The answer to that question is–it depends.  Are you an HR professional with a ton of experience in recruitment, interviewing, salary negotiation and looking for ajob in HR?  Chances are–you don’t need a coach–you’ve already got it covered with your own skill set.  However, if you are a professional who seems “stuck” in your career or you recently experienced job loss–the answer is:  yes.

Let me first explain the differences between a Career Coach, a Career Counselor, and a Career Consultant.

A Career Counselor typically works in more academic environments, has a background in psychology and usually at least a Master’s degree.  Also, a counselor has the ability to administer a number of different assessments to determine aptitude for different occupations.  Most job seekers in transition will not find this beneficial, as needs may be more immediate to secure employment.

A Career Coach approaches working with someone from more of an emotional perspective, helping individuals overcome the devastation of job loss or to work through destructive behaviors that are preventing them from moving their lives forward.  Coaches–who are true professionals–have been certified by ICF, the International Coaching Federation or other certifying agencies.  A Career Coach will often work with an individual for 6 months to a year to assist with a transition.  However, many career coaches are not professional writers–which means they do not have the skills to write a professional resume that will get the phone to ring…

A Career Management Consultant usually works with an individual on a short-term basis to navigate him/her toward employment–much more quickly.  As a Career Consultant, I am a professional writer and senior-level HR professional with expertise in resume writing and professional development training.   During the initial consultation, I always assess whether or not an individual is in need of more in-depth coaching.  If so, I refer them to one of my colleagues who is an executive coach so they can work through what are often “jumbled thoughts” about their career direction.   As a Career Consultant, a typical client engagement is less than three months.  The reason?  Career Consultants work with individuals who have a clearer understanding of their job search objective, time frame, and have specific industries in mind.  Consultants do help individuals with career transition to other occupations and industries, too, however it is a faster process for career transition.  In using myself as the example, I’ve worked in leadership and HR for over 20 years, and I have the unique skill set to quickly assess someone’s skills, behavioral competencies, and identify other occupations and industries they may be suitable for.

To learn more about working with a Career Coach, Counselor, or a Career Consultant–give me a call.  I’ll be happy to help!

Until next time!

Natalie Ivey

Natalie Ivey is the founder of Results Performance Consulting, Inc., a firm that helps individuals and organizations through Career and HR management consulting and professional development training.  www.rpchr.com

Recently, I was talking with a friend of mine about the current state of the job market in the U.S.  My friend is an executive with a pharmaceutical company and her comment to me was, “Nat, the bodies are dropping everywhere.”  Meaning, that after several mergers with other companies, more senior-level leaders and professionals are being given their severance packages and told, “Thanks, it’s been great…but there’s the door…you’re no longer needed.”

In talking with her, it got me thinking that the current state of the economy is a bit like the child’s game, “Musical Chairs.”  “Around and around, round we go, where it stops, nobody knows.”   When the music stops, someone is going to be without a chair to sit in–or have a job.   Well, here we are in January 2010 in the largest game of Musical Chairs we’ve ever seen.   Companies have to make strategic decisions to cut their labor expenses, streamline operations, and work more efficiently.  Understandable, but these strategic decisions are shifting a lot of leadership talent to the unemployment lines and into long periods of unemployment.

I’m seeing more senior-level, very talented people experience extremely long periods of unemployment.  Why?  I’m actually investigating that right now, but anecdotally I think it’s a few key things:

