Job Search

Networking 101 for the Network-Disabled: 9 Places to Find Networking Events for Beginners

Last week I shared that I was painfully friend-disabled in grade school and explained how I expanded my horizons and developed greater self-awareness and self-confidence.  These were lessons I carried with me to college, where I continued to be involved in various kinds of on and off-campus communities.

However, upon graduating I moved to the Jersey shore for a guy and my social circle was essentially his social circle.  I was working as a temp full-time, which created challenges in deepening my relationships with co-workers, and then also worked part-time several nights a week and weekends at a radio station. Time to expand my horizons into new communities was limited and I fell out of the habit. When the relationship started to deteriorate I tried living more independently. I moved into an apartment with a few strangers who were in very different stages of life than me when I was 21 years old. The woman who sublet to me, Denise, was 35-years old, one of my roommates, Frank, was 38-years old, and another, Jimmy, was 47 years old.  I imagine most readers would relate more to my roommates than me. Imagine living with the millennial at work. Now imagine that millennial was in an high-drama relationship.  The more my roommates tried to impart wisdom, the more I resisted. In the end, making new friends like the ones I had, failed. After a year in New Jersey, I made zero long-term friends. When the 6-month temp assignment ended I decided it was time to move back home, change careers, and end the relationship.

When I got back home I landed a job where they provided excellent sales and management training, but required you to work long days and cut people out of your life who were “neggin you out,” or being negative about the prospects of success in that job, which was commission-only. It was cultish. I reconnected with my old friend groups and fell out of the habit, and even awareness, of expanding my horizons and integrating with new groups…until years later when I was a junior IT recruiter and was advised to start networking.

It was like I forgot how to do this. I started by asking my co-workers where to network. They pointed me to some professional tech groups. One focused on individuals in tech and the other was a corporate membership base.   At the first meeting, I was asked to stand and give a 30-second commercial.  I spent the first half-hour terrified, trying to think of the perfect thing to say only to stumble and shake through it. People were friendly and forgiving though. I realized after a few events that people who go to these events WANT to meet other people, for the most part, and will either approach you or be approachable.

It’s okay to not jump in headfirst, instead dip your toes in the water and gradually expand your comfort zone. You’ll be less likely to procrastinate or put off networking if you do this.

There are several different events that you can participate in, including industry events, role-based events, geographically-based events, mission-oriented events, special interest events, culture-specific events, gender-specific events, and general events.

Source 1: Brainstorm

Have you ever used a brainstorming map? There are multiple tools available that will help you do this (we included one used to identify networking communities with our Dream Job Breakthrough System.)

Remember the song: Who are the people in your neighborhood? The people that you meet each day? With a piece of paper or the computer in front of you (using one of the many brainstorming tools available as an option) record the various communities of which you are a member.

Some of these people could include, your family, a group of friends, people you know through school, jobs, activities/hobbies, friends of other friends, your neighborhood, your town, civic groups, your kids’ or parents’ connections, etc. Highlight groups that have their own events, then highlight in a different color communities that don’t have organized gatherings, but that you would attend events if there were events.

Then make another list of interests, hobbies, causes, and topics close to your heart, whether you actively engage in them currently or not. Highlight the items in this list as you did before. You may need to do some research to determine if they do, indeed, have events. Future steps will help you with that.

Level-up tip:

Keep networking options open to include activities and topics that you enjoy. Statistics show most leads come from networking with contacts who are not necessarily in the same industry or profession, but rather who are people you connect with on a personal level. The key is knowing how to leverage the opportunity to share your professional goals and values. This is a naturally evolving subject once rapport is established. Future blogs will go into more detail.

 Source 2: Ask your co-workers, former co-workers, and friends in your industry/profession where they network

If you attend an event with someone, don’t stay attached to them, instead, work in partnership. Tell each other who you are there to meet and work as a partnership to find each other referrals. In fact, asking questions is not just easier than talking about yourself when you’re new to networking, but it’s a superior way to add value to your network.

Level-up tip:

Ask everyone you meet who they are there to meet, and proactively try to make connections for those you meet as well. After you spend a short amount of time learning from each other what you’re up to professionally, telling them you will send people their way if you find someone is a great, polite way to punctuate a networking conversation – I have found that to be the most awkward networking moment.

Source 3: Google it

This seems so obvious, but clients and students have been unclear with what keywords to use to find events. There are different types of events you can choose to attend, but it’s good to start with the one that feels less intimidating.

This is where the brainstorming map and the lists of events can be of assistance. The first criteria is location, meaning where you want to generate opportunities. If you plan on relocating, you’ll want to compile a list of events and discover when the best ones overlap in a time span so that you can plan your travel.  Traveling close to home is preferred for most people, but if your mission is to expand your horizons and you live in a small town, you may need to expand your geographic search to your county or several surrounding counties. Then add keywords related to your current or desired industry, profession/role, hobbies, causes, interests, topics, etc.

Level-up tip:

Boolean searches can help you search by multiple zip codes, but you may just find it easier to look for sites that aggregate events. EventUpon is such a site. EventUpon aggregates from other event posting sites, such as MeetUp and EventBrite, and from organizations, which I’ll talk about next.

 Source 4: EventUpon

If you have a free day and are looking to fill up your calendar space with an event, EventUpon is a great tool. You can also integrate with various calendar and scheduling apps you may already use.  If you have a favorite event venue, you may also be able to set up an alert for their events. I have found a few bugs with the geographic filters on Safari, which don’t appear right now to let you set a certain mile radius around a zip code, though it looks as though this feature was intended.

Level-up tip:

Like a job board, you can set up agents that will alert you to ongoing networking opportunities fitting your criteria.

Source 5: MeetUp

MeetUp has become a very popular site for many professional organizations with various chapters and subgroups that meet in-person, though it does support virtual events, such as webinars, as well. It’s also great for people with eclectic interests and hobbies. You might think you have alternative tastes until you search for groups related to them and find other people are organizing around the same topic.

Again, this is not just for professional interests. I am in groups related to mindset, books, animals, adventure, sports, side hustles, health, etc.  You usually have to join a group to see their event calendar, and many groups ask you to fill out some bio information, however, this is based on group admin preferences. Joining a group doesn’t necessarily obligate you to attend a meeting, but I have found some group admins are strict about their members attending or engaging and they may drop you if you fail to attend an event or if you RSVP to events with attendee limits and do not show up, for obvious reasons.

Some events are free, but the groups are not free to run and neither are events, so some will have paid events or promote donating to subsidize costs.

Level-up tip:

If you search for something and find that there is no actively running group right now, but it may tell you how many other people in your area have searched for the same thing. If you feel strongly about the subject, you might decide to set up a group yourself. LinkedIn’s group feature is a good option for this, however, there is a fee to running a LinkedIn group, which is currently $15/month. If you can afford this, try organizing your own group. You would have to think about where to meet, what kind of people you want to attract and the content that would attract those people, and the format of your meetings. You’ll also have to think about how to manage and maintain quality engagement in your community and how to deal with people who violate the safety and respect of your community.

