Joe's Story - Over 50 and Unemployed

Signs you may be on the next RIF List ...

2010-04-15T11:00:00.000-07:00

Are you wondering if your name is on your companies next Reduction In Force (RIF) list?

I have talked to hundreds of people who have been notified that their jobs were going away and discovered many common tell-tale signs that should have warned them of the upcoming notification.

How many of these signs do you relate to? If the answer is 5 or more, you may be on the next RIF list!

Your company is being acquired: Being acquired might be good for the health of your employer, but there will be a lot of overlap in job descriptions and a lot of layoffs that have nothing to do with how well you do your job.

You are finding it almost impossible to get approval or ‘buy in’ on projects: The boss is suddenly silent when it comes to approval. You’re being passed around from middle-manager to middle-manager. You get voicemail 98% of the time you call someone for their opinion, and the other 2% it’s their secretary…who then puts you through to voicemail. No-one is going to green-light a project from someone whose time is up at that company. They don’t want to associate themselves with the kiss of death that is your idea. If it happens to be a great idea, no worries, they’ll take credit for it once you’re gone.

Your boss is attending mandatory training or off site meetings that he/she can not discuss with you: Chances are he/she is attending RIF training, the sessions are delivered by Human Resources and Legal Counsel and includes training people managers how to avoid wrongful dismissal or age discrimination lawsuits.

You are given an impossible jobs with no chance of success: - This one is underhanded, which is why it’s so popular. The company may need a big reason to give you the boot, especially if you’ve done everything right and are the life and soul of your department.

You have less responsibilities: - Being stripped of your responsibilities is a sure-fire sign that there’s something unpleasant on the horizon. After all, you don’t RIF someone who’s got a ton of important work to do, with loads of people underneath him/her.

You are no longer "In the Loop": Suddenly you’re finding out about company news from your neighbor. If you were formally in the know about all things business related, but now suffer from “the company’s doing what??” - The writing is probably on the wall.

People are avoiding you: Eye-contact is difficult to make with someone if you know he or she is on the RIF list. Small talk is just as tough. It’s best just to avoid that person altogether.

You have recently been asked or assigned to work on a “special project”: This could have many other names. “New company initiative” or “Confidential research assignment” are other known terms for this. But it basically comes down to one role…the project takes you away from real work and puts you on something that’s either mildly important, not important at all, or is going away.

Your successes and accomplishments are being glossed over: Did your boss used to praise you up to management? Were you a golden boy or girl? If you’re not getting kudos, you may be getting RIF'd.

Your immediate boss or mentor is gone: If someone you trusted and respected, like a boss or mentor, is no longer around for whatever reason (promotion, fired, RIF'd, quit) this could spell trouble.

You see management paralysis: When you start to see memos with elaborate descriptions of the thought process explaining why they're just going to stay the course because they don't know what else to do and don't want to make things worse.

You see analysis paralysis: Watch for analysis paralysis, when there's less activity from sales but senior managers spend more time analyzing the same data. "That's a clear sign there's something wrong."

You recently receive a pay freeze or a pay cut: There are a few reasons this could happen, none of them are good. Either the company is in trouble and they need to cut costs, or you’re in trouble.

You have seen a job posting for your company that matches or consolidates your job description with another: Human resources and management can be crafty. They don’t want to RIF you without having someone waiting in the wings to immediately fill your shoes. That’s why it’s not uncommon to see your job or a consolidated job out on the Internet months before you eventually get RIF'd. Worse still they hire your replacement before you’re RIF'd and you get to teach the newbie how to do your job.

You are currently being ‘retrained’ or are taking coaching sessions? Retraining or coaching is often a way to try and save an employee who has lost his or her way. But its also another one of those ‘cover the company’s butt’ scenarios, in which HR demonstrates they did everything they possibly could to save your job.

Your company is adopting an offshoring policy: "Another sign is offshoring and outsourcing; if you see the kind of work you do being shipped overseas that's a very bad sign."

Of course this is not a scientific study. Many of these things happen as part of a normal work environment and if only few relate to you, then don't worry about it.

But if you do relate to five or more, don't stick your head in the sand, read Joe's next blog with recommendations on what actions you should take now if you think you are on the next RIF list. Click here.

Interview Questions & Answears

2010-01-28T09:43:00.000-08:00

Image by Josh Tickell via Flickr

Some good answers to common interview questions that I found on various sites - hope they work for you! - Joe

Q#1 – How long have you been looking for a job? (Concern – is there something wrong with you that other employers have picked up?)

A#1 – “After I was laid off from my last job, I took the opportunity to take some time out to examine my career goals and where I was going with my life. I have just begun my search in the last few weeks. I have a definite goal in mind and have been selective about the positions I consider. Your company and this position are of great interest to me.”

Q#2 – How did you prepare for this interview? (Concern – are you interested enough to do some research, or are you going to “wing it”?)

A#2 – “When I found this position posted on the internet (monster.com) I was immediately interested. I checked out the company website and mission statement, looked at the bios of company founders and executives, and was impressed. Once I had the interview appointment, I talked with friends and acquaintances in the industry. And, I’m sure I’ll find out a lot more in today’s meetings.”