1.  Lack of skills in how to “fish” for a new job, externally. I think for many senior-level leaders/professionals, they’ve been entrenched in particular occupations or industries for so long that they’ve never had to go look for a job because they’ve always had one.    For many, they’ve always been promoted internally for new opportunities, or back in the good ‘ole days, a headhunter sought them out.   In essence, these professionals have never “learned how to fish” to find a job externally.  As an example, a client of mine had worked at a VP level in banking for over 25 years.  Upon receiving the news he was losing his job because the bank was closing, his response was,”What do I do now?”  He lacked job searching skills, as his only thought process about finding a job was the Sunday classifieds or going to CareerBuilder.  He had no knowledge of social media–at all.   After being unemployed for eight months, he finally came to me and expressed these comments: “I have been trying to find a job.  I’ve applied for a ton of positions online.  I’ve called to follow-up, but I can’t get anyone to call me back…  It’s so frustrating.  The pressure is building, I have a mortgage to pay, I’m draining my savings and I’m about to have to tap into my 401k.  I’ve worked in banking all these years, I have a ton of leadership experience, but all anyone in HR sees is that I’ve only worked in banking/finance.  They can’t see that I have skills in successfully leading employees, working with customers, handling compliance, and that I can–and want to–adapt to a new position in a new industry.”

With that gentleman, we had to revamp his resume to showcase his true talents in leading people, managing budgets, communicating with clients, etc. to make him more portable–and attractive–to other industries.  And, we had to introduce him to LinkedIn and social media.  The other thing we had to do was work on his self-esteem.  After months of unemployment, this confident, former banking executive was beginning to feel like a failure.   His extended period of unemployment was exacerbating the problem of him landing a job, as he wasn’t coming across as confident during interviews.  So, vicious cycle had emerged continually keeping him unemployed.

2.  Lack of “sharpening the saw” with continuing education. I see a lot of senior-level people who possess great skills in what they do–but they don’t possess great skills beyond that.  What I mean by that is they’ve been complacent in managing their own careers.  Once the “music stopped” and they lost their jobs–they were suddenly thrust into a environment that requires survival skills.  Not unlike being marooned on a desert island without survival skills.  What I’m referring to when I say “sharpen the saw” is one of Stephen Covey’s 7 Habits.  In this job market, the survival skills are in the form of both formal and informal education.  Informal education may be certification programs, such as earning a Lean 6 Sigma Certification, or going back to school to earn an advanced degree, or getting a degree in a new field that is emerging, such as bio-tech.

So, for senior-level leaders and professionals, who are struggling in the  job market, it’s time you reassess your situation.  You’ve got to get yourself some additional job search/career training–and you need to sharpen your saw.

Until next time…

Natalie.

As I travel around the country teaching HR continuing ed classes, I talk with a lot of business people on airplanes, shuttles, restaurants, etc.   What’s interesting is to hear what business people have to say about HR.   Well…I’m here to tell you that “it ain’t good.”   When I inquire as to why other professionals (Sales, Ops, R&D, Marketing, etc.) don’t have a high opinion of HR, these are the responses I get:
“HR doesn’t have a clue…”   “HR always says, ‘no’ to everything…”  “HR adds so much bureaucracy to our organization…it takes FOREVER to get anything done”  “HR…well I really don’t know WHAT  those ladies over in HR do, except for handle orientations and benefits stuff…” “HR never seems to ‘get it’ that we’re trying to launch a new product right now…we can’t waste time attending benefits meetings right now…”  “We all have to quantify our results…Sales does it, Operations does it, R&D does it, but HR just sort of bumbles along not really being held accountable.”  “Our HR VP doesn’t even know how to read the P&L…she’s clueless.”  “Oh..our HR people?? Please…spare me the conversation.  Those people up in HR just don’t seem to understand what we do.  The HR Director wanted to implement a new computer system for doing reviews, succession planning, and all the bells and whistles.  I’m all for that, but the damn thing was going to cost us $110,000!  We’re in full crisis mode right now trying to make payroll every month, let alone incur a capital expenditure!”

You see???  These are comments from a cross-section of business professionals that I have met on airplanes, in airport lounges/restaurants, etc. The common denominator is that HR seems disconnected, and HR’s value is simply not visible to them.  It is apparent that they “don’t get” HR and what HR does for their organizations.  Which means that HR is not doing a good enough PR campaign to promote the good things it’s doing.  And, a root cause may be that HR just isn’t aligned with the organization’s big picture goals.  In order for HR to showcase what HR has done to contribute–HR has to know how to impact the financials.  And, HR has to know how to time its initiatives and capital expenditures.

