The biggest change I see in the future of “jobs” is that the fundamental definition of work is in the process of shifting dramatically. The work-world our parents experienced no longer exists; yet no new concept of work has been fully established. In a sense, all working people are therefore in a “state of limbo,” waiting to see how the career landscape will look “when the dust settles.”

For many, this is a disorienting and confusing period – but we are also faced with a huge opportunity to create a more enlightened experience of work that will be more appropriate for today’s world. 

Whether Networking, Interviewing for a Job or Meeting New Colleagues for the First Time, here are Some Things to Keep in Mind that will Make a Good First Impression

There are many strategies to keep in mind to “make a good impression” upon first contact. These items are also some of the main things interviewers are looking for in a candidate:

- Be mindful of the other person’s time. Ask if this is a good time for them before proceeding into the discussion (or identify another time that would be better). When attending a scheduled meeting or interview, ask how much time the other person has, and hold to that timeframe.

- If you were referred by a mutual friend or acquaintance to the person with whom you’re meeting, be sure to reference that person in positive terms. This helps to build a “personal bridge” and establish rapport.

- Take notes throughout the discussion. A person who doesn’t take notes is simply not interested or engaged enough to take seriously.

- Arrive to the meeting or interview on time and fully prepared. This shows that you respect the other person, and that you are a real professional. Learn everything you can in advance about the company, the opportunity, and the interviewer.

- Be focused on the other person’s interests and needs, more than your own. Present yourself as a solutions provider, rather than a job seeker. Offer to be of service and show genuine interest in helping the interviewer with his or her business challenges.

- Once you confirm the interviewer’s primary needs and problems, share some “Accomplishment Stories” that relate your past successes directly to the prospective employer’s situation. Making this “connection” will help you stand-out as the top candidate.

Here are some things NOT to do, when trying to make a positive first impression:

- Take advantage of the other person’s generosity or time

- Arrive unprepared to talk intelligently about the employer and the company

- Dress inappropriately for the meeting or interview

- Be focused only on your own needs

- Fail to make any connection between your past experiences and the prospective employer’s needs or challenges

- Forget to follow-up with a thank you note

- Ask no questions of the interviewer

- And many, many other mistakes that are all too common!

Items You Can Negotiate: (Continued from yesterdays article, which you can read here in its entirety):

• Stock Options
• Profit Sharing
• Company Car or Auto Allowance
• Home Purchase or Mortgage Assistance
• Tuition Reimbursement
• Non-Compete agreements
• Outplacement Assistance
• Consultant vs. Employee Status
• Flex-Time
• Commuting
• Job-Sharing
• Free Lunches (meals)
• Company-Sponsored Child Care
• Severance Settlement Package
• Legal, Tax, or Financial Assistance
• Discount on Purchases
• Computer Equipment, Laptop, etc.
• On-premises Health Club
• And whatever else is important to YOU!

Obviously, you would not attempt to negotiate ALL these items – only the ones that are of most importance to you! Most candidates will select 3 to 5 items to negotiate.

The Real Value of an Offer

Before you can begin negotiating the elements of any offer, you must first determine the REAL VALUE of that offer. To make an accurate assessment, don’t forget to factor-in the non-salary dollars that go into a compensation package! Take a look at this sample chart:

At first, the offer above seems to simply be a $50,000 base salary. But when you incorporate all the “extras,” you quickly see that it’s actually a much more attractive offer, totaling $75,000!

Remember to get the whole story before you judge the compensation! There may be much more to the offer than meets the eye.

Once you understand the scope of the entire offer, you can go back to the hiring manager and negotiate those items that are most important to you. Enjoy the process!

 Most job-seekers get into a “locked mindset” about compensation negotiation, with all sorts of assumptions, pre-formed notions and “myths.” The truth is that everything is negotiable. Yes, EVERYTHING! There are four things I know about salary negotiation, from all my years of experience in career consulting:

1. The first salary offer the employer makes is usually the LOWEST offer they can mention without feeling embarrassed.
2. The employer is fully expecting candidates to negotiate the offer, and will think twice about making you an offer if you DON’T know how to “play the game” of negotiation.
3. 80% of the outcome of your negotiation will be determined by your attitude and assumptions about this subject.
4. Anyone can learn to negotiate compensation effectively! You just need to learn a specific set of behaviors and phrases.

