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By rashley, April 1, 2010 7:34 pm

Layoff blues got you down?

You didn’t do anything wrong and there was nothing you could do to prevent it, but you are unemployed. In fact, you know if you had been running the show, layoffs would not have been an option. But, you weren’t and the decisions were out of your control.

Of course you are angry, maybe even a little depressed. For sure your self confidence has taken a hit. You did a terrific job and you still find yourself out of a job. That just doesn’t seem fair.

Do you want them to win twice? Once for getting the company into a spot where they chose to lay you off and again because your anger gets in the way of conducting a compelling job search? Don’t let your anger sabotage your job search.

Take control of what you can control.

Here are a few techniques to let go of some of that anger.

• Make a list of all the good things that occurred for you during your tenure with the company.
• Make a list of all the new friends you made at the job.
• Make a list of the great references you can use from the job.
• Invite several of your direct reports and peers to contribute to your LinkedIn references.
• Contribute LinkedIn references to your direct reports and others
• Help others who were laid off in their job search.
• Do something nice for someone every day, asked or not
• Focus on the people who love you
• Remind yourself of your significant accomplishments. Repeat every time the negative thoughts occur.

Give these things a try coupled with taking excellent care of yourself. Drink plenty of water, take your vitamins and above all else, avoid anyone who wants to discuss, ad nauseum, the plight of the company and those laid off. It changes nothing and puts you in a wrong frame of mind.

Look to your future. You can leverage the experience and new references even in a tight market. Your biggest asset is your self confidence; protect it above all else.

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By rashley, March 7, 2010 7:02 pm

Other’s over 50 are gainfully employed, why not you? What did they do that you didn’t?

Over 50 and looking for work can be traumatic. You are told you are overqualified, won’t fit the culture or just overlooked.

Don’t let age discrimination get you down. Look around. Many people with a bit of grey in their hair and long tenure in the workforce are employed in terrific jobs and valued as members of the business community.

The gorilla in the closet: Please, don’t shoot the messenger on this one. One of the most career-limiting aspects of a job search is your appearance; your energy level and fitness. Employers won’t tell you this, but they rule you in or out almost immediately upon seeing you in person.

If your posture is poor and you are out of breath with normal exertion, it is hard for hiring authorities to see you as hireable. It isn’t about insurance premiums, it’s about stamina and ability to keep up.

If you are overweight, dress to minimize. Men, wear braces to keep your britches from lingering under your belly. Make sure your shirt passes the two finger test.

Women, stay away from loose fitting boxy clothing that masks your curves. Chose instead tailored clothing that has darts and allude to a waist. Watch that hems are just a bit below the knee and be careful how you sit. If a you wear slacks, view yourself in a three way mirror to see if the butt is too tight or sags. Take special care with undergarments and consider shapewear if appropriate.

Overcome ageism with long term planning and short term course corrections.

Branding: Your personal brand is an identity and the story that it tells; it is the promise you make to future employers about what they can expect from you.  An exceptional brand, like a custom wedding dress, is created specifically for its owner and with a particular purpose in mind.

Do you know what your brand is? Are you Superman or Clark Kent. You can’t be both. Chose a competency that distinguishes you from your peers and exploit it. What is your internal brand? Get known internally (current employer) and externally (the business community).

One of my clients, a 48 year old woman, wants to make sure she always has career options. She was known for her efforts in her field and leveraged that to become known globally. Her white papers are often quoted and she is frequently interviewed for podcasts. She is a keynote speaker, an active blogger and has a rolodex of all the shakers and movers in that domain. She reaches out to colleagues and assists them when they have questions about how to sell the concepts internally. Her generosity among her peers is noteworthy. She doesn’t have to look for a job. Jobs come to her.

Another became known for successfully implementing the Agile development methodology without missing any deadlines. He is now the go-to guy on things Scrum and Agile. He took this experience to the blogosphere. He answers questions on other blogs and belongs to LinkedIn groups Agile related. Recruiters and hiring authorities contact him monthly. He built a brand that will reap career rewards well beyond his initial success.

Networking: If you want to overcome ageism, get an introduction to the hiring authority from a respected peer of the employer. Introductions from a respected peer is the oldest and most trusted way to hire executives. If the Vice President of development introduces you to the CTO of the company you want to work for, you will get face time.