Source 6: LinkedIn

Unlike Facebook, which has an event feature (and is another way to look for events), finding events on LinkedIn is trickier. You have to first search for organizations and event organizers, follow them, and stay on top of your home feed and notifications. You can crowdsource information there by using your status update to ask your network for advice on worthwhile events to attend.

Groups are one of the most powerful LinkedIn features, but not all groups enjoy high engagement and value. Look at profiles of people who have achieved what you aspire to achieve and see what groups they are in. Do this by scrolling all the way to the bottom where it shows interests and click “See All.” Links to groups will be found in a tab at the top of the window.

Level-up tip:

Help them help you by letting them know what you hope to get out of these events – the kinds of opportunities you want to generate, the kinds of people you want to meet, and the kinds of things you want to learn. It’s more haphazard, but doing this will also help you stay top of your connections and may generate additional engagement, leading to greater rapport and synergy.

Source 7: FaceBook Groups and Events

If you are on Facebook, you may only think about personal connections. You may even want to keep your personal and professional circles separate. That’s a personal choice you are free to make, however, it does limit your potential to generate opportunities. Assuming you want to cross-pollenate your spheres of influence, maximize opportunities, and find events that will be more comfortable, maybe even fun, you will search three places: Groups, Pages, and Events.

Groups may be closed, private, or open. Closed means an admin has to approve you. Private means it won’t show up in a search – you have to be invited. Open means anyone can join by clicking a button. Due to the nature of social media exchanges these days, most groups I engage in are closed or private. Here you can also look for professional, geographic, or special interest topics.

You can search for events, which I recommend if you happen to have a particular open spot on your calendar and you want to see what is happening at that particular time.

It’s difficult to hear people at certain kinds of events, particularly listening-room type music or movies. Go, but don’t expect to get much networking done. Find events where there are more interactive activities, such as art shows and community fairs.

Level-up tip:

See which of your friend have either said they were going to an event or are interested in going. Touch base and let them know that you’re hoping to meet new people and generate opportunities, but would like a buddy to network with.

Source 8: EventBrite

Many organizations use EventBrite for the ease of ticketing, payment integration, and social media sharing.  It automates confirmations and has other features, but it also has good searching capabilities, as it has a full list of events by categories which you can search through. Try searching through all categories that align with your interests, not just the professional ones.

You can also search for events that are free versus paid, in case you have a low budget for networking.

Level-up tip:

Still search for paid events, even if you have a low or no budget. You can contact the organizer and offer to volunteer in lieu of the attendance fee. You may not be able to get all the content of that event as a volunteer, but you have an elevated position of visibility to the attendees and the organizers. It gives you the chance to demonstrate how you add value, rather than just telling people how you add value, which can generate better opportunity

Source 9: Business Journals

Business Journals have directories and lists of companies, organizations, etc that hold and promote events. There are a lot of great ways to get value from a subscription to your closest city’s business journal.  However, you don’t have to have a paid subscription, you can just sign up for a daily or weekly digest and get notifications about events.  Some of these events can be pricey, so you may want to find out who in your network works for a company that is investing in a table, and then see if the company has an open seat, or tell them that you’d like to go in case someone can’t go at the last minute. These events will put you right in the middle of people who are game-changers or movers and shakers in business. Unless you go and talk to no one, it would be hard to not gain value from attending.

 Level-up tip:

When Business Journals announce award winners, grants, or fundraiser winners, use LinkedIn to send the person a congratulatory message and invitation to connect. Let them know that you’d like to learn how you can help them get the most traction from the publicity and invite them to a brief call or coffee. If someone is being honored at an event, contact them ahead of time and ask them if they’d like to meet before or after. You may also check out the corporate sponsors and speakers to do the same.

Once you get the hang of navigating networking events, you may also want to look into industry conferences at your local Chambers of Commerce, Rotary Clubs, Toastmasters International chapters, or Business Networking International chapters (for business owners or sales representatives), and more.

Next week we’ll talk about how to best prepare for a networking event so that you can show up as your best self and leverage it optimally.

The Chi-lites “Have you seen her”

Donate BTC: 16HVaDadQCvXM1wchMBWrTTgbWJ6HjUjdr ETH: 0xee47136d1178D26a198D5f80425bD946aCEA99e4

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Why Using a Flip Phone Could Be Bad For Your Career

Last week we talked about a few of the top soft skills in demand by employers, a few them related to being able to succeed and thrive in spite of conditions like constant change.

Looking ahead, all companies have to prepare and plan for a future where workforces and cultures are built to be agile, but where does this leave the workforce demographics that find change hard?

Before I go further, are you attributing this quality to a particular demographic – one based on socio-economic status, race, gender or age?

That’s a bias, and one that should be easily refutable. Millennials and Gen Zers are thought to be more technically savvy and adaptable, however, it’s hard to go a week in my world without someone complaining about them, who by the way are NOT entry level anymore; many are already managers themselves. The complaints essentially have to do with their inability to be open to criticism, coaching, and wisdom, which are all reflections of resistance to change. Other complaints have to do with a lack of accountability and self-management, attributed to a “participation trophy” upbringing. This, too, is still a reflection of resistance to change.

Bias is the reason for this article. Humans do it. Companies do it. I’m not saying it’s right, but it is natural.

The truth is that all human beings are hard-wired to find change hard; it’s a defense mechanism built into our primitive brain to help us be wary and hyper-alert to potential danger in new situations. We also have more evolved parts of our brains that help us adapt and assimilate to new environments, but not without being uncomfortable, or even downright stressed.

Not all stress is bad, but our culture and media isn’t reinforcing this, and certainly human beings are not built to stay in stress response for sustained and chronic periods of time. People aren’t dying of old age; they’re dying from disease, many of which are traced back to stress.  This can impact any age, race, creed, etc. However it’s the aged population who are the most at risk for serious health impacts; they’ve been responding to stress for more years, and not all are getting better at managing it. In fact, the pace of change, especially in the workplace, can be understandably overwhelming.

The recruiter’s objective in simple terms is to identify value and assess risks of qualified candidates. This is, by law, NOT supposed to take into consideration health, age, race, or creed. However, they can and need to be able to assess how well an employee will perform, collaborate, and develop in accordance with the company’s business operations and plans. Adaptability, as reported in last week’s blog, is fast becoming one of the top soft qualities in-demand.

The challenge is, as with any soft quality, it’s nearly impossible to narrow down a candidate pool based on soft qualities, and unless the candidate has effectively branded themselves as adaptable and provided hard evidence, a résumé and LinkedIn profile will not make adaptability obvious. Recruiters have to look for “signs” of adaptability. This could look like working in diverse technology environments, getting promoted at a rapid pace, evolving with a fast-growing company, working for companies known for being on the bleeding edge, or assimilating to different cultures.

On the other hand, recruiters in their attempt to assess risk may perceive certain things as signs of a lack of adaptability, which may or may not be an accurate way of assessing adaptability and future-readiness, but it’s just another thing that makes hiring and recruiting ripe for disruption.

