Author: Jim Sullivan

The dictionary says that Spring (when used as a verb) means to rise, leap, move, or act suddenly and swiftly, as by a sudden dart or thrust forward or outward, or being suddenly released from a coiled or constrained position: to spring into the air; a tiger about to spring. As an adjective it says spring is a season pertaining to, characteristic of, or suitable for the season of spring: spring flowers. We also consider spring a season. It’s a season of growth and renewal. Just as bulb or root grows from a seed or germ, they eventually grow into plants, flowers, or trees.

Have you recently been laid off or do you sense a layoff coming? Are you a passive job seeker frustrated with the slow pace of your search? If you’ve been out of work for a while and finding it tough getting back into the work force or just beginning your search, spring is a great time to sharpen or update our professional skills. How long has it been since you’ve finished school, taken a course, or attended a training class? What books have you read? What seminars or online classes have you attended? Have you considered attending a class at a local Community College? College graduates earn on average more money than workers who only have a high school diploma and graduates with a Master’s degree earn many more times than high school graduates. Candidates that have additional coursework and professional certifications more desirable than those that just say they are interested in learning and advanced skills training.

Earning more money is reason enough to sharpen your skills but there are many other benefits to continuing your education. It is well worth the investment. Approach your education as a sound business investment. Make that investment and you will soon see a return throughout your career. After all, it’s important to ensure that your knowledge and skills are up-to-date with the changes affecting your industry so employers will continue to view you as a core asset. By continuing your education, you can acquire new skills and specializations that will allow you to become a more versatile employee and increase your long-term value.

Demonstrate to your boss that you are committed to your career by asking for additional training, webinars, or seminars that you can attend. By investing time and money in continuing your education, you will send a powerful message to employers that you are serious about improving your education and applying new skills to your job. Employers are more likely to hire and retain professionals who show the desire and commitment for lifelong learning, and many even provide tuition reimbursement as added encouragement.

If you are considering switching careers, one of the best ways to learn more about a potential field is through a degree program or by taking related courses. By continuing your education, it can help you better understand what the new career would entail and how to apply your current skill set in the new position. It is best to “test the waters” before jumping into a new career to make sure you are making the right decision. You can even pursue an online program if you’re working full-time and you need flexibility.

So, take time out this spring to sharpen your skills. The benefits gained by continuing education will help you to improve your skill sets, achieve career advancements and add enrichment to your life.

In For CandidatesTags skills, spring skills education training careers

We are asked all the time about whether we source passive or active candidates and what tools and tactics we use in reaching those candidates. A popular term for recruiters is Purple Squirrel when asked to describe the hardest candidate to find. And BTW, I did see one in Indiana last fall!

When you find a very strong candidate who does not have his/her resume on a job board, you look good to your client. After all, I’m told all the time, “We don’t need you to find resumes that are on the job boards”. We can do that ourselves!

Some hiring managers have decided that candidates found on the job boards are not good or they are damaged in some way. When I hear that I think to myself, I hope that they don’t find themselves a victim of a layoff or an outsourcing effort because their resume will be in a job board database whether they like it or not. Somehow we have to fight the perception that active candidates aren’t as strong as passive candidates. It simply is not the case.

We recruit both active and passive candidates. Why?

We strive to get the very best candidate interested in your opening. Why miss anyone? Whether the candidate is active or passive, they will talk freely with us and probably not as freely with you. Just because you have a great opportunity (a very pressing opening), the candidate has needs and wants also. Candidates need to be ready and prepared to leave their current job. Starting out fresh and evaluating a job opportunity takes the average passive candidate a lot of time to process it all. Candidates tell me all the time that they have built a reputation and a group of friends at one place and it’s very hard to cut ties and leave. A new job is not just a career move, it’s also a new commute and a new office to sit in. There are lots of things to think about; from a daily routine, to the relationships you’ve made to the summer picnics and parties. It’s scary to think about leaving and starting all over.

Active candidates want a new routine, a new group of friends and relationships, and a new challenge. They desperately want a new challenge. They are eager to hear about a company’s job opening so that they can have the opportunity to earn a good paycheck and contribute to solving new problems.

We focus on recruiting both active and passive candidates and I urge you to also. When you do reach out to passive candidates, find out what motivates them because that is what will attract them to your opportunity. It’s not the money or a shorter commute. All candidates want the same thing. They want to work with great people, to be challenged every day, and be seen as a person of value to the organization.