Don’t know anyone who can introduce you? Ask the most senior person you know how they would get connected to the hiring authority. Use that company or person as an example and ask if they know others like that. You might be surprised to discover they can help in ways you didn’t expect.

Social Networking: Used sparingly, social networking sites can be useful for creating bonds to people you’d not normally meet. LinkedIn is a business networking site and provides tremendous opportunity to become known to your peers.

Use the groups to ask and answer questions. Be conscious of your brand and participate where it makes sense. Contact people who appear to have the connections and expertise you are interested in. Get to know them, share links, book suggestions and such. Don’t assault them immediately with requests for help in your job search.

Use Twitter and Facebook judiciously. Connect with people and maintain a professional demeanor at all times. Don’t mention what you ate for dinner or the long run you took. Share links, ideas and encouragement. Use these sites to grow friendships. Once you have established bonds, you might mention your job search or people to whom you need introductions. If you do so immediately, you will quickly lose your followers.

Fix your resume: If your resume begins, “30 years experience leading successful teams to produce quality products,” or some other comment that leads with the number of years of your experience, delete it. Employers care about the last three years and what you accomplished, what contemporary solutions you can bring to their company, not history.

What to wear: Wear a very nice, well-fitted suit. Buy a new one if you have to. There is no substitute for a stunning first impression that shows respect for the interview process. It is likely you will be ribbed for it and some comments will be made, the point is clear, you are a serious candidate for the job.

The argument that no one in the company wears a suit is thin. They aren’t interviewing for a job. And nothing stresses age more than someone over 50 trying to dress like a 30 something. Strut your professionalism proudly.

Fix your attitude: If you have been looking for a job for a while and you suspect your age may be limiting your opportunities, it is natural to feel anger and resentment. But you must check it at the door. The interviewer you are about to face is the exact opposite so give that person the benefit of the doubt.

The person interviewing you saw something compelling in your resume and/or responded well to the introduction from a peer. The hiring authority knows you are not a spring chick and still wants to consider you for the job. Now, prove them right.

Avoid giving a history lesson. The interviewer wants to hear about your adaptability to new techniques, processes and solutions. Listen to their priorities and give contemporary examples and outcomes that relate. Don’t preach, give philosophy or lecture.

Ask what has worked before, what metrics they will use for success and refrain from saying anything generic. “I have seen that many times before” is not useful information. “When I solved this last year we xxx. It seemed to work because it increased traffic 50%.” Always mention an outcome for any example you use.

If you implement the advice above, you will rise above the competition and increase your chances of being considered for a job regardless of your age.

+++++++++++++++++++++++

More links on Age discrimination:

Listen to Peter Clayton’s Total Picture Radio podcast with Rita. “Overcoming the ‘grey ceiling.’

Rita’s website for books, blog and coaching information
Solutions to Ageism
Employers Point of view on Ageism
Overqualified? I just want a job.
What keeps you from getting hired? Ageism or attitude?

Combat Ageism. Articles and posts.

Rita Ashley is a career and job search coach for executives. In the last two years, 98% of her clients, even those over fifty, obtained their goals within six months. Is it your turn? For more support, consider career and job search coaching.

Read “Job Search Debugged” for clear and field tested advice to create a compelling job search.

Follow me on twitter.

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By rashley, February 26, 2010 7:10 pm

.

Or do they cinch the deal?

Your prospective employer wants to talk to your references. You know they will say good things about your work and integrity, but will they talk about those things which will land the job?

An excellent job search requires that your references are primed and ready to relate what the new employer most wants to know in a compelling way. Teach them what to say.

Ok, so you are reluctant to tell the CEO how to talk. There are ways to suggest proper patter than aren’t strictly telling.

Ask your references to comment on any area where the employer has doubts. If they are unsure how your skill set or management style will scale to a larger organization, ask your reference what they think. Once they say what you feel the employer needs to hear, just say it. “Employer x will probably be relieved to hear you say that.”

Ask your references, “If you hired me today, what are the three reasons you would do so?” This helps focus the answers and gives you opportunity to discuss with, “That was a satisfying project because xxx.”