Q#3 – What is your salary expectation for this job? (Concern – Can we afford you? Can we get you for less than budgeted?)

A#3 - “I’ll need more information about the job and the responsibilities involved before we can begin to discuss salary. Can you give me an idea of the range budgeted for this position?”

Q#4 - How do you keep current and informed about your job and the industries that you have worked in? (Concern – Once you get the job do you continue to learn and grow – stay challenged and motivated?)

A#4 - “I pride myself on my ability to stay on top of what is happening in my industry. I do a lot of reading – the business section of the newspapers and magazines. I belong to a couple of professional organizations and network with colleagues at the meetings. I take classes and seminars whenever they are of interest, or offer new information or technology.”

Q#5 - Tell me about a time when you had to plan and coordinate a project from start to finish. (Concern – behavioral questions – seeking an example of specific past behavior)

A#5 - ” I headed up a project which involved customer service personnel and technicians. I organized a meeting to get everyone together to brainstorm and get his or her input. From this meeting I drew up a plan, taking the best of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to begin implementation of the plan. It was a great team effort, and a big success. I was commended by management for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.”

Q#6 - What kinds of people do you have difficulties working with? (Concern – ability to be flexible and work in a diverse environment?)

A#6 - “In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking credit for work that her team accomplished. I had an opportunity to talk with her one day and explained how she was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes what we perceive about others is not always the case if we check it out.”

Q#7 - We expect managers to work more than 8 hours a day. Do you have a problem with that? (Concern – are you a work-aholic or a person who requires balance?)

A#7 - “I have no problem working long hours. I have worked 12 or 14 hour days. What I have found works for me is to work smarter, not necessarily longer. My goal is to get the job done, whatever that takes, in the most efficient manner.”

Q#8 - When have you been most satisfied in your career? (Concern – what motivates you? Or demotivates you?)

A#8 - “The job before the one I am currently at, was my most rewarding experience for me. I worked in a wonderful team environment. There was a lot of camaraderie. I worked with a team of four people and we did some really original thinking. It is that kind of environment I want to be involved in again.”

Q#9 - Why do you want this job? (Concern – are you using the shot-gun approach to job search or do you really know what you want?)

A#9 – “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I found what I was looking for. What I can bring to this job is my seven years of experience, and knowledge of the industry, plus my ability to communicate and build customer relationships. That, along with my flexibility and organizational skills, makes me a perfect match for this position. I see some challenges ahead of me here, and that’s what I thrive on. I have what you need, and you have what I want.”

Q#10 - We are ready to make an offer. Are you ready to accept today? (Concern – we don’t want you to go away and think about it and change your mind – we want you.)

A#10 - “Based on my research and the information I have gathered during the interview process, I feel I am in a position to consider an offer. I do, however, have a personal policy that I give myself at least 24 hours to make major life decisions. I could let you know by tomorrow.”

Job Boards

2009-12-22T18:38:00.000-08:00

TwitterJobSearch.com
JobCentral.com
Jobing.com
USAJobs.gov
GovernmentJobs.com
TheLadders.com
Indeed.com
Job-Search-Engine.com
Idealist.org
SimplyHired.com
SnagAJob.com
JustJobs.com
Hound.com
TheJobSpider.com
Job.com

LinkedIn Tips for Job Interviewers

2009-11-23T14:46:00.000-08:00

If you are in the market for a job, especially if you have at least several years of work experience, you should be taking advantage of the significant benefits LinkedIn can bring to your job search, including warm leads into companies or to people you are targeting, the possibility of creating new job leads through recruiters who frequently use the site or people who are impressed with comments you post on the site, and access to posted and unposted job openings. So how do you take advantage of LinkedIn if you’re a job seeker?

1. Create a Thoughtful Profile. According to LinkedIn, you are 40X more likely to receive opportunities if your profile is complete. A complete profile includes your current job and 2 previous jobs, your educational background, a profile summary, profile picture, your specialties and at least 3 recommendations. Your profile summary should highlight your passions, interests AND your personality. Your work experience should highlight the specific actions taken and the impact achieved. Many people make the mistake of writing their experience as a recitation of tasks; e.g. built models, created presentations. If you’ve created presentations, projects or have other work that showcases your talents, use an app like Slideshare or Box.net to include your work in your profile. Thoughtful (vs boilerplate) recommendations from colleagues who can speak to specific skills or your impact can help. LinkedIn has a simple tool that lets you solicit them for people you know. Once and only when your profile is complete, include a link to it in your email signature, on your resume, and even on your business card.

2. Build your network. Focus on friends and colleagues who know you well. There’s no prize for accumulating the most connections. Your connections should be people who’d be willing to credibly and enthusiastically introduce you to people in their network. To do that, they must know you well enough. Here’s another reason to be careful about who you invite into your network. Your connections may also ask you for introductions to other people in your network. Do you want to jeopardize your reputation with your friends or former boss by encouraging them to talk to some random person in your network that you don’t know? If you’re a college student, consider adding some older people such as professors, close family friends, and supervisors. Continue to work on strengthening your ties -- thought you might find this article interesting, ran into someone who knows you, etc. The optimal time to build your network is when you don`t desperately need help.