Items You Can Negotiate:

• SALARY (always finalize this one first!)
• Job Title
• Job Responsibilities
• Insurance (life, medical, dental, disability)
• Vacation Time
• Office Location
• Retirement Plans
• Parking
• Relocation Assistance
• Training Allowances
• Work Space
• Bonuses (sign-on and performance)
• Commission Rates
• Expense Accounts
• Memberships and Dues
• Accelerated Reviews

Want to read about more things that you can negotiate? Read the entire article here!

By changing some job-search behaviors and refining some career strategies, candidates can produce much better results. From my work as a Career Coach, I have observed the following traits in my most successful clients:

(1) They network continually and effectively;

(2) They seek help and professional support in the search;

(3) They read career books and attend career seminars;

(4) They leverage technology, to connect with their industry and build greater visibility;

(5) They position themselves as experts by writing articles, giving presentations and leading professional organizations;

(6) They act with speed and urgency, to get an edge over other candidates;

(7) They take care of themselves physically, emotionally and intellectually;

(8) They remain flexible and adaptable, to open-up more career possibilities;

(9) They improve/enhance all the documents in their self-marketing portfolio;

(10) They identify industries that will emerge stronger when the market improves, and position themselves to take advantage of these trends;

(11) They consistently practice interviewing and negotiation skills;

(12) They pay extra attention to their personal image, to present themselves in the best light;

(13) They watch and adjust their attitude, recognizing that job search is ultimately “an inside game.”

Since these strategies have been proven to work consistently with so many job seekers, I would advise others to do the same to produce successful results!

As an Executive Career Coach, I am privy to some information that is not widely known by “the general public.” For example, I am well aware that many people (including some of my clients) have been quitting their jobs over the past few years. Isn’t it ironic that while millions of people are doing everything they can to hold onto their jobs – millions of other people are “up and quitting.” In some cases, they even quit without another job to go to! Yes, quitting can be the healthiest, most appropriate thing to do when a job becomes truly intolerable. So WHY are so many employees quitting, and WHY NOW? In response to questions like these, AIRS News recently published a piece that I thought was particularly informative and interesting. AIRS is an organization I respect, so I always pay attention to their research. See below for this AIRS report, and their positive conclusion.  – FRM

The Bureau of Labor Statistics (BLS) data shows more people quit their jobs in February, March, and April than were laid off during those three months. In April, nearly 2 million people quit their jobs, the largest number of resignations in more than a year. By contrast, 1.75 million people were laid off in April, the fewest since January 2007.

"One reason is that there's a backlog of quits," he says. "People wanted to quit in 2008, during the height of the recession, but didn't because they were worried they wouldn't get another job. They waited until the optimal time to quit – when the job market improves."

Many of those workers have also been subject to employers' belt-tightening measures: wage freezes, furloughs, and pay cuts. Those workers may start to quit because they're dissatisfied with the compensation at their current jobs, Siegel adds.

Low morale may also be triggering people to quit. During the recession, companies squeezed more out of their employees as layoffs forced fewer workers to do more work. Those who survived layoffs are often overworked and may be among the first to quit as the job market shows improvement.

But are there enough jobs to accommodate the millions now voluntarily leaving their jobs? Not yet, figures suggest. Although job openings are up, hiring has remained flat at about 3.3 percent since the recession began.

"One thing we do know from over a century's worth of evidence is that quits rise and layoffs fall as job market improves," says Siegel. "So absolutely, this is a good sign."

Source: AIRS News. Visit

http://www.rightthinginc.com/mc/news_recruitnews_archive.guid;jsessionid=DB75114756E267BBF564261F31382ED7?_moreInfo=true&_sourcePage=news_recruitnews

No. 3: What’s wrong with you?

Of course, the interviewer will not actually use these words. She might couch the question in more polite terms, but what she is actually trying to find out is why you’re unemployed, or underemployed, or why you’ve had so many jobs, etc. As the candidate, you need to acknowledge these sorts of career challenges in advance; then prepare and practice your responses. Your answers must be worded in such a way that they are fully positive, and elicit the responses you desire.

No. 4: What are your salary expectations?

When it comes to “the salary question,” you want the other guy to make the first move. Do thorough research in advance to determine what the likely salary range is. Make it clear that the job is not all about pay. Say that you’d be happy to discuss compensation once a mutual interest has been established, and get back to discussing your relevant accomplishments. Tell the interviewer that you want the opportunity, and that you expect the company will make a fair salary offer. This doesn’t mean you will necessarily accept that offer, but it means they will have to “draw” first. Once you receive the initial offer, always negotiate up from there.

