be”.
My first born…well, he turns 32 in a couple of weeks and his success, both personally and professionally, is in large part the result of the countless contributions and encouragement of the “team” of family and friends who have been with him during his journey. Now, he is helping to gather together the “villagers” who will be there to greet and help guide the newest addition to our family as his journey begins.
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