If they don’t cover what you feel the prospective employer wants to hear, ask, “When I negotiated the technology transfer with xxx, there were serious objections which I worked on and created buy-in so we could go forward. Is that something you think a prospective employer would like to know?”

Still not sure they will say what a specific employer will ask? Try, “Was there one thing in particular that caused you to promote me?” or give me x project, or award or anything relevant to the next job.

If you feel comfortable with a bit more proactive stance, “XYZ company’s highest priority for this job is collaboration. What examples would you offer to prove to them I am a great collaborator?”

Notice you asked for an example. The gold standard in references is real world examples to which the new employer can relate. When your references mention a characteristic, always ask them to elaborate with an example.

Intangibles like integrity, work ethic and leadership are only relevant if they can be backed up with examples; examples that have results. Lower turnover, faster new client acquisition or other high priority success.

If you prime your references, you increase your chance of being hired. High probability your competition is not doing it and most people simply don’t know how to give a good reference. Further, most people don’t know how to ask the right questions to get references. So, take matters in your own hands. Land that job because your references truly were excellent.

+++++++++++++++++++++++++++++++++++++++++++++++++++++

Rita Ashley, Career and Job Search Coach–In the last two years, 98% of my clients achieved their goals within six months. Is it your turn? Contact me to discuss your career challenges: Contact me directly

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By rashley, February 2, 2010 6:14 pm

Stalled out on your job search?  Here are a few links that discuss issues and advice you can use to get the ball rolling.

Do you smoke? Do you know how it affects your career?

Why do companies post executive jobs on job boards?

Are you really overqualified or do you just not know how to work the system?

Can you learn to interview better?

Do you know a proper metric for a good Job Search Engine (NOT job board).

Here’s where you can find links to research tools.

Fed up with recruiters who misbehave?

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By rashley, September 19, 2009 3:22 pm

I left my heart in San Francisco long before I met Seattle. The two cities, similar in important ways, own my respect and love.  I am now convinced, living in San Francisco, when I did, influenced the path of my career and my expectations for where I would live.  The Silicon Valley was just becoming a tech juggernaut and Seattle was its second cousin kept in the shadows.

My early career in high tech was part of the growth of such former luminaries as Xerox, HP, Tektronix and Apollo.

But it is the cities in which I lived while working on their behalf that stay with me.  Read More.

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By rashley, August 28, 2009 4:12 pm

Executives are used to being in control.  They know the outcome they need and how to get it.  During a job search, there is little they can do to get what they are after.  Sometimes, this results in fatal mistakes.

Read More…

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By rashley, August 26, 2009 7:32 pm

An ongoing series of articles with field-tested advice for those over fifty years old can be found on Seattle Examiner.

Browse the site for other articles to help you refine your job search.

Subscribe to Seattle Examiner.com for updates to this important topic.

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By rashley, August 25, 2009 10:49 am

Job Coach Lament

I wore my jeans to interview

’cause that’s what they all wear

My job coach told me not to

but I really didn’t care

.

I waited in the Lobby

what seemed a very long time

no one offered eye contact

a wall I sought to climb

.

I thought I was invisible

worst fears of the night

no one took me seriously

could it be the coach was right?

.

Next time there was an interview

I definitely suited up

The receptionist’s eyes told me

my apparel said, “not pup.”

.

The next advice I passed on

with an even worse result

I gave too much information

from childhood to adult

.

I saw the eyes glaze over

no way that she could listen

I kept on giving bio

though I knew I’d blown my mission

.

They asked me about money

and I evaded an actual answer

she glared at me with venom

as if I’d promised her cancer

.

Coach told me to give a number

and not negotiate sans offer

but I argued most effectively

imagining an empty coffer

.

The interview ended quickly

and I was not called back

I guess I didn’t listen

my future looked quite black

.

Why did I pay her money

and then not take her heed

if I knew how to do a job search

I’d have a damned job already.

Original Poem by Rita Ashley, Job Search Coach

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By rashley, June 14, 2009 4:33 pm

Three giant leaps to scale the ‘Overqualified’ hurdle

Advice from Rita Ashley, Job Search Coach

Few comments by employers are as demoralizing to candidates than, “We like you but you are overqualified for this job.”