In this month’s RPC Performance Digest, I talked about the need for financial management education within the HR profession.  The reason I wrote about that this month is that I’ve encountered a significant number of professionals who truly do not know how to read a P&L or a Balance Sheet.

So, the topic for this blog is HRD 2010:  HR Accounting & Finance 101.   What this means is that senior HR leaders must partner with their training & development folks  in 2010 to build a basic accounting/finance curriculum.  The goal:  Increase HR’s knowledge of how to analyze and interpret financial statements.  My suggestion would be to give a simple test to HR professionals.  Give them a copy of the company’s current financials and ask them to answer some important questions.   Score the tests–implement new financial analysis curriculum–and then give another identical test, just using a different quarter’s financials.  The effectiveness of the training will be evident.

This past year has taught us all a lesson about how volatile business can be.  Huge organizations fell…millions lost jobs…and lending came to a screeching halt causing the worst economic meltdown we’ve seen since The Great Depression.  So, considering that HR is the group responsible for all things “people” and labor costs are among the highest expense lines on a P&L, suffice it say HR has to get smarter in this area…

Also, here is a fact:  80% of the HR profession is comprised by women.  And, most of the members of the profession have climbed up through the ranks from more administrative roles–not leadership roles or finance roles.  Therefore, a knowledge gap in analyzing and interpreting financials does indeed exist.

As I shared in this month’s RPC Digest, 20 percent of the HR professionals I interact with in classroom education (HR certification programs) indicated that they did not know how to read a company’s financials.  That means that HR doesn’t know how to read an annual report–or other financials such as a Balance Sheet or a Statement of Cash Flow.  If HR doesn’t speak the language of money and finance–how will HR ever get that seat at the table??? Answer:  it won’t.

So, HRD practitioners:  2010 is the year of Accounting and Finance curriculum for HR.  And, HR professionasl, 2010 is the year that you take ownership of your career development:  get financial knowledge!

I wish all of my readers a very joyous holiday season and a very HAPPY NEW YEAR!!

Warmest holiday wishes,

Natalie Ivey
HRD Consultant/Principal
rpchr.com

When I teach leadership development workshops, I always ask a group of supervisors this question:  “Have you ever worked for a bad boss?” I always get unanimous hand raises…  Then I ask, “What are some of the things that bad bosses do?”  The responses:

they micromanage
they don’t trust their people to do the job
they’re never available and always “in a meeting”
they don’t ever tell you if you’re doing a good job
they work a bazilion hours but never get anything done
they work 24/7 sending emails on the weekend
they never ‘back us up’
they set expectations that are ‘clear as mud’ and then yell when things don’t get done right
they cave in to politics and won’t challenge up even when it’s necessary…
they don’t give us the tools/resources to do the job–but scream when job doesn’t get done

When I ask the question, “So, what are some of the things that good bosses do?”  The responses are just the opposite:

they trust us–and let us do our jobs without micromanaging

they give clear direction and set expectations
they give us the tools/resources to get the job done
they create ’stretch’ goals to challenge their people
they are assertive and challenge up when appropriate
they delegate responsibility to develop the skills of the people on the team
they give recognition and a pat on the pack when a job is well done
they’re open to feedback so they can improve

So, what does it take to be a great leader?  RESPECT.   It’s about respecting the people who work for you and caring enough about them to give them the right tools, resources, training, and clear direction of what is to be accomplished–and to reward them when they have done so.  Another way to look at being a leader is that it’s a lot like being an orchestra conductor.  To be a great conductor can’t get the orchestra working well together if you’re sitting next to the oboe player telling her how to play the oboe the way YOU used to play the it… (that’s called micromanaging, by the way…)  You have to first set clear expectations about the piece of music you want the orchestra to play, provide them with adequate resources (such as having enough horns, percussion, etc.), setting goals, such as how soon they need to have perfected the concerto, AND then recognizing them and rewarding them for their achievement in meeting your expectations.   Too often, leaders are so busy trying to play the oboe–that they completely lose sight of the rest of the orchestra.  You can’t get a group working well together if you’re focusing on one small issue at a time–commonly known as “putting out fires.”   That is also known as “reactionary leadership.”