If you struggle with balancing recruiting both active and passive candidates, give us a call so we work with you to map a strategy to target both effectively.

In For Employers

Putting a resume together or just updating an old one can be daunting for many candidates. What is it about writing a resume that gets some of us apprehensive and uneasy? Do you find it hard to put your resume together? Do you start from scratch or do you go to your hard drive and pull up your old one? Many candidates simply grab a file and write a paragraph about their most recent responsibilities. A few weeks ago I called someone I knew about a job that I thought would be perfect for them but a week later I was still waiting for their resume. Why the procrastination? When it finally arrived, he said it wasn’t very good and wanted to know what I thought of it. After reviewing it, I could tell quickly that he slapped a paragraph in there and hadn’t given it a lot of thought. It did not make a strong impression and I told him so.

We hear from people all the time about how difficult resumes are to write. When they finish, they are usually not satisfied with it. Some good questions to ask: Are you satisfied with what it says about you and are your accomplishments highlighted? Does it tell the reader what you are passionate about? Is it grammatically correct and have you spell-checked? In this challenging job market you must have a resume that generates interest in having you in for an interview.

There are thousands of consultants, trainers, and paid websites out there to help you write a solid professional resume. But, will it be targeted to the appropriate job? While I’m all for seeking advice, an effective resume should be targeted to the job you are applying for. I look at resumes every day. Each is different and tells a personal story. Whether it’s one page or multiple pages, a good resume details employment history and highlights your past responsibilities and accomplishments. In a sense, it sets the stage for a good conversation in an interview setting.

With on-line applications and social media, candidates ask whether their resume will make a difference. In a competitive job market like the one we’re in, an interesting, well written resume can make the difference between one candidate getting an interview over another. You want the resume chosen to be yours. Hiring managers and recruiters look at so many resumes that they make interview decisions quickly. Managers have told me that every once in a while, a resume jumps up and speaks directly to them. When it does, they’ll read it completely through to the end.

So, what is the number one reason to have a great resume? It’s to get an interview! Your resume is your calling card. It tells the hiring manager that if you hire me, you’ll get these same contributions and accomplishments. It convinces the hiring manager that your past performance is indicative of your future performance and success.

A great resume targeted to a particular position will help to set up a great interview. The hiring manager will anticipate meeting you in person and learning more about you.

It should provide current and accurate contact information (no silly email addresses please!)

It should highlight your professional profile and highlight your excellent writing skills – based on the fact that the resume is so well written

To provide professional references and background information

To help you articulate your objective, professional qualifications, and accomplishments

Next time you think about dusting off that old resume, stop! Set some time aside to put your thoughts together and write a really good resume that “sells you” and excites the person reading it.

Tags writing resumes, job search, good resume, employment

I frequently engage in conversations with seasoned professionals who have either embraced early retirement or are contemplating it, yet still possess a fervent desire to remain active in the workforce. The topic that consistently emerges is the apprehension surrounding age discrimination. It’s intriguing how certain job seekers over the age of 55 encounter stumbling blocks in their quest for employment, while others seem to effortlessly attract promising job prospects. However, I often emphasize that this challenge isn’t primarily rooted in one’s age or outward appearance (aging); rather, it pivots on the distinct skillset and career trajectory one has developed.

My advice to them is simple: hiring managers aren’t averse to mature candidates who possess a wealth of experience, provided their professional history aligns with the roles in question and they exude genuine enthusiasm and vigor.

Should the pursuit of conventional full-time opportunities prove to be an uphill climb, there are alternative paths worth exploring, such as venturing into consulting or even taking the plunge into franchise ownership. The pivotal question is this: How can you harness and capitalize on your accumulated experience despite the hurdles that may seem insurmountable? To show the way, I’ve put together a practical step-by-step roadmap to help you in starting on this transformative journey:

Introspection and Skill Evaluation: Kickstart your journey by delving into a comprehensive self-assessment. Unearth your core competencies, strengths, and triumphs from your extensive career. This deep dive will unveil the distinct value you have.

Embrace an Entrepreneurial Mindset: Cultivate a mindset infused with entrepreneurial zeal. Visualize your amassed experience as a valuable asset that can be adeptly channeled into a diverse array of opportunities that extend beyond traditional employment norms.