Overqualified is the easiest answer to give a candidate when an employer passes on hiring. It is rarely the real reason; it is the politically correct reason and the safest way to get the candidate to go away. Employers who pass on a candidate don’t want to ‘handle’ the questions and emotions that result from refusal; they want to move on to the next candidate. Same goes for recruiters.

Often the reason seasoned professionals are passed over has nothing to do with qualifications.  Candidates simply jump to that conclusion.  If you are invited to interview chances are the employer already knows you exceed their requirements.  They saw something of value in your resume and invited you to interview so you could prove why they should hire you. That is what interviews are for.  If they pass on you it is because you failed to prove them right.

Before you start writing your flame mail to me that you don’t get a chance to interview, to be tested, because the resume you sent in didn’t generate a response…and you assume it is because the employer sees you as over qualified, I remind you, few executives get the interviews they want by random resume submission.  It is the poorest job search technique you can use.

Then there are those who genuinely believe they are or are perceived to be overqualified.  The reasons all have a definable response:

The really want someone younger, cheaper – No employer is going to state that aloud.  What every hiring manager wants is a successful hire.  The better able you are to define their needs before you interview, the higher the likelihood of an offer.

The employer fears I will leave for a better opportunity- Employers face turn-over from all sections of the company.  Your leaving is no more probable than anyone else’s IF you have discerned you can be successful in that position.  Talk about what you will contribute, not what you have done before in excess.

They think I will be bored – If you communicate enthusiasm for the market niche and the challenges of that particular job, this goes away.

They think I will be unhappy – Why would they?  If you keep the focus on how you can expand what you do and learn a new approach, employers won’t think of you as a misfit.

I think I need to change my resume to remove my more senior experience – Do you know this is a firing offense?  If you are not entirely honest, hide or misrepresent, you can be fired on the spot.  Plus, these are lies you will have to maintain.  Better to be honest and help the employer see that though you have had more senior responsibilities, there are still things you can learn and contribute that are unique.

The manager sees me as competition – Convey how you can make the manager look good.  Ask what their priorities are, what their metrics for judging success in the role are and speak only to those.  Be sure you are not conveying superiority in an unattractive or condescending manner.   Invite a younger, trusted friend to interview you using a video recorder for later review.  Dissect every part of the interview including attire and body language.

It is my experience that candidates often create their own issues by being patronizing, impatient, and dismissive or even conciliatory or apologetic.  Be very critical of your interview style.  Be self confident but not arrogant.  As an example: Never, ever say, “Oh, that’s easy, I solved that problem,” or similar responses that dismiss the importance and difficulty the interviewer tries to convey.

Overqualified really means: “I did not see anything so compelling in your background/interview that makes me want to hire you.”    If you are interviewed and then hear the overqualified comment, be certain, since they knew about your credentials from your resume, they ‘just aren’t that into you.’   Ultimately people are hired because of what they can contribute to the bottom line.  Refine your message.

Overqualified really means you stressed the opportunities for promotion and career advancement instead of your desire to do the job for which they are hiring.

Overqualified really means they don’t believe you will accept the lower compensation the job offers.  This concern is often mentioned upfront before there is anything to negotiate.  The answer that has worked for my clients in the past is, “While compensation is important to me, working for a company with resources and commitment to my success are also important.  I am sincere in my desire to work for Insane, Inc. because [insert appropriate reason here] of its market share and focus on quality products.  I am certain that when it comes time to negotiate an offer we can come to terms agreeable to both of us.”

Overqualified means you need to reevaluate your job search techniques. You are not communicating why the employer should hire you. Don’t get stuck believing the comment. It is rarely the truth and even when it is, it can be overcome.  If this hurdle continues to plague your job search efforts, consider a job search coach to help you realign your job search and networking efforts.

Leap One: Reboot your job search.  Invite someone to do a recorded mock interview with you, then critique it from the employer’s perspective. You may also want to read my book, “Job Search Debugged” which will tell you how to recreate a compelling job search.

Leap Two: Do your homework and learn what the priorities are for the company and the job.  Recalibrate your resume, elevator pitch and interview to address those needs. No employer is going to pass over a candidate who understands the company agenda and has examples of their success handling those priorities.  Research, asking the right questions and knowing how to relate your own examples and communicate your qualifications win the interview and get you closer to the offer.