In summary, being a great leader means you have to genuinely care about leading a group of people toward a common goal.  If you are someone who prefers to work alone, or who prefers to work on accomplishing individual goals–leadership may not be for you–and that’s okay.   Leadership is about knowing how to leverage the talents, skills, and abilities of people to accomplish common goals.

Ah, the resume.  That wonderful document that is supposed to make one look good on paper…  Well, these days trying to do it yourself is just simply an old strategy–in a new game. The job market is tight right now, meaning that there are more qualified applicants than there are jobs.  Not even ten years ago, the situation was reversed.  Employers needed applicants more than applicants needed employers…  So, that meant ten years ago you probably could’ve gotten by with a “home made” resume.  However, that is not the case in today’s economy.

A little history…over the past ten years, organizations have invested millions into their performance management systems.  Specifically, they’ve invested millions into their recruitment and selection systems.  What this means is that HR and Recruiters are using new tolls, new processes, and testing systems to ensure they get the right person in the right job–at the right time.  In talking with job seekers today, I find that many are just simply “in the dark” about the types of screening processes that are being used during the recruitment process.

For starters, unless you’re applying to small business, your resume may not even be seen at all.  Companies are now using different types of resume portal systems, somewhat like a big bucket that captures all the inbound resumes for open positions.  If your resume goes into the bucket–without you knowing how to create the resume properly–your resume will just float down to the bottom of the bucket…never to be even seen by a human.

I never said life was fair–but there is a way to even up the odds.  Get your resume written professionally.  Professional resume writers know how to design resumes for various types of submission processes.  Also, they know how to showcase your talents–far better than you do–to help you get that phone to ring.  By the way, a resume is supposed to get you interviews–not get you the job.  The resume document gets your foot in the door–if it’s a good one.  If it’s a home made document…well…let’s just say you’ve probably wasted a lot of time an effort in writing it, submitting it, and waiting for the phone to ring.

These days, you must make sure your resume showcases your portable skills.  What are those?  They are the skills you can take with you regardless of the type of industry.  An example, if you’ve worked as a manager of a hair salon for the past five years, you may make the mistake of highlighting (no pun intended) your knowledge of the salon industry.  If jobs in the salon industry are tight and you have to transition to another industry, you need to amplify your management skills.  Specifically, your people skills in leading a team of employees, providing coaching and development, training, managing performance, etc.

So, if you’re out there spending countless hours re-writing your own resume, applying for jobs, and not getting the phone to ring…you need a new strategy.    Get your resume written professionally.

Happy Job Hunting!

Natalie.

–Natalie Ivey is a Senior Professional in Human Resources and a professional resume writer, based in Boca Raton, Florida.  She can be reached at (561) 208-6480 or at natalie@rpchr.com

We’ve all heard that it takes networking…but what does that really mean??  What it means is that if you’re a job seeker, you need to let EVERYONE around you know that you are looking for an opportunity.  And, you need to be specific about what you’re looking for.  Don’t just say, “Oh, I’ll take anything at this point…I just need the income.”  Well, even if you say that to your next door neighbor…how motivated is your neighbor going to be in endorsing you if he/she sees an opportunity??

Networking, face-to-face can include talking with friends, neighbors, former colleagues, your kid’s soccer coach, your personal trainer, your hairstylist, etc. about the fact that you are looking.  Here is an example of how you might mention this to someone within a business organization of which you are a member:  ”Hi Sally, it’s great to see you at this month’s meeting!  How have you been?”  And, the question will come back to you, about how you are… Say, “Actually, Sally, I’m doing okay.  Although, I’m really trying to put the word out that I’m looking for a new position.  Unfortunately, I just got laid off about two weeks ago.”  Let Sally respond and then say, “What I’m looking for, Sally, is a project management position with a telecom company, preferably a wireless carrier like an At&t, Verizon, or XYZ company.  My background is in managing projects to install new cell phone towers, and I really want another opportunity just like the one I had.”  Allow Sally to say a few words so you don’t dominate conversation…  Then say, “Sally, would you mind if I connected with you on Linkedin?”  She’ll of course say, “yes.”  Then say, “If you wouldn’t mind, I would really appreciate it if you’d think about people you know who may have a contact at XYZ company.  And, if they’re on LinkedIn, I’d like to ask you for an introduction to them.  Will that be okay?”  Again, of course it will be okay…you KNOW Sally.  And, she’ll be happy to help you with your job search.