No. 5: Don’t call us, we’ll call you.

Take an active stance, not a passive one. Be sure to discuss “next steps” before you leave the interview. Ask the interviewer directly how your qualifications compare to those of the other candidates. Display your excitement about the job and the challenges it poses. Let the interviewer know how and when you’ll be back in touch. Don’t leave all the power in the hands of the interviewer; this should be a mutual decision-making process.

Since almost every interview question is a variation of the themes listed above, there’s no need to worry about the hundreds of questions you MIGHT be asked. If you go into the interview focused on addressing just these five basic areas, you’ll feel more confident and less overwhelmed.

The more practiced and articulate you are in responding to these five items, the better chance you’ll have of landing the job. But even if you don’t get the offer, you’ll still be well-prepared for the NEXT interview!

To read the entire article, click here!

Of all the subjects we cover in career management and job search, the one that seems to cause clients the most anxiety is INTERVIEWING. To ease my clients’ concerns, I often simplify the topic by reducing it to a handful of basic elements.

When you boil it all down, job interviews are made-up of only five statements from the interviewer, which include four questions and one sentence. Sure, you’ll be asked more than five questions, but they ALL seem to be variations on the items listed below. Each of these questions has to be “nailed” in a job interview, and each has a different strategy to answer it. “Winging it” just won’t do!

Here is some simple, sound advice for responding to the five basic interview questions:

No. 1: Tell me about yourself.

This is the open-ended question that on the surface seems harmless, yet how you answer it may spell the difference between landing a job, or being pushed out the door to seek another position. You have to know yourself first – your strengths, your weaknesses, your likes, your talents and your goals. The best way to answer this question is to give your “Positioning Statement,” which is a one-paragraph summary of your career background, strengths, expertise and objective.

No. 2: Why do you want to work here?

This question seeks to determine if you know anything about the job and company. The goal here is to connect your talents, contributions and attributes to the employer’s needs, problems and challenges. You can only do this if you’ve done your homework, and have gathered all the necessary research. The best way to respond is to tell several relevant Accomplishment Stories that prove you have the right kind of experience for the job.

To read the entire article, click here!

People often ask me, “What are the best fields to transition into; and where will the real growth be over the next several years?” Of course, my answer always depends on when I’m asked this question! It seems that the data keep changing, as the economy continues through its cycles of ups and downs (mostly downs). However, ExecuNet published a piece a few days ago which seemed quite accurate to me. Not only did ExecuNet list the fields they recommend for career growth; they also provided some insight into hiring trends from the perspective of Executive Recruiters. Below is the important information ExecuNet published.  – FRM

Executive recruiters are pinning their hopes for corporate hiring over the next 12 months on the healthcare, clean/green technology and life sciences industries, among others. They project an average 14% gain in search assignments during that same period, according to ExecuNet market data. The life sciences and high technology industries are also expected to ratchet up management-level hiring, based on the projections of 173 executive search firm recruiters. The healthcare industry has consistently rated as the top projected management jobs producer over much of the past year.

Projected Management Hiring by Industry (Top 10, forecast through June 2011):

1.     Healthcare

2.     Clean/Green technology

3.     Life Sciences (pharmaceuticals, medical, biotech)

4.     Energy/Utilities

5.     High technology

6.     Manufacturing

7.     Business services

8.     Consumer products

9.     Environmental products/services

10.  (Tie) Government/Nonprofit/Education and Financial Services/Banking/ Insurance 

Source: ExecuNet. Visit http://www.execunet.com/r_newsletter.cfm?wt.svl=pn

#4 – MAINTAINING HIGH COMPENSATION

• Difficult at all times, but especially tough in a bad economy
• May be a threat to other senior employees

SOLUTIONS:

• Be prepared (job-seekers’ toolkit!)
• Be sure you talk to the right people, i.e., the ultimate decision makers
• Research the target company and talk to contacts for compensation information
• Collect data on actual salary ranges for the type of position you are seeking (salary web sites, industry journals, directories, etc.)
• Do financial planning, including diversifying and developing other income streams
• Seek flexible financial arrangements, such as an equity position, bonus income, or employment contract with bigger upside
• Assume a “partnering” attitude rather than a “take control” attitude
• Be realistic about what you NEED vs. what you WANT
• Downshift your lifestyle to take the pressure off