I remember hearing last decade that “anyone wearing a watch was definitely 40+.” At the time I wanted to be perceived as more mature, so I bought and started wearing a watch. It seems superficial and trivial to me now, and an even more dangerous indication of harmful bias that leaves room for discrimination.  Now I’m hearing, “If someone still has a flip phone they are stuck in the past.” This is also a sign of bias. Someone might use a flip phone because they won’t be distracted by it, and have other means, like a tablet or iPad, of getting other things done.

Back then I would have given candidates concerned about age discrimination to make themselves appear more youthful by accommodating such statements.  Now, with 13 years of success with my clients and unflappable confidence that you can put yourself in a position where YOU have the power of choice over where you land, my advice is to demonstrate adaptability using authentic means. Don’t buy into the bias. You’ll just end up fighting it regularly on the job, and that will diminish your job and perhaps your effectiveness.

Show off the diversity of technologies you have learned and applied

  • Work in internationally immersive experiences to your branded content
  • Tell stories about changes you have championed (mention the business cases and results)
  • Comment on or write articles or LinkedIn posts about emerging trends and technologies
  • Attend conferences and interface with people on the front end of industry disruption
  • Adopt new habits and learn a new skill; it doesn’t even have to be work-related, but will demonstrate your hunger for growth
  • Get out of your comfort zone at least once a week; you may fail at something new, but you’ll have new stories to tell and insights to share

So, using a flip phone can be detrimental in that you may not be considered by a company who perceives it as a sign of resistance to change and progress. However, that company has some progress to make of their own raising awareness about biases, and that’s not your burden to bear.

Aimee Mann – Stuck In The Past (Live on KEXP)

http://KEXP.ORG presents Aimee Mann performing “Stuck In The Past” live in the KEXP studio. Recorded July 17, 2017. Host: Stevie Zoom Audio Engineer: Chris Bailey & Kevin Suggs Cameras: Scott Holpainen, Jeff Wenzel & Justin Wilmore Editor: Justin Wilmore http://kexp.org http://aimeemann.com

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

What’s Easier – Hire For or Train On Soft Skills

Technology can be intimidating, but it isn’t going anywhere. Before technology was a mainstay in corporate America, loyalty, knowing your job really well, and working hard were top values. Now working smart is how people get more done in less time. Loyalty isn’t something expected or given; companies spend billions of dollars in hopes of engaging and retaining their talent. And just when you get to know your job, new technology implementations and process improvements are sure to come along and change how your job gets done.

Change is a constant, and the qualities employers value most is reflective of the accelerating pace of change. Making the top qualities list are things like emotional intelligence, accountability, adaptability, resilience, and entrepreneurial skills, but what does all that mean and how do employers identify and evaluate talent for these?

It’s no secret that no one’s figured out how to do a perfect job of finding, recruiting, hiring and onboarding talent. It’s one of the many broken systems we keep looking for technology to fix. In fact, HR tech is already an $8B market. Much like every other space, it’s struggling to keep pace with evolving workforce demands and technology.

No algorithm has yet been developed to help companies pluck emotionally intelligent, resilient, entrepreneurial, adaptable talent from databases filled with résumés that barely have the right keywords let alone the right evidence of such qualities.

So, companies, for the most part, are stuck pre-screening for years of experience, minimum education requirements, and hard skills that may or may not be success indicators and probably will evolve and change over the next few years anyway. Then they evaluate a smaller pool of candidates for such qualities in the interview process, probably leaving some really great candidates completely out of the process.

Why are soft skills more valued than skills these days (according to 57% of leaders on LinkedIn)?

Emotional intelligence is a frequent topic of Epic Careering blogs. That’s because a more emotionally intelligent workforce means fewer brand-breaking headlines, less emotional toxicity in the workplace, and limited money and time spent on employee relation mitigation. It also means more client-focused solutions that are marketed and sold better, increased collaboration for faster innovation, and a better ability to foresee how decisions will impact people, planet, and profits in the long-term.

Resilience hasn’t made many of the lists I see published, but it is something that I have had many leaders articulate to me as a highly valued skill, especially in a high growth and/or start-up environment. Defined as meaning an ability to recover quickly from difficulties. Sometimes companies lose key clients, have to downsize, get acquired, and have new leadership take over. Resilience doesn’t mean having no emotional response to such change; it means quickly getting over the emotional reaction and restoring the mindset for performance and problem-solving.

Change management is a growing field, which reflects that there is a greater awareness that change can have adverse impacts on performance, morale, and even health. It reflects a recognition that human beings, by nature, are resistant to change. However, some people, the more adaptable ones, find change easier, even exciting. A more adaptable workforce means less time and money spent on mitigating the impact of change on an organization. Having influential change enthusiasts at various levels in the organization will make it easier for the organization as a whole to move forward. Regardless of the chaos that change can create, adaptable people will find opportunity.

Accountability is huge! I have seen interview coaches goad job seekers into believing that recruiters ask certain questions as traps to get candidates to disqualify themselves by asking about negative experiences and bad choices. Mistakenly, these candidates will try to avoid telling any negative story and evade the truth. This is an awful interview performance tactic. Not only does it shift a person’s non-verbal communication from confident to defensive, it also shifts the interviewee-interviewer relationship from potentially collegial to adversarial and precludes this candidate from demonstrating accountability – taking responsibility for mistakes, and even more importantly, learning and growing from them. Failure is necessary to innovate. Cy Wakeman has also accurately asserted that if employers try to be accountable for each employee’s happiness and engagement, you get an entitled workforce and no improvements in engagement. Not only will a company waste less time on emotional toxicity if everyone took accountability for their own mistakes as well as their own happiness, but it will also nurture a more self-managed culture. I know many great leaders who feel their efforts to enhance working conditions and engagement have been taken for granted and fear that their teams, especially younger team members with little “real world” experience, think that perks, good benefits, continued training, and flexibility are standard and the minute unfavorable conditions exist it’s time to find greener pastures. What the leaders know is that good leaders are definitely NOT a dime a dozen, but if they let their team members find out for themselves, right behind them will be more entitled workers, because accountability for one’s own happiness is so rare.

Speaking of self-managed, entrepreneurialism is a quality that many companies are still feeling out. Consensus among those not yet in management is that management could use improving. Across the board, managers can do better at managing. However, there is an implication that if you are entrepreneurial minded, you won’t need oversight or supervision. This can be mistaken for not needing mentorship and leadership or even communication. I believe when companies say they are looking for someone entrepreneurial they might mean they want someone who will deliver promptly without prompts, someone who will be resourceful in solving problems, and someone who can keep track of multiple functions or balls in the air.  An entrepreneurial person is someone who will offer no excuses. They’ll make it work, like Tim Gunn. Workarounds aren’t ideal for sustainable innovation, but they are often critical for helping emerging industries and technologies survive while new designs are tested. All companies have to be wary of making the temporary workaround the permanent procedure, as it leaves room for disruption and obsolescence.