Networking is not necessarily about just tapping into your immediate sphere of connections, it’s about who your connections know…and who they know, and so on and so on.  To make networking work for you, the first part is the hardest…admitting that you have to TELL PEOPLE YOUR’E LOOKING FOR A JOB.  Get over the grieving process within TWO WEEKS of losing your job.  That’s it!  Any more grieving after that and procrastination (like doing laundry, giving the dog a bath, shopping, etc.) will set in.  And, the more you procrastinate the longer it’s going to take you to find a job.  Before you know it, you’ll be out of a job for six months or longer.  The more time drags on, the more depressed you’ll become.

Now, if you’ve already done that and you’ve been out of work for longer than six months.  Pick yourself up, dust yourself off, and plan a new strategy.  Get some help.  My firm offers services to help you, but even with the help of a career consultant–it comes down to personal motivation.  All I can do is point my clients in the right direction.  It’s up to them to execute…

So, what are you waiting for?  Get goin’!! :O)

Natalie.

Let’s face it–it’s tough out there.  If you’ve been looking for a job for a while, it’s easy to let the depression, fears, self-doubt, and other negative self-talk to set in.  Each time you hear yourself making a statement that doesn’t make you feel positive or powerful, ask yourself this question, “Did what I say just help me–or hurt me?” You know what the answer is…it’s hurting you.  We all get in our negative grooves–it’s human nature.  However, if you find you’ve been in the negative groove for a while and you’re having a hard timing coming out of it–ask yourself, “Why?”  Could it be that you are continuing to try to find the same type of job, in the same type of industry, and you’ve just not been successful?   It could be that you have continued along the same route that so many others are on that your route has a lot of company…Kind of like rush hour traffic… everyone’s trying to go to the same place.    An example of this is in the financial sector: commercial real estate, construction mortgage banking, etc.  Not that you can’t be successful in landing a job in these fields, but rather these fields (connected to housing) have taken some of the hardest economic hits.   The old saying “If you keep doing what you’re doing…you’re going to get what you always got” can apply to this.  What that means is that if you continue applying to similar positions you’ve held, in a field(s) that have actually contracted as a result of  the economy, and in a job market flooded with other candidates with experience, skills, and credentials just like you–you’re trying to swim upstream with a lot of other fish… And, it may come as no surprise that you’re growing frustrated by the process–and allowing negativity to set in, self-doubt, and even mild panic.

So, what to do?  First thing you have to do is to take charge of your own situation.  Stop blaming the company that let you go… stop blaming the economy…stop blaming your parents, former boss, spouse, the recruiter who didn’t call you back, the receptionist who wouldn’t put you through to a decision maker, etc.  Just stop trying to pin the blame on others for the circumstances you are in.   Only then can you move forward!   The next thing you need to do is sit down with a blank notebook and get some work done.  Begin using your notebook to do the following:

1.  What strategy have I used in the past (x) months to find a job? Jot down the titles of the positions you’ve applied for.  Are they almost identical?  And, if they’re almost identical in title, are they close in industry?    In the jobs you’ve applied for, have they been above or below your skill level?   If you’ve applied below your skill level, have you revised your resume to “fit” the lower level job?  Or, vice versa?  Have you cranked up the intensity of your resume to “fit” the higher level?  Important note:  if you’re only shooting for higher, Director level and above jobs…here’s a newsflash–you have a ton of competition out there for those jobs right now.  The job market is like a pyramid.  Heavy base, or foundation jobs, such as entry-level, individual contributor role jobs.  Important yes, and plentiful, yes.  The farther up you go in the pyramid to mid-management and the professions, the pyramid begins to shrink in size at that level, meaning fewer jobs.    And, the higher you climb, the fewer the positions there are.  So, if you’re a professional who has continued to apply for more senior-level jobs, simply by finding the postings on a big job board and applying online…you have about a 96% chance in never getting a response!   For the more professional or senior-level jobs, it requires networking–and a lot of it–both online and offline.