Pinpoint Your Niche: Carve out your niche or target market where your expertise is known and sought after. This could encompass consultancy, coaching, advisory services, venturing into related businesses, or even getting you thinking of professional franchising.

Offer Consulting and Advisory Services: Capitalize on your industry insights by extending consulting or advisory services to firms within your industry. Your abilities can help tackle specific predicaments, offer strategic insights, or steer businesses through challenging times.

Cultivate Coaching and Mentorship: Contemplate the role of a coach or mentor, be it through independent endeavors or established coaching platforms. The wealth of wisdom you possess can be a beacon for aspiring professionals seeking guidance.

Step onto the Speaker’s Stage and Host Workshops: Unleash your expertise by partaking in speaking engagements and workshops at industry events, seminars, and workshops. This platform can amplify your reputation as a thought leader and generate tangible revenue streams.

Unveil Online Courses and Webinars: start on a journey of crafting and marketing online courses or webinars based on your wealth of knowledge. Platforms like Udemy, Teachable, and Thinkific provide avenues to share your insights.

Elevate Your Networking and Personal Brand: Elevate your digital presence through platforms like LinkedIn and Twitter. Sharing invaluable insights and actively engaging with your industry peers can magnetize a number of promising opportunities.

Embrace the Gig Economy and Freelancing: For those suited, the gig economy is growing. Some estimates say it’s 30% of the workforce. Platforms such as Upwork, Freelancer, and Fiverr provide platforms to exhibit your expertise on a project basis.

Initiate a Blog or Podcast: Launch your narrative by starting a blog or podcast. Through this medium, you can give your insights, experiences, and wisdom to a wider audience. With time, this effort could even lead to lucrative prospects like sponsorships and advertisements.

Forge Alliances and Nonprofit Engagement: Explore the realm of industry associations and nonprofit organizations that align with your expertise. Opportunities abound, from volunteering to advisory roles, enabling you to foster connections and contribute substantively to your field.

Pioneer Adaptability and Lifelong Learning: Stay attuned to industry dynamics and steer your skills toward ever-evolving trends. A commitment to lifelong learning underscores your dedication to personal growth while opening avenues to fresh horizons.

Harvest Collaborations and Partnerships: The mix of collaborations and partnerships can yield innovative ventures and diverse revenue streams. Engage with like-minded professionals or businesses to co-create new projects.

In essence, age should never be a constraining factor. Your wealth of experiences and insights inherently gives you an invaluable asset within various industries. By leveraging your expertise, embracing an entrepreneurial mindset, and fearlessly exploring unconventional avenues, you are set to effectively monetize your seasoned know-how while making a meaningful impact.

As a job seeker, you may view an interview as an interrogation or exchange of information. It’s neither. Interviews are sales calls. And, as any sales pro knows, you only get the sale by asking for it. You aren’t begging for a handout when you ask for a job. You’re offering prospective employers your experience and ability to contribute to their goals. If employers need your skills – or if you can create the need – you’ll get the job.

It may surprise you to learn employers like to hear candidates say “I’d like to work here.” Dick Stone, a recruiter for Gemplus, a SmartCard manufacturer in Montgomeryville, PA, says, “I like it when [candidates] give me the feeling they like us. A little flattery goes a long way. Often the missing part in the interview is the commitment from the candidate to the firm.” Sounds easy, but for most job hunters, it isn’t. Asking for the job in lieu of silently waiting for an offer is the hardest part. This step is what sales people call “closing” the sale.

Anyone can learn to apply the tricks of the sales trade to a job interview and close a sale. Following these nine steps will help you ask for the job – and get it.

1. Prepare for the interview.
Learn what your prospect needs. Research the employer, formally and informally. If you’re answering an advertisement, go beyond its sparse facts to learn as much as you can about the organization. Determine which of your skills, traits or experiences the employer needs. Then you can tailor your credentials to your research findings.

Plan your interview and rehearse your message. This means converting your skills and experience into terms employers will immediately recognize as useful. If you’re confused about your benefit to the organization, the interviewer also will be confused and there won’t be a job for you. Make your presentation persuasive and believable.