Almost every leader will tell you that talent is one of their biggest challenges – finding, training, keeping and engaging it. On one side, there are leaders who will tell you that they can train on skill and would rather hire someone with the soft skills to succeed, while others have not figured out how to find talent if not for qualifying on hard skills and then further qualifying for soft skills.

Either way, the challenge will remain, talent pools will remain small, even in times of high unemployment, as long as people without the right combination of strong soft skills are excluded from consideration. For instance, Sally is a charming, persuasive storyteller, but she is unreliable.  She rarely shows up to meetings with clients on time and is often late in delivering what is promised. She is as much a liability as an asset. Can she be trained to be on time and better at time management? Yes! She and the company would be exponentially more successful if she were trained/coached.

Frustrated job seekers everywhere are scratching their heads… How could it be that so many companies struggle to find the right talent, but when you are talent, you get passed over and dismissed so frequently and seemingly trivially?

There are a lot of things that could be done better to connect talent with the companies who need it (much of which Epic Careering is taking on, as it’s our mission to bridge this gap.) Candidates can take it upon themselves to develop better soft skills, but it’s not as cut and dry as to where and how one should go about doing that. Would enough talented corporate rising stars do this to widen the talent pool? It could happen, but it would take quite the campaign. You can help by sharing our blogs related to soft skills, like this, or inviting us to speak.

The other thing that companies can do is to make soft skills development as much a part of their training and development budget as upgrading technical skills. Employees at every level would benefit from soft skills development, and the company would see a vast improvement in multiple metrics categories, though some short-term fall off of uncoachable employees would be expected.

Wouldn’t it be great if in the next 5 years employers could qualify potential talent based on whether or not they successfully completed and applied soft skills training? Then the pool can be further qualified by hard skills. Or, to keep the candidate pool wide when necessary, companies can hire for soft skills and train on hard skills. A workforce trained in soft skills by ways of certain mindfulness trainings also enhance the learning state and help develop neural pathways that make learning, retention and recall even better. This workforce will be even more willing and able to learn and apply new breakthroughs and technologies as they become available.

Until then, the workaround is to offer soft skills training to your workforce related to these primary qualities in conjunction with hard skills training.

If you are interested in evaluating this kind of soft skills training, book a consultation with us today.

We’d love to know how your company has worked around the soft skills shortage.

Jerry Whitman – Too Bad You’re Crazy

The Ending Song From April Fools’ Day (1986).

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

5 Job Search Activities That Will Keep Your Momentum Up, Even If You Slow Down

 

Now that Memorial Day Weekend is passed, we are ready to get into summer mode. We think we’ll be so productive, but let’s be real – we’ve been productive all year and it’s time to have fun.  Go ahead! Enjoy! Get to the beach, eat barbeque, drink frosty cocktails, pick up a good book, hit the pool, or travel.

A major benefit of coaching my clients in job searching is so that they spend LESS time getting MORE results. That leaves them more time for the good things in life.

No matter what you decide to make a priority for your summer, there are 5* kinds of job search activities that, if you do them at least once a week, will help you maintain and even build momentum while you enjoy your summer.

*Caveat: This is all assuming that your résumé, LinkedIn profile, bio and call to action powerfully make clear why you are the candidate that employers need to snatch up before the competition gets you! If you haven’t done these, then add one more activity to this list – Schedule a free branding breakthrough consultation with Epic Careering.

  1. Administration –
  • Set up your schedule, setting goals for things you control:
    • number of events to attend
    • number of new contacts to make
    • number of introductions requested
  • Select target companies on which you’ll focus
  • Make a call list of people with whom you will follow up.
  1. Research –
  • Do deep company research – search for press releases, journal articles, financial statements, and identify key people. Go way beyond the company website, LinkedIn page, and career page.
  • Do LinkedIn research – Look up key people profiles, evaluate employee profiles (and check out their past companies to identify new target companies), and search for these people on other social media to gain insight on how to build rapport.
  • Do networking research – Explore professional organizations, check out event calendars (Eventbrite, MeetUp), and ask people in your network about upcoming activities and opportunities (networking can include social events, too, as long as you deliver your call to action!)
  1. Massive Action – Make calls, send LinkedIn invitations (with customized messages), send cover letters (5 came with your package), follow up, and attend networking events.
  2. Network Nurturing – Recommend resources, send leads, do random acts of kindness, volunteer.
  3. Self-care – Engage in flow activities (yoga, walking, reading, theater, dancing, dinner/drinks with friends), pamper yourself (pedicures), get enough rest and eat well, also, meditate, journal, read – whatever floats your boat and your spirit.

Pick one activity per day or set aside a couple of hours every day so you can fit in all 5 each day.

Manage your energy well, and continue to manage your calendar – put these things your schedule, but feel free to schedule around fun. Allow yourself to be present for your summer and your loved ones.

Notice that none of these activities include checking job boards or filling out online applications. That is because neither of these activities are high impact, yet they are what everyone feels compelled to do, as though they can check the “done” box on job search activity. You can do that, but know that it won’t afford you the time to enjoy your summer. In fact, spending your time this way is a recipe for lack of results, frustration, questioning self-worth and viability of landing a job, even depression and anxiety.

Getting results is so much more fun than not getting results.

A couple of recruiters in my network reported that hiring did NOT slow down last summer and there are signs that this summer will be just as busy. September is the 2nd busiest hiring month (behind January.)  Keep up the great work so you can do great work!

Alice Cooper – School’s Out [Lyrics] [HD]

Alice Cooper – School’s Out [Lyrics] —– ENJOY!

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Job Security Now Through 2030

 

While some prospective clients come to me hoping I can help them land somewhere “stable,” another group come to me because they realize that their companies’ stability has become golden handcuffs, and has held them back from reaching their full potential.

Even if this was the time when you could graduate, land at a large company, work with them for 30 years and retire with a great nest egg saved up, it may not be in your or the world’s best interest.

Retention does not equal engagement, and now we know what disengagement costs companies (something around $400B+ in the US alone.) The pace at which companies need to innovate and evolve is exponentially faster than it was, and that is predicted to continue accelerating exponentially throughout the 21st century. Ray Kurzweil, developer of the Law of Accelerating Returns, proposed back in 1999 that in the 21st century we would in face experience 20,000 years of progress compared to centuries past.

Companies are already finding that by the time they roll out the technology in a large enterprise, it’s already outdated, or even obsolete.

Whew. Starting to feel anxious? It’s possibly because your brain would really love to protect you from all this change, but even it is operating on a default mode that in a much different day and age would have helped you survive, though today it can mean the opposite – in life and in career.

This Saturday, I spoke at The Jump Start Your Job Search event on how to create your own job security. There were really three major efforts that I outlined:

Branding: Being intentional about how you want to be regarded and building either a campaign, for active job seekers, or a broadcast plan, for those well on-boarded and looking ahead, around that.