Leap Three: And the single best solution to overcome anyone’s objections to your experience is, secure an introduction from someone the hiring authority respects.  Invite that individual to handle the objection on your behalf up-front so it doesn’t become an obstacle.

++++++++++++

Listen to a podcast with tips to avoid the hazards of agism.

My clients get hired; not a guarantee, It’s a track record.

www.jobsearchdebugged.com

The Internet has fundamentally altered job search behavior – the way employers identify, evaluate and hire is changed forever. Email me for your free chapter: BASICS FOR SIX-FIGURE INCOME CANDIDATES

Job Seekers must accept employer behavior has evolved and learn how to use digital job search methods to land their jobs.  Effective use of search engine alerts, LinkedIn and blogs combined with excellent use of job search engines gets you a faster outcome.

Download Job Search Debugged and learn to:

· Get what you need from your network; job leads and introductions

· Avoid common traps that trip up the competition

· Create messaging that makes you memorable

· Use digital job search tools to optimize your search

· Expedite the time it takes to hear, “You’re hired.”

Want a sneak peek at the table of contents? Job Search Debugged Table of Contents.

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By rashley, May 26, 2009 10:35 am

Why executives should avoid being part of the herd

Would you use the lottery as your investment strategy?  Are the odds appealing?  Do you feel lucky, well, do you?

That’s exactly what you do career-wise when you submit your resume to random recruiters and recruiter groups; play the job-search lottery.

Recruiters post appeals for resumes every where from LinkedIn groups to Craigslist.  They frequent sites trolling for resumes to add to their stash.  Do you have any idea how they use them?  Do you know what happens to your contact information?

Chances are the job you want is local. Chances are the recruiter representing the company you want to work for is also local.  Why then, would you seek representation of random recruiters in distant locations, perhaps even distant countries?  And why would you seek representation along with a herd of others from across the country?

Doesn’t it make more sense to stand out from the crowd with personal contact?  As a hiring authority yourself, were you not always more interested in people to whom you were introduced rather than a faceless resume that found its way to your desk?  Who would you invite for an interview?  Someone who made the effort to find you, learn about your company and the opportunity or someone who simply sent in a resume through a random recruiter?

Hiring authorities tend to spurn unsolicited resumes submitted by recruiters; and that is what most of the cattle-call recruiters do.  They collect resumes and submit them anywhere they know there are openings.  They don’t necessarily have the job search, they are playing the placement lottery with your resume.

While that seems appealing at first blush, it is actually quite damaging to your search.  Once a resume lands in a company through a recruiter, whether the company invited submission or not, no other recruiter and certainly not the individual, can submit credentials.  You are effectively locked out of any jobs from that company because they chose not to deal with that recruiter.  And there is no way for you to stand out from the crowd; in fact you rarely know where they have sent your resume.

Once a recruiter has your resume they retain the right to earn money if you are placed where they present your credentials.  That is why some recruiters submit your resume to various job boards with their own contact information instead of yours.  You have lost control over your resume and wound up in the hands of someone who knows neither how to represent you nor how to represent the job opportunity.

If you are a sales executive the affects of bad representation are doubly damming.  You are expected to get to the right people with the right message.  What message do you send when a recruiter unknown to the company slings your resume about?

Why run the risk of being shut out, ignored or scammed when there are recruiters who actually have searches for jobs for which you qualify?   Don’t take the line of least resistance, you are not a lazy executive, so don’t be a take-the easy-way-out candidate.

The good news is, there are many reputable recruiters who do not engage in such opportunistic activities.  Learn to connect with the right recruiters.  There are many types of recruiters and the ones you want are established, respected by their clients and typically, looking for you through their network.  Learn how to be found.  No matter how compelling your resume, without an introduction, the best recruiters will ignore you.

Executives: Retain control over your resume; send it not to cattle-calls or any public forum. Participate, network but don’t expose your resume.  Use your LinkedIn profile to attract attention.

Ready to deconstruct your job search?  Use Job Search Debugged to remove the obstacles.  Learn how to vet recruiters to connect with the one that will place you.

Time to revitalize your network?  Read Networking Debugged to improve your results.  Learn how to connect with the right recruiters.

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