2. Learn about the interviewer.
When you enter the interview, start by learning everything you can about the interviewer. Forget labels and generalizations that categorize personality types. Concentrate on that particular individual. Put yourself in his or her shoes. Fear and greed are usually at work.

A recruiter is taking a risk in recommending a candidate. The hiring manager is taking a bigger chance in choosing a candidate. If they make the wrong choice, at minimum, time and money are wasted. At worst, a bad choice could jeopardize the recruiter’s or manager’s job or even the success of the organization. So it’s up to you, the candidate, to show the decision to hire you will be a good one. If you turn out to be as terrific as you say, you bring success not only to yourself but to the people who hired you. Be positive and present good news. Help the interviewer relax and see you as someone who’s going to solve his problems.

3. Use “consultative selling.”
The type of selling that works best is called “consultative selling.” This isn’t high-pressure selling. There’s an old saying in sales: “Telling ain’t selling, asking is.” By asking the right questions, you help the employer come to the inevitable conclusion you’re the right choice. You identify the problems and show you’re the person to solve them. You learn the organization’s weaknesses and demonstrate how you can provide the solution. This technique can create demand. Many times, it leads to the employer exclaiming, “That’s just what we need here!”

4. Motivate yourself.
The desire to close – to ask for and get the offer – is essential. It can be scary to be so bold. Most job hunters aren’t used to it, but it can be done with practice. You just have to psyche yourself up. Sell yourself first. Expect success and think lucky, and you’ll create desire from within. Get rid of negative thoughts and problems before you enter the interview. Be confident and courageous. It takes audacity to ask for the job.

When Judith Gexlb of Lambertville, N.J., was seeking a job in international sales, she sold herself on the idea she was a hot candidate. Next, she lined up interviews. “‘The fact that I was in demand made me more appealing to employers and precipitated offers,” she says. “They can smell when you’re being sought after.” When she had two offers pending, she was up front about it. “I made it clear I had two other offers. The employers got worried about the risk of losing a high-potential candidate,” says Ms. Gelb. “They quickly made offers. I controlled my destiny.”

Many salespeople take comfort in knowing they can’t win them all. And you’ll encounter many employers who don’t need your talents at this moment. (To put it in salesman’s terms, for example: I don’t need a car right now. But I do need a computer, so it’ll be hard to convince me to buy a car now. Maybe later. Unless you have a really good deal for me now.) There’s a 98% chance of being told “no.” However, you have a 2% chance of being told “yes.” By following these steps, you’ll boost your chance for success. The best thing to do is take a chance and try to close the deal. The probability you’ll hear “yes” will be higher than if you don’t ask.

5. Know when to close.
When should you try to close? All the time. Keep trying throughout the interview in small ways. These are called “trial closings.” For example, when you learn the employer has a problem you’ve solved in your previous job, explain how you solved it. Then ask, “Would this help you here?” The answer will likely be “yes.” Do this whenever the opportunity arises. Hearing “yes” along the way makes it easier and less frightening to ask for a “yes” when the time is right for the big one.

Close whenever the interviewer is ready. Listen for signs of interest, look for body language and sense when there’s an opportunity to close. Then ask for the offer. Some candidates talk so much during interviews that they talk themselves out of a job they’ve already landed. Or worse, they keep selling after they’ve made the sale. Then they’re dead. Listen and give the interviewer a chance to hire you.

Silence is an amazingly powerful tool in closing. If you don’t say anything, the interviewer may feel compelled to fill the void and tell you something vital. Do this discretely. Too many silences can be awkward. Pace yourself with the interviewer.

6. Try these closes.
There are many so-called “closes.” Several of them work particularly well in job interviews.

The choice close – This technique is useful when you are setting up an appointment for an interview. Ask, “Is 9:30 a.m. or 2 p.m. better for you?” This presupposes the interviewer will see you. Just asking, “May I come in to see you?” may result in a “no” answer. It also works when you’re asking for the job: “When do I start, Monday or Wednesday?” This may seem aggressive, but it shows you’re ready and eager to work for that employer.

Third-party endorsements – When explaining an accomplishment that will help the prospective employer, mention the employer you did it for. “At XYZ company, I…” This gives you credibility and adds the strength of that employer’s name to the story. Then ask, “Will this help you solve your problem here, too?”