High Performance: Leveraging neuroscience breakthroughs in human performance optimization to continually expand and develop by creating habits of mini-practices that enhance critical thinking, creativity, intuition, emotional intelligence, resilience, and even health.

Personal and Professional Development: Rather than relying on your company to invest in your development, own it by consistently assessing your desired growth trajectory, studying the market, acquiring new skills, enhancing your self-awareness, and consuming and creating in equal proportions.

My proven hypothesis – Doing all three of these on a consistent basis, dedicating at least 10% of your budgeted time and money to them, will shift your career management from being exertive and exhausting to management and magnetic, thus leading to sustainable job security.

Caveat: I cannot promise you that the role that you want and/or have right now will be stable in the future. That’s because 85% of the jobs that will exist in 2030 don’t even exist right now.

However, by doing as advised above, you will become a master of adapting and evolving, reinventing yourself, and staying viable and valuable into the future, however it may be.

 

Fleetwood Mac – Don’t Stop (Official Music Video)

You’re watching the official music video for Fleetwood Mac – “Don’t Stop” from the 1977 album “Rumours”. The new Fleetwood Mac collection ’50 Years – Don’t Stop’ is available now. Get your copy here https://lnk.to/FM50 and check out North American tour dates below to see if the band is coming to a town near you.

 

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

If You Are Braving Résumé Writing On Your Own, Some Expert Tips

As an expert in a professional field, you face very different challenges than most other job seekers. Advice that you have been given by anyone outside of your industry could be misguided. If you are going to invest time and/or money in your résumé, you might as well know if what you are doing is going to get you results. We will examine the various ways your résumé can be received and the best ways to maximize the appeal of your résumé since there are many different kinds of individuals that will be reviewing it.

Here are some guidelines specific to IT résumés:

“Big” is relative

When it comes to your experience, start with what you accomplished. What were the challenges you and/or your department were facing?  If this was an official initiative, what is the size and scope of the project? How many users were affected? Detail what you used and how you used it to conquer the challenge. Include the result in quantifiable means whenever possible.

Do not enforce the usual page limits on an expert-level résumé. Hiring managers and recruiters need to know exactly what a candidate has done. Vague résumés will often get passed over for “lower hanging fruit.” Adding these details can make a résumé longer, but a non-technical recruiter, sourcing specialist or administrator would find it difficult to locate you among applicants and qualify you otherwise. Mid-level professionals, especially consultants can very acceptably have a 2-3 page résumé and executive or senior professionals can acceptably have a 3-5-page résumé, so long as the experience is relevant and written concisely. There is no need to add or subtract content strictly based on outdated length “rules.” As a caveat, you have to know your audience, too. If your audience wants the facts and only the facts, get to the point!

It’s all in the details

Any application/suite/module, database, language, tool, server, operating system, protocol, switch/router, etc. that you wish to continue working with should be included in the résumé. When a potential employer reviews your résumé, they want to know more than that you have worked with X technology. They want to know how much and how in-depth your experience is. The technology should occur proportionally as frequently in your résumé as you had worked with it. Frequency of keywords increases your relevance in the results of a keyword search making you further up on the list of candidates to call for further qualification. Include versions.

Some companies require a résumé to include 80% of the requirements listed in their posted job description. The initial gatekeeper has a checklist that includes the number of months/years of experience for each requirement. They systematically divide how many boxes are checked by the total number of requirements to see if you make it to the next round. In order for a skill to be considered a valid qualification, it must be substantiated. This doesn’t mean that your potential employment is always measured by these methods. It is evident that you should always include all details of your experience that are specifically requested in a job description. 

Alternate spellings

As you write your job descriptions, think about the step-by-step processes. Include tools, methodologies, applications that you involved and any corresponding acronyms.  Scan job descriptions posted by employers to see what variation of terms they use. For example, M is a common way to refer to MUMPS. Caché is a version of Mumps (which is a language and a database, so make sure that is clear). When applicable, add the alternate term in parenthesis a couple of times throughout the résumé. This will ensure that keyword searches will extract your résumé regardless of which variation the individual is using to search.

Training/Certification/Education

Placing this section at the top of your résumé versus the bottom is dependent on how much these qualifications are going to generate interest in an interview. Some certifications are very sought-after. Certain schools produce alumni that are highly recruited. If you know that this applies to you, make your credential obvious as an acronym next to your name or somewhere in a concise executive summary. Include a section at the bottom with the name of the establishments from which you received any training/certification/degree, even if it is a foreign university. Omitting it automatically generates doubt in the reputation of the establishment.

A lot of candidates put the logo for the certification they have received on their résumé, which looks great. However, applicant tracking systems usually do not store graphics or formatting because it takes up too much space/memory. The certifications should also be listed in text form (Acronym + full spelling).

Wasn’t me

It is not as important to a recruiter what your team or manager accomplished as what YOU had to do with it. Give yourself credit for your contributions. Avoid phrases like “involved in,” “contributed to,” and “attended.” These phrases communicate that things happen around you. If your résumé does not show off HOW you contributed, what your involvement was, it may have the opposite effect you want it to. It may make you look like an observer rather than an achiever. Conversely, do not take credit for other’s accomplishments. I often had candidates explain things in “we” terms. For example, “We reviewed the code, identified errors, and worked with the developers to remediate the problem.” What was really meant was that the individual reviewed the code, identified the errors, and the project manager worked with the developers.

Tell them what YOU did, not what the team or manager did, or you may wind up in a role that you are not qualified to do. Gaining employment by misrepresenting your abilities and experience can be the most detrimental career move. It ruins your credibility in a small world where recruiters move around and warn each other about the people that ruined THEIR reputation. Remember, résumé rules forbid the use of pronouns. In most cases, you can remove the pronoun or replace it by specifying who is meant by the pronoun without losing meaning or comprehension.

 Mingle it!

Most transition resources will tell you that networking is the best way to gain new employment. It is true what they say, “It’s all about who you know.”  This can be discouraging for people who are not lucky enough to have family connections, but you can always go out and meet people.  The good news is that there are new ways to introduce yourself completely virtually.

Online methods of networking include e-lists, user groups, LinkedIn, Facebook, Quora, and many more.  Whomever you do not know now, you can meet in cyberspace. The point of networking is to generate leads and referrals for employment. Referrals are recruiters’ favorite way to find new candidates, so an e-mail subject stating “John Smith referred me” is GOING to be opened and given priority! Remember that you can also introduce other people and the more you do it, the more it will be done for you. If you want to know the best way to present yourself to strangers, read How to Guerilla Market Yourself, Get What You Deserve! by Jay Levinson and Seth Godin.

Remember, too, that once you make an online connection, the most effective and efficient way to further it is through voice-to-voice communication, whenever face-to-face communication isn’t possible. Pick up the phone and convert online relationships to offline relationships.

Call!

Unfortunately, the résumé you send may never reach a person. Sometimes applicants number in the hundreds to thousands and it is not humanly possible to review that many résumés, let alone send a response.  What can you do to make sure that your résumé doesn’t sit in a dummy inbox? Call!  Follow up.

