Job search pit stop

10.  What would be fun to try next… ◦ ◦ ◦ ◦ ◦ …that I have some skills for? …which interests me? …which aligns with my needs? …which is healthy for me? …with manageable level of stress?

11.  Organize a list ◦ Family, friends, those who love you ◦ People you have worked with (successfully!) in the past ◦ Acquaintances (e.g. service professionals, friends of friends…) ◦ Communities of Shared Interest  LinkedIn Groups, MeetUp Groups, Church or civic groups, and support groups!

12.  Think about your FOCUS statements… ◦ Industries, companies and/or work settings  What companies have you already thought of? ◦ Others like them ◦ Try a Reference Librarian  Start showing your list (even if small) to people you Network with

13. 1. State who referred you (If applicable) 2. Be honest: Yes, I am navigating a career transition 3. Help Them See Your Background: My work history (brief) and quick summary of top employable skills 4. Educate: “What I’d love to do next in my career is…” 5. Be Direct: “What I would like from you is…”  Suggestions on related job roles I might consider  Perhaps connect me with people you know who might be helpful  Look at my list of target employers and suggest additions or deletions

14.  Keep a record of : ◦ everyone you meet (CONTACTS) ◦ every meeting (NOTES) ◦ who referred you   Always ask permission to use their name when contacting referrals. Practice with someone easy & forgiving before moving on to the BIG DOGS!

15.

16.      NAME My background is in (ROLES, INDUSTRIES) I know I’m very good at (TRANSFERABLE SKILLS) What I’d LOVE to try next would be… Right now, I’m hoping to get (REQUEST) ◦ Contacts ◦ Ideas to expand my targets ◦ Company List suggestions

17. Life in Progress Coaching ed@lifeinprogress.com 215.439.7184

Editor's Notes

SOURCE: Lou Adler is the CEO and founder of The Adler Group -- a training and search firm BLUE = Active Job Seekers, RED = “Passive” Job Seekers (note, passive job seekers aren’t scouring the job ads!)Lou’s Learnings: 1.The big point: the more direct knowledge the hiring manager has regarding the person being hired the less the person’s skills, academics, and experiences matter. For example, internal promotions are by definition based on past performance and future potential, since the objective of the move is to provide the person with more skills and experience. People who are hired externally, but are highly regarded and referred by a trusted source, are evaluated on a reasonable balance of past performance and skills and experience. Yet an unknown person who responds to a job posting or found in some resume database is screened and evaluated primarily on the depth and quality of his/her skills, academics ,and past experiences.2. Despite the drawbacks, 28% of the survey respondents found jobs via a posted job ad. Interestingly, many of these were for professional and mid-management positions although most were for staff and less-skilled positions. Job ads are more important for staff and less-skilled positions, but less-so for professional and mid-management jobs. By the time you get to executive jobs, they are negligible.3. Aside from posting jobs, corporate and agency recruiters spend most of their time searching through resume databases, including talent pools like LinkedIn, to find people. Typically these are for professional and management positions. Many of the people found this way aren’t currently looking, but most are open to consider a new job if it’s better than their current job. Only 16% of the survey respondents indicated they were contacted by a recruiter this way. Job seekers seem to be getting savvier, bypassing the gatekeepers and getting in touch with the hiring managers directly. 4. Employee referrals represented the bulk of the “Networking” category. However, there were some interesting stories of how job-seekers proactively made the connection with someone in the company. One person worked a trade show to find companies that were planning to hire. A few attended regular professional networking events. Another, who wasn’t looking, kept getting calls from a previous supervisor. The big idea here is that being referred by someone you know –whether the person contacted you or you contacted them – seems to becoming the new default for getting another job. While company loyalty might be on the decline, it appears interpersonal loyalty is on the rise.
FOCUS & CLARIFYWhat I’d love to try next!TARGET YOUR NETWORKStart with the people who love youWork OUT to professionalTARGET ATTRACTIVE EMPLOYERSReal connections with values & interestsLAND & EXPAND Always ask your contacts & connections if they can help you expand EITHER list (above)This is not to exclude the S.A.W. method… it’s “IN ADDITION TO”!!!
If you need help with this:“What Color is Your Parachute?”Plus Lots of other good books on this subject.Career Counseling/Coaching through local Community College, Church Groups, or privately * Assessments can be helpful
Think about your FOCUS statements…Industries, companies and/or work settings What companies have you already thought of?Others like themTry a Reference LibrarianStart showing your list (even if small) to people you Network with
This has to be kept short. The “Elevator Pitch” story… why it has to be kept to 30 seconds!!
Keep a record of everyone you meet (CONTACTS) and every meeting (NOTES)Keep a record of WHO REFERRED YOU to everyone you meet. This is easy to forget!Always ASK PERMISSION to use their name when contacting anyone they suggest. You might also ask if they would prefer to personally introduce the two of you before you reach out.Practice with someone easy & forgiving before moving on to the BIG BOYS!

Job search pit stop

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Editor's Notes