#5 – REACHING THE APPROPRIATE CONTACTS

• Higher barrier of entry; difficult to get through senior executives’ gatekeepers
• Human Resources is of little or no help

SOLUTIONS:

• Join and participate in executive networking programs, boards of directors, and venture capital groups
• Leverage relationships with search firms and other career contacts
• Use your senior-level references and referrals
• Focus on solutions and the added value you offer
• Call-in favors and get help from senior-level friends and colleagues
• Talk to hiring managers about ways you can help them reach THEIR business goals; positions are oftencreated at this level
• Develop a “Proposal for Service” and quantify the real value of your contributions

#6 – JOBS FILLED INTERNALLY AT HIGH LEVELS

• Staff members have been “paying dues” for years at the company, and are already in line to get the top job
• Company does not want to take a risk bringing an outsider into such an important position
• Company does not want to spend the money to conduct a search for an outside senior executive

SOLUTIONS:

• Explain how being from the outside can be a strength; you can “broaden the gene pool”
• Focus on companies that are open to bringing in outside management, and that have done it successfully before
• Target troubled companies that might need your fresh perspective and specialized skills
• Leverage your professional referrals and contacts
• Research the internal structure of a company to determine how to best position yourself

#7 – THERE’S MORE COMPETITION AT THE TOP

• High-level job openings often get national exposure
• The more desirable the position, the more people are fighting for it
• There is only ONE President or CEO (and perhaps only FIVE Senior VPs, etc.)
• Leverage your professional referrals and contacts 
• In a tough economy, top people "stay put," so turnover is slower

SOLUTIONS:

• Research a company’s culture and weaknesses; understand BOTH and sell to the company’s needs
• Be totally prepared. Sell yourself HARDER (job-seekers' toolkit, accomplishment stories, etc.)
• Do more networking with your “centers of influence”
• Learn how to “rise above the crowd” and get an edge

#8 – AGE!

• Perceived as being too old, “washed-up” or “over the hill”
• This concern can be expressed in many ways (i.e., “you’re overqualified”). Listen and watch carefully for the clues!

SOLUTIONS:

• Refocus the employer on your qualifications, proven results, industry contacts, and experience – not age
• Identify REAL issue underneath the age concern
• Know the culture of the company: if no one there is over 40, don’t try to get hired at 64!
• Target smaller companies that might appreciate your experience, contacts and credibility
• Maintain/demonstrate your health, vitality, energy, and enthusiasm
• Avoid “the R word” (retirement)
• Be “tech-savvy,” up-to-date and informed about your industry 
• Convey your intention and commitment to stay at the company long-term

#9 – LOCKED IN PARADIGM (of being The Boss)

• Losing a job at this level can be devastating (“the bigger they are, the harder they fall”)
• Feeling “invulnerable” on the job ("layoffs won’t affect me; I am IN CHARGE!")
• Don’t feel comfortable asking for help
• Have been isolated and “cocooned” or “coddled” for too long
• Hidden fear that maybe you really CAN'T hack it on the outside (been at same company/job so long)

SOLUTIONS:

• Get over the DENIAL, “roll up your sleeves” and get busy
• Do market testing to assess the real worth of your qualifications
• Engage the services of a professional Career Consultant to get you on track and keep you accountable
• Prepare a great portfolio of job-seeking tools
• Pull your head “out of the sand” and deal with the reality of the situation
• Rely on the ability and intelligence that got you to the top in the first place
• Seek-out support as needed

#10 – PERCEPTION OF OTHERS

• Your failure seems greater – because you were higher up on the corporate ladder
• Not being taken seriously as a job candidate (“she doesn't really need to work”)
• Others project their own fears onto you, so they feel threatened
• Others are in denial, not believing that your crisis is real
• People act like you’re “contagious” (if YOU lost YOUR job, then no one is safe!)

SOLUTIONS:

• Tell the story about your departure from the company (get comfortable with it)
• Let everyone know that you’re OK with the situation
• Gently “straighten people out” regarding your real situation (push back)
• Be genuine, humble, relaxed, and real
• Demonstrate positive attitude, faith, and perseverance in the search
• Tell friends and family how their reactions affect you (positively or negatively)

By gaining a better understanding of the special challenges they face, and implementing the solutions outlined above, my senior-level clients have dramatically improved their job search results and significantly decreased their levels of anxiety and frustration. More importantly, they have all landed wonderful, new jobs!

To read the entire article, click here.