Your résumé displays experience, skills, accomplishments, education, and certifications. What is not evident is your motivation. Your dedication to finding a job is an indication of how motivated you will be to bring value to your next position.

Your value and your ability to mesh with a company’s culture is what gets you a job offer.  If you reach voice mail, leave a polite invitation to learn more about what you can bring to this position. Say your number S-L-O-W-L-Y and spell your name so the recruiter or hiring manager can locate your résumé prior to returning your call.

Now, if the return call does not come, leave another message the following week reinforcing your enthusiasm for the job. Try a different venue, like LinkedIn or Twitter.

It is okay to keep trying. Sometimes, it can take four or five calls. You would probably be surprised how often the person called THANKED me or my client for diligence in following up. Most people don’t want to or mean to be unresponsive. So many of us experience time poverty. Empathize.

DO NOT leave any trace of a guilt trip. Understand that “Drop everything! This is HOT!” is the nature of a recruiter’s day. Priorities flip-flop and zig-zag. Plus, few people would be motivated by undue guilt, and do you want that to be their reason for calling you? Out of guilt?  Be patiently persistent. It may not get you a job, but it will most likely get you a response and a chance to introduce yourself.

 

I can do bad all by myself – Mary L Blige

Many people can relate to this song

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Can You Get To 10 Out of 10?

 

I love rating scales because it can instantly bring awareness of gaps as well as increases in confidence, performance, and satisfaction. My clients sign off that their branded content, whether a résumé, LinkedIn profile, biography or cover letter is a 10 out of 10 before it becomes final.

When I first start speaking with a prospective client a key question I ask is how they rate their momentum toward their next goal on a scale of 1-10. If they’re already at a 7+, it’s clear they have a lot working in their favor already and they’re looking to make sure that they can sustain such momentum or give it a small boost. If they’re anywhere lower, which most are, it’s critical that I diagnose why their momentum is so low and devise a plan that will get them to a 9 or 10 within a three month period.

Last week I asked my students to rate their confidence in interviewing before and after they did group peer mock interviews. This was an experimental format and I wanted to know if it was effective. Their ratings proved that it was effective at bumping them up a notch or two, so that everyone was at least a 7+.  Then I asked, “What will it take for you to feel like a 10.”

A few interesting things were revealed.

Most of them wanted to be interviewed by ME, believing that it would more closely mimic an employer interview because my experience would lead me to ask harder questions and they would be more nervous about my opinion since I give them a grade.

So, they felt confident and more comfortable but wanted to be put into more stressful conditions to really test their performance. I thought this was a very self-aware and astute observation, indicating to me that they truly had gained more confidence, but wanted to challenge themselves.

Another revelation for one student was that she didn’t feel she would ever be a 10. Wow! This was a truly courageous revelation to acknowledge and share. It was an opportunity to further increase their self-awareness of how their belief systems influence their behavior.

It may be a Job Search and Preparation course, but if I only focused on the pragmatic steps of job search, the students would not apply the steps with integrity, achieve the outcomes I intend for them or acquire the life skill of being accountable for their own success. With Cabrini’s blessing, I also incorporate into the course science-based mindfulness, emotional intelligence, mindset management, interpersonal communication and influence, and project management.

If this or any of these students maintain the belief that they will not achieve the ultimate whatever (job, lifestyle, confidence, self-image, etc.), their brain’s motivational systems will fail to fire and they will become victims of confirmation bias, never realizing that the “evidence” they see, and that their ultimate X is impossible because of a filter that they programmed.

While they are learning how to use storytelling to influence others into action (in their major and in their job search,) they are now getting more clear about the stories that formed their beliefs and how those beliefs and stories are shaping their behavior and their results in life.

This student’s homework, which was suggested for any and all students, was to journal with the intention of identifying the source of the story that she would never reach 10, and in doing so recognizing it as a story, not a truth. Then I also shared with them a video about how to reinforce a different story – a story in which they are their best selves enjoying all of the success, joy, and outcomes that coincide with the belief of being worthy and capable of reaching 10.

Where do you rate yourself in various realms of your life?

Do you hold the belief that 10 is unreachable?

If 10 is possible (which it is), what gaps need to be filled in to experience that?

 

Unknown Brain – Perfect 10 (Lyrics) feat. Heather Sommer

🎧 Your Home For The Best Electronic Music With Lyrics! Unknown Brain – Perfect 10 (feat. Heather Sommer) Lyrics / Lyric Video brought to you by WaveMusic ⏬ Download Unknown Brain – Perfect 10 (feat. Heather Sommer) here: http://ncs.io/P10ID ⚡️Honey I’m a perfect 10 🔔 Click the bell to stay updated on the best Lyrics / Lyric Videos from WaveMusic!

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

If You’re Robbing Yourself of Fun and Self-Care During Your Job Search, You’re robbing Yourself of Results (Prescription Within!)

 

When I was out of work for 10 months after 9/11, I was not only in between jobs but also in between living arrangements. I wasn’t officially a roommate to my boyfriend (now husband) and his roommate since I was not paying rent, and I could not continue to live with my bachelor father, because some things you can’t unsee.

I had moved back in with my dad after leaving a cheating boyfriend at the age of 21, met my husband four months later, and was laid off six months into our relationship.

I had student loans to pay and some credit card debt that I’d accrued while searching for my first job after college. I had also finally bought a brand new car, a Saturn SL2, after being stranded one too many times on the side of the road with a broken down car, so I had a car payment as well.

After being informed that cleaning and tidying were insufficient forms of rent, and if he (the roommate) were me he wouldn’t be doing pilates at 3 PM or hiking in the middle of the day, but hitting the pavement.  I felt added pressure to spend all my time either working doing anything so as not to be home when he was home, but also not spending my time on self-care. I walked to a business within walking distance, since gas was a luxury I couldn’t always afford, and worked for minimum wage doing menial tasks while neglecting self-care. My depression worsened, and interview anxiety manifested, whereas I’d never had interview anxiety before.

As an employee, I was known to be sharp, intelligent, forward-thinking, and organized. As an unemployed sponge, I was now considered a burden, a leech, and essentially useless. Even though some friends were helping me out, giving me referrals for jobs, I was not making them look good at all. I was showing up as the unemployed sponge, not the confident, value-adding, trend-setting, technology-savvy people person.

After the business down the street told me their business slump meant my minimum wage job was no longer, I went back to taking care of myself. Neglecting myself wasn’t working; it was backfiring. So was doing work well below my capacity and potential. Something else I realized – my husband and his roommate didn’t know how to land a corporate job. Hitting the pavement was not producing jobs that would position me to pay my bills and rent and sending online application after online application left me powerless and dejected. I had to go back to my network, which I avoided when I was depressed and doing demeaning work. I had to show up as the person who would add value

I went back to pilates and hiking regularly. I spent my transition time finding out who my network knew (this was before LinkedIn). I shifted my criteria to target GROWTH opportunities that required a college degree, whether in recruiting or not, and challenged myself to find ways to have fun that didn’t require spending a lot of (or any) money so I could remember why people wanted to be around me.