2.  Evaluate your strategy.  What has worked?  What hasn’t worked? If your resume is getting you interviews (beyond a phone screening), then at least you’ve got a document that’s getting your foot in the door.  If you’re not making it past the initial interview stage, there are other parts of your current strategy that are holding you back from being moved to the next step.  A couple of reasons why your strategy may not be working:  1. You may not be marketing yourself properly during the interview.  HR people and recruiters have a limited amount of time to screen applicants, and if you’re “rambling” and not succinct in translating your portable skills–to their company…the recruiters don’t see the value in you.  This works very similarly to how consumers buy a product. If you don’t immediately see the value in a product…why buy it?  Recruiters are the consumers for organizations.  It’s their job to select the candidates–at the right price and who will add value and benefits to the company.    For you, you may be the right product–but wrong product packaging.  We’ve seen that happen time and again with great products that go on the market and fail because the branding image and product benefits just weren’t powerful enough to stimulate sales.     So, evaluate your strengths and weaknesses in interviewing, and be honest.   2.  The second reason you may not be getting traction in the job market is also that “product packaging” in how you actually look to the recruiter.    It may be time for you to change your brand image.  I’ve seen a lot of folks who look great on paper, sound great on the phone–and simply don’t look the part when they’ve walked into my office for an interview.    Know the company’s culture–and look the part.  If you’re not sure how to do that–call me.

3.  Get a new strategy. In other words, evaluate your resources and plot a new course to find a job.    Now may be the time for you to go back to school.  Get some new job training.  Improve your MS Office skills, learn how to use a particular type of project management software, learn a new language, get a certifcation…  you get my drift.  However, before you begin to put these action steps in place, you first have to admit to yourself that your current strategy isn’t working…  Once you get over that hurdle, you’ll find the job search process will become easier and more focused for you.    The other thing I recommend is getting some professional help if you feel stuck.

So, keep your chin up, your thoughts positive, and catch yourself every time you say something negative and self-defeating.  Taking shots at yourself isn’t helping you get where you want to go–so stop it.

You deserve to have the career you want–so, GO GET ‘EM TIGER!!!

Natalie.

With the current state of the economy, many smaller employers are looking at reductions-in-force, worker furloughs, and creative solutions for reducing labor costs–one of the biggest expense lines on the P&L.  With that said, it is frightening as an HR professional the number of small businesses that simply “don’t know what they don’t know” about legal compliance.  These days all it takes is one disgruntled employee to file a complaint with the EEOC or the DOL to create a financial nightmare for an employer.

Recently, I had an HR Director attend one of my human resource workshops–and her primary reason for attending was to learn “how not to get sued” when they have to downsize–again.    Well, her employer (a car dealership) at least sent her to a class to get some of the do’s and don’ts of managing employees today. It’s a start–but it’s not enough.

So, what is HR Assist?  HR Assist is a great way for employers to get the HR expertise and guidance they need–at a price that is affordable for small business.  HR Assist is a flat-fee consulting service based on the size of employee population.  The smaller the company, the lower the cost for HR help.  What kind of HR help, you say?   It’s short-term, senior-level HR support for employee relation issues such as how to handle a downsizing.

So, why is RPC’s HR Assist, flat-fee HR Consulting so good for small employers?  Well, have a look at the HR Consulting page at www.rpchr.com to find out why!

Natalie.

The answer to that question is, “it depends.”  It depends on what level of position you’re looking for, where exactly in South Florida–and how hard you’re willing to work to get it.