Assumptive close – This is one of the best closes. You simply talk and act as if you’re already working for the interviewer’s organization. Use “we” and “us” in your conversation. Describe the situations in which you can see yourself working and accomplishing goals. Become part of the team even before you’ve been hired. Identify with the interviewer and the organization. When you follow this strategy, the employer feels more comfortable with you than if he or she has to make a deliberate decision to extend an offer. When you assume you’ll get the job, the only question remaining is, “When do I start, Monday or Wednesday?”

A word of caution: Don’t appear too eager. You need to maintain your professionalism.

7. Overcome objections.
One stumbling block for many candidates is the inevitable objection: You’re over-/ under-qualified, too old/young, etc.” There are hundreds of reasons given why candidates aren’t right for the job. Many are just excuses or stalls to avoid the risk of hiring someone.

Turn these objections into opportunities to strengthen your candidacy. Acknowledge the objection. “You feel I’m overqualified. That’s possibly true.” Then turn the weakness into a strength: “However, that means I’ll start being productive for you that much faster. As I’ve mentioned, I solved this problem at XYZ company.” Make a list of standard objections that apply to you or that you encounter and work out the answers.

Overcoming objections is an art unto itself. The key is to remember that patience and persistence pay off. Don’t take no for an answer. Try one more time. The secret to closing is to keep trying.

8. Sum up and ask for the job.
When appropriate, summarize. Say what you have to offer based on your accomplishments. Sales people call these “features.” Show how the features will benefit the employer. Keep it simple and brief. Stick to basics. Prepare one dramatic sentence on why you’re the person for the job. Remind the interviewer how you’ve contributed at your previous employer and reiterate how you’ll contribute to the success of the prospective one.

9. Confirm the close.
Repeat the terms of the offer as you’ve discussed it. Ask for clarification of any terms not fully described or understood. Each time you close, ask the interviewer, “Do you have any questions?” When you’ve been completely clear about how you’ll help the employer – then and only then – close.

Be sure to thank the interviewer at the end. Write the words “thank you” in your follow-up letter, too, and repeat the statement of benefits you used to close. Also add the other features and benefits you wished you’d expressed during the interview. The thank-you packs a punch. As Mr. Stone says, “You don’t often get thank-you letters. They mean a lot.”

Asking for the job intimidates most of us. Fortunately, these techniques can make it easier to close the deal and get the job. Practice these tips and you’ll soon grow comfortable with these methods and use them automatically.

Written by Niels H Nielsen
Reprinted from the:
NATIONAL BUSINESS EMPLOYMENT WEEKLY

Article provided by Galaxy Management Group, Inc. to assist our candidates.

In For Candidates

Daily News, February 5, 2020

The US added 291,000 non-farm, private-sector jobs in January from December, according to the ADP National Employment Report released today.

The gain exceeded forecasts from economists surveyed by Econoday, who expected an increase of 154,000, MarketWatch reported and was the largest gain since May 2015.

However, December’s previously reported gain of 202,000 jobs was revised slightly downward to 199,000 in today’s report.

“The labor market experienced expanded payrolls in January,” said Ahu Yildirmaz, VP and co-head of the ADP Research Institute. “Goods producers added jobs, particularly in construction and manufacturing, while service providers experienced a large gain, led by leisure and hospitality.”

The service-providing sector added 237,000 jobs in January, led by the leisure/hospitality segment with 96,000 added jobs, a reversal of the loss of 21,000 jobs posted in the December report. Education/health services notched the second-largest gain for the sector, adding 70,000 jobs in January. Meanwhile, professional/business services added 49,000 jobs.

The goods-producing sector added 54,000 jobs, with construction adding 47,000 jobs and manufacturing gaining 10,000 — more than offsetting the 2,000 jobs lost in the natural resources/mining segment.

By business size, midsize businesses — those with between 50 and 499 employees —added 128,000 jobs in January, while small businesses added 94,000 jobs and large businesses added 69,000 jobs.

“Mild winter weather provided a significant boost to the January employment gain,” said Mark Zandi, chief economist of Moody’s Analytics. “The leisure and hospitality and construction industries, in particular, experienced an outsized increase in jobs. Abstracting from the vagaries of the data underlying job growth is close to 125,000 per month, which is consistent with low and stable unemployment.”

In For Candidates, For EmployersTags Jobsreport, economy, job search, private sector jobs