I landed, finally, and then was laid off again three months later, but landed again five weeks later, and then was promoted three months after that. I knew that eventually, I would teach people what I learned about making a job search effective AND fun, and how essential both are.

Nearly 16 years later, here I am with 13 years of experience doing just that under my belt and when my clients express to me that their emotions and thoughts are getting the best of them, I prescribe them fun and self-care. Now, after years of studying human performance optimization and neuroscience, I have an even better understanding of exactly why fun and self-care are essential to job search success.

Do you remember learning about Pavlov’s dog?  Reinforcement is key to learning positive behaviors and making them habits. Reward yourself for engaging in job search activities that are effective, but perhaps stretch your comfort zone, like attending networking events, asking your friends and contacts for introductions, inviting hiring managers to speak or meet, and calling to follow up. The more you associate these activities with a reward, the more motivated you will feel to do them.

And, once you get results this way, the shot of endorphins will further compel you to want to repeat them.

Make sure your self-care routine incorporates exercise AND restoration. Exercise is not just healthy for your body, but also has proven clinical impacts on your mental state, helps you feel more confident, and increases oxygen to your brain to make you smarter! Restoration and recuperation is key to preventing physical fatigue and brain fatigue, both of which can negatively impact your performance and mood. Making time for stillness and reflection is essential to seeing where and how you can improve as a human being, teammate, and as a performer.

To take this all a level up, identify and engage in activities that put you in the flow. The more you can put yourself in a state of flow, the better you intuitively, swiftly solve problems and make decisions. For me, being in the woods or out on the water, coloring, making crafts with flowers and plants, swimming in the ocean, sitting in my hot tub, dancing to live music, attending development-related classes and webinars, watching sports, and yoga put me in a flow state.

Make a list of activities that make you feel like you’re in the flow, and set time aside on your calendar each week for these. Steven Kotler, NY Times best-selling author on the subject of flow, recommends at least 15% of your time be allocated for this each week.

Also, don’t avoid people because you fear their judgment. Isolation is a confidence killer and anxiety inducer.  Invite the people who know and appreciate the “real you” to spend time with you at least once a week. There are plenty of things that you can do that don’t require spending money, such as a game of catch, card and board game potlucks, picnics, and gathering to watch your favorite show or team. Keep up your team skills while in transition. You can even invite them to volunteer with you.

Having trouble justifying this to the stakeholders in your job search? Tell them it is a prescription, professor’s orders, and show them this:

 

If you want additional emotional support and guidance (not just advice, which I give freely here) on how to spend your days to optimize your performance and results, schedule a free consultation.

Put The Lime In The Coconut

AND SHAKE IT ALL UP!!!!!!!!!!!!!!!!!!!!!

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Why Recruiters Ask You Questions That Your Résumé Clearly Answers Already

 

Have you, like many other job seekers, noticed that it seems sometimes like recruiters, maybe even hiring managers, ask you questions that have clearly been answered already in your résumé?

Like, “Do you have experience with business intelligence tools?” while your last position was “Business Intelligence Analyst.”

You’re getting all kinds of advice from career coaches like me to do your research and come to interviews prepared to intelligently talk about the company’s specific goals or challenges, but you get to the interview and it feels like you’re just interview number 9 today, not their potential next highly valued employee.

Experiences like this are just one of the hundreds of gripes that I see job seekers making online, and I have been collecting them for over a year now. (I also procure gripes from recruiters about job seekers, recruiters about HR, recruiters about hiring managers, HR about recruiters, HR about hiring managers, and hiring managers about HR – what a mess!)

I have to admit that as a recruiter, I have been guilty of this. Here’s what happened:

  • I had a third party recruiting firm play bate and switch with me, sending candidates to interviews who didn’t match the résumés they presented. As a result, I made a bad hire that I had to replace for the client. From that point on, I always asked clients to validate what was on their résumé. Once you uncover deception, you become skeptical. Once you get burned, you become cynical. I’d rather have a candidate insulted that I was asking them questions that I should have already known from their résumé than hire someone who was misrepresenting their skills and qualifications.
  • Coincidentally, I had some very indignant candidates who were quite put off that I would ask them such questions. The worse they took this experience, the more I worried about their temperament. I had candidates who seemed completely professional in their interviews get to the client, have a bad experience, and completely lose their cool, as well as their chances with that client and me. I also had a candidate I referred to another firm get escorted out by security for becoming threatening. In this day and age of employee sabotage and mass shootings, a person’s temperament is always being evaluated.
  • From time to time as a recruiter on top of still needing to fill hot job requirements, you have to put fires out, such as when my candidate was fired and needed to be replaced. Sometimes I was not as prepared for a candidate interview as I liked to be. I would normally just be upfront about this and apologize. Under stress, however, I might not have been as empathetic. I had some bad days as a recruiter, and I may have come off as aloof, scattered, or insensitive.  I wasn’t my best self, and all I can do is aim to be better. I’m a decade (plus) older and much more emotionally intelligent than I was then. Not all recruiters get how their candidates’ experience affects their long-term success, and even if they do, they can’t always buck the broken system and fix their candidate experience. I’d like to think that eventually, especially if the candidates’ job market continues, more recruiters will have to evaluate and improve how they treat candidates, acknowledging them as people, not commodities.
  • Résumés are rarely written to include “behind the scenes” details that demonstrate and prove a candidate’s qualifications. Often it’s a list of what a candidate was supposed to do, not what they did or how well they did it. So, a phone screen or interview was your opportunity to tell a compelling story that demonstrated your value. The résumé was just a tool to get me to invite you to an interview. If you have qualities and skills I felt would impress the client, the résumé also had to inspire the client to interview you, but I need to take it up a level. You may have stated that you did something on your résumé, but I need to know more to enhance the résumé. AND, I need you to be able to articulate your experience to the hiring manager and other stakeholders. I’m not just making sure you have the experience required; I’m making sure you can effectively communicate this to me, and therefore others.

I’m definitely not condoning recruiters’ negligence to understand a candidate’s experience prior to an interview; it goes against common sense best practices. However, I find the volume and extremity of the gripes I have been procuring online for over a year now to be disturbing and discouraging.  Solutions that truly disrupt and overturn the broken system cannot be devised until all parties involved in hiring and careering can understand the other parties’ perspectives. I don’t want to take sides; I want to bring the sides together.

This may or may not ease your frustration with the recruiter experience, but ultimately you are absolutely capable of landing your next job without them, and you will probably find those activities much more enjoyable. Eliminate or manage as many stressors as possible so that YOU can be your best self more of the time. If you want to know how to execute a career campaign without recruiters, schedule a free consultation.

If you want to learn how to get recruiters to call you back MORE often, download my free report.