Finding a job is no easy task with an unemployment rate in Florida of over 10%.  However, for skilled professionals, it is actually easier.  So, what is the answer you say?  The answer is the following:

1.  You need to identify your soft skills and your hard skills.  Soft skills are your ability to handle and resolve conflict, your ability lead a team of people and have them respect you–not despise you…  Soft skills are also verbal communication skills such as being able to communicate with tact and diplomacy–a skill that not everyone possesses.   The Hard skills are your technical skills such as proficiency in MS Office applications or using a particular type of machinery.   Technical skills are also specific skills such as a project manager who is also telecom engineer, or a Registered Nurse who possesses specific expertise such as working on an I.V. team.

The reason you must identify your soft and your hard skills is that all-too-often, resumes show far too much on the technical side. All good stuff, but even if you’re in a highly technical field, such as IT, you still must demonstrate your soft, “people skills.”  These days, companies can’t afford to hire someone who doesn’t play well with others in the sand box…  So, you have to illustrate your soft skills in your resume–and promote those skills very well.

2.  In South Florida, the environment is…well…casual.  Hey, it’s Sunny Florida!  However, when looking for a job–don’t consider it casual, Sunny Florida.  If you’re walking into an establishment, such as a retail store to inquire about openings, your rule of thumb should be to dress like you were applying for a job at least two levels above you.  You’ll never go wrong.  Now, if you’re walking onto a construction site…use your head on that one.  You don’t want to show up in a black power suit, in 95 degree heat, stomping around rubble… not good.  You have to show that you also fit the culture and the type of business the employer is in.  Ladies, lose the open-toe clunky sandals that allow people to hear you before they see you… Gentleman, now is the time for a haircut.  If your hair is long–pull it back.  Your personal brand image has to shout:  ”I’m competent and will be an asset if you hire me.”  Not, “I like my own ‘personal’ style, and I’ll drive HR crazy in violating the dress code if I come to work here…”

3.  Instead of looking at the big job boards–get out the Yellow Pages.  Yes, you heard me–the Yellow Pages.  I know we’re in a digital, nano-second world these days, but the good ‘ole phone book is actually must faster.  Identify your core industries that you’re seeking employment in.  Then, look under those headings to identify businesses you want to call on.  Then, go to Google and type in the business names to view their Web sites.  Look for Careers or the Employment page to see if they have any openings.  If not, don’t worry.  Call the company and ask who the manager is in charge of “XYZ” department or the division you are interested in.  Once you get the name–send them a letter and a copy of your resume.  If you are a subject-matter expert in the industry–then say so.  Highlight a few things you’ve seen happening in the business–and how you fit in with that.  Are you someone who saved a previous employer a ton of money by avoiding some pitfalls in the industry?  Are you someone who opened up some new markets within the industry?  Think about your soft skills…Are you someone who negotiated a great deal that landed your a great, new account for your previous employer?

To recap:

–Know your Soft Skills and your Hard Skills

–Make sure your Soft Skills stand out on your resume far more than technical
(If you don’t know how to do this–you need a professional to help you.  Call me.)

–If Hard Skills, such as a specific technical skill is what will open doors for you–then put those skills in the first 1/3 of your resume.  Don’t put those skills as the last section of your resume…

–Don’t assume that South Florida is casual for everyone… you’re a job seeker–you’re not on vacation, so dress appropriately.

–Get out the Yellow Pages to do some searches to find potential employers you may want to work for.

–Research by looking at the Web sites and go to vault.com to see what kind of inside info you can find.  Also, look at the local Chamber of Commerce site under company name.  You may get a name by searching in the member directory.

–Send a letter and your resume to a decision-maker–and send it on good quality paper and in a larger envelope so it doesn’t bend.

So, there you have it.  What are you waiting for? Get Going!

See you next week…
Natalie.
Natalie Ivey, MBA, is a Senior Professional in Human Resources and has more than two decades of leadership and HR Management experience.  For additional career help, go to www.rpchr.com and click on Career Consulting.