 

This World Fair “Don’t Make Me Wait” from Disturbia

Get it at iTunes: http://bit.ly/DisturbiaMusic CD: http://bit.ly/DistCD SUBSCRIBE: http://www.youtube.com/LakeshoreRecords This World Fair “Don’t Make Me Wait” music video. From the movie and Soundtrack to DISTURBIA. www.LAKESHORE-RECORDS.com

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Could a Simple Shift Produce Breakthrough Results in Your Job Search?

 

Even though most job seekers have heard that job boards are not a very reliable resource to create momentum in your job search, it’s still a default activity for most job seekers.

I know it’s very hard to resist the seduction of low hanging fruit. It may seem counter-intuitive to NOT apply when you see a great job posting show up in your job board results or among the postings sent directly to your e-mail, but are you happy with the results you get?

There are dangerous, not just detrimental, impacts of spending most of your time on these job boards, which include:

  • Negating the potential for a current employee to earn a referral bonus for sponsoring you.
  • Haphazard applying can sometimes lead to multiple submissions into a company, which can disqualify you; companies don’t want to get in the middle of placement fee disputes.
  • Believing that job board search results are good indications of the viability of landing the position you want, then…
    • Deciding that the job you want isn’t viable when the results show few postings
    • Deciding that landing will be easy and is just a matter of playing a numbers game when many postings show up
  • Expecting a response or any kind of return on the time you take applying through job boards, then…
    • When a response does come that lets you know your application was seen, believing that you are getting somewhere with that job
      • Then spending more time preparing for something to happen with that job instead of spending time generating new opportunities
        • Letting momentum slip and then when that job falls through having to start back at 0.
      • When few responses come back believing that there is something wrong with you, that you are not an attractive viable candidate
        • Questioning your self-worth
        • Devising a plan B (or C or D) believing that plan A isn’t feasible
          • Falling into depression as hope slips
        • Finding it hard to stay motivated
          • Being even more likely to continue doing what is easy, not what’s effective, but requires you to be brave
        • Putting a lot of pressure on yourself to perform in an interview.
          • Making you even more nervous, less confident and ineffective at inspiring the confidence of prospective employers
          • Increasing the likeliness of you having to take the first job that’s offered rather than the job the represents your best chance of success
            • Having to swim upstream every day to keep your head above water
            • Feeling like you’re not able to be your whole self at work
              • Increasing your chances of illness and chronic disease

This is not hyperbole! This cascade of negative consequences happens all the time, and it’s something I would love to help everyone avoid!

Have you been here? I have!

Here’s some good news – avoiding it is simple. It’s not easy, as creating new habits is a challenge for many (unless made easier through hypnosis.) However, with a conscious shift in how you spend your time, you can reverse your fortune and enjoy exponential momentum that leads to multiple, attractive, competing offers and your ability to take control of your career destiny!

If you don’t believe me, great – try this 14-day experiment:

Every time you would normally be compelled to check the job boards or the agents send directly to your inbox, go on LinkedIn and do any one of the following instead:

Monday:  Make a list of 10 target companies

Identify your top 5 criteria for your next company, team, or boss and enter a search in the search bar for related keywords, like “social responsibility.” Try filtering results to search content first, but try all of the search categories until you get a hit.  Add the company name to the list. That’s it today – just focus on making the list. Don’t check them out – yet.

Conduct what I call spider research to identify additional companies. This is where you follow “bread crumb” trails. This can mean following the prompts that LinkedIn offers, such as “People also searched for:” or evaluating the profiles of people who work at a company to see where else they worked.

Stop when you have identified 10 prospective companies.

Tuesday: Deep dive into your target companies through LinkedIn

Make it a mission to uncover all of the content available.  Put the company name into the search bar, but go beyond the company’s LinkedIn company page.

Search for content related to that company. Evaluate the employment history of leaders and employees.

While you’re doing that, make a “hit list” of people who seem approachable, people who seem like avid networkers and people who share content and engage.

Create company reports, a place where you can compile relevant information you find, such as the company’s goals, mission, challenges, stances on industry trends, and key people.

If they happen to have a job opening that seems appropriate for you, copy and paste that in the company report as well, recording any contacts that may be connected to the job opening or the company.

Don’t apply. Remember, this experiment is designed to show you how you can make something happen and take control instead of taking the “short cut” that doesn’t actually get you any closer to landing the job.

Wednesday: Take massive action and do it in bulk  

This may sound odd, but pump yourself up physically before doing today’s experiment. Lift weights, do pushups, go for a brisk walk or jog, do yoga etc. This neurohack of the mind-body connection tends to make you feel a bit bolder and braver. It will increase the oxygen to your brain which will help you make good decisions and think more creatively.  The endorphins running through your body will put you in a good mood, which will make you more magnetic to your prospects.

Your primary goal here is to start a conversation. Getting a job is your end goal, and a noble, if not necessary one, but initially you need to get the attention of your prospective employers and potential sponsors. This means knowing, or at least guessing, what will incite action. It could be a pain they need relieving, or a contact you know will help move them forward, competitive intelligence, something related to a personal passion, or flat out asking them for help.

Most people will default to sending a LinkedIn Inmail or invitation. But, when a phone number is available among a contact’s contact information, try it. This is an experiment intended to help you understand the most impactful ways to invest your time in your job search. There’s a reason people put phone numbers in their profiles – they want people to call.

Thursday: Follow up promptly and nurture your network

It’s possible you will have responses that you’ll want to respond to immediately, but even if you don’t, you can still use today’s reallocation of time toward expanding your network and visibility by spreading the love.  Comb through content worth sharing. Make introductions for people. Give people recommendations and endorsements. Share other people’s status updates or posts. Make thoughtful comments on high-engagement articles and posts in your home feed or those from specific thought leaders in your target industry. Direct message job leads to people. As you share, let them know that you are concentrating on connecting with [enter potential boss’s title] at [target company/companies] so that you can [value proposition.]

Friday: Find another way

While the purposes of this experiment is to find ways to leverage LinkedIn to get further faster than you would with job boards, it’s not the end-all/be-all resource. If someone lacks a picture, 500+ contacts, recent activity, and a summary or job descriptions, LinkedIn is probably not going to get you visible to this person because they are not using it in the flow of their day. You want to interrupt the flow of their day and get their attention, so look for other venues where they may be more active – non-profit involvement, other social media platforms, directly in their e-mail inbox, or even in their social circles.

Identify and follow up on a potential new venue to get the attention of your prospective employers or sponsors.

Track the time you spend, and track the results that you get as a result of the time. Results look like introductions offered and made, meetings scheduled (even if by phone), interviews (of course), and leads shared.

Tony Robbins said that there’s a millimeter of difference between success and failure. Usually, it’s the small shifts that cause the most significant breakthroughs.

Please share the results of this experiment, some of which may not be instant, but may be results nonetheless.

Best wishes and happy experimenting!

Oingo Boingo – Weird Science

1985) For most of the 80’s Oingo Boingo was to L.A. and Orange County what the Grateful Dead was to San Francisco. Oingo Boingo developed the kind of fan following that made every appearance an event. They were “our band”, and we believed they knew and appreciated our enthusiasm.

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.