3. Join Targeted Industry & Professional Groups. Why? There will be people there who are doing what you want to do. Join in on discussions. Create discussions on topics you’re interested in. Ask interesting questions. Doing these things will enable you to meet people who can increase your job or industry understanding, give you feedback on your job search, or even approach you about potential jobs. The key to GETTING a lot from these groups is GIVING to them. For someone to want to help you, they need to feel that it’s worth their while, either because they genuinely like you, and/or they believe that helping you benefits them in some way. If you are only there to take from the group, you won’t find many willing to help you.

4. Join Your School Group on LinkedIn. The content in these groups is fairly limited now, but being a member is valuable because you can send connection invitations or messages to other members of the group that you otherwise couldn’t engage. I can search my Stanford group for my hypothetical target company, Google for example, and find 81 group members, only 2 of whom I’m directly connected to, with current or past work experience at Google.

5. Search LinkedIn Jobs. When you search Jobs by company or job title, you can see which of your connections are at that company or know the person who posted the job. Leverage these connections to help you get a warm introduction.

6. Search for Connections at Targeted Companies. You will dramatically increase your chances of an interview or favorable initial impression if you get an introduction to a recruiter or hiring manager from someone they trust. Do a search for people who can make that introduction by inputting the company name. Let’s say I’m interested in working for Apple. My search on Apple will generate people in my network who work or worked at Apple. You may in fact be able to ask a 1st degree contact (someone I am connected to on LinkedIn) for a personal introduction or recommendation to the hiring manager. Alternatively this person may be a great source of information about the company or industry, which will help me distinguish myself in the interview. For a 2nd degree connection (a connection of one of my connections), check out their profile and if it looks relevant, ask your contact for an introduction. Read The Email Introductions Most Likely to Open Doors to see who the wide range of people who can effectively open doors for you with a simple email.

7. Let People Know You’re Looking. Everyone is a potential job lead, but they can’t help if they don’t know you’re looking. Use the update field to indicate that you are looking for a job.

8. Showcase your Expertise through LinkedIn Answers. In LinkedIn Answers you can ask and answer questions on specific business topics. Others who view your answers and are impressed with your insight can reach out to you directly. You can also receive recognition for strong answers, which adds to your credibility and visibility.

How to Answer the ‘Tell Me About Yourself’ Interview Question

2009-09-23T07:43:00.000-07:00

Image by hartboy via Flickr

Don’t be afraid of this question; instead use it as an opportunity to position yourself for success.

By Lee E. Miller

When I was a human-resources executive doing hiring interviews, I almost always began my interviews with candidates by requesting, “Tell me about yourself.” I did that for a number of reasons, the most important of which was to see how the candidates handled themselves in an unstructured situation.

I wanted to see how articulate they were, how confident they were and generally what type of impression they would make on the people with whom they came into contact on the job.

I also wanted to get a sense of what they thought was important.

Most candidates find this question to be a particularly difficult question to answer. That is a misplaced view. This question offers an opportunity to describe yourself positively and focus the interview on your strengths. Be prepared to deal with it. These days, it’s unavoidable. Like me, most interviewers start off their interviews with this question. A lot of interviewers open with it as an icebreaker or because they're still getting organized, but they all use it to get a sense of whom you are.

The wrong response

There are many ways to respond to this question correctly and just one wrong way: by asking, “What do you want to know?” That tells me you have not prepared properly for the interview and are likely to be equally unprepared on the job. You need to develop a good answer to this question, practice it and be able to deliver it with poise and confidence.

The right response

To help you prepare, I spoke to a number of career coaches on how best to respond when faced with this question. Heed the career advice that follows to ace this opener:

The consensus of the coaches with whom I spoke :

Focus on what most interests the interviewer
Highlight your most important accomplishments

Focus on what interests the interviewer

According to Jane Cranston, a career coach from New York , “The biggest mistake people being interviewed make, is thinking the interviewer really wants to know about them as a person.

They start saying things like 'Well, I was born in Hoboken, and when I was three we moved …’ Wrong. The interviewer wants to know that you can do the job, that you fit into the team, what you have accomplished in your prior positions and how can you help the organization.”

Nancy Fox, of Fox Coaching Associates, agrees. She notes that “many candidates, unprepared for the question, skewer themselves by rambling, recapping their life story, delving into ancient work history or personal matters.” She recommends starting with your most recent employment and explaining why you are well qualified for the position. According to Fox, the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. “In other words, you want to be selling what the buyer is buying.”

Think of your response as a movie preview, says Melanie Szlucha, a coach with Red Inc. “The movie preview always relates to the movie you're about to see. You never see a movie preview for an animated flick when you're there to see a slasher movie. So the ‘tell me about yourself” answer needs to directly fit the concerns of your prospective employer.”

Previews are also short but show clips of the movie that people would want to see more of later. They provide enough information about the movie so that you could ask intelligent questions about what the movie is about. Hiring managers don't want to look unprepared by reading your resume in front of you, so Szlucha advises “to provide them some topics to ask you more questions about.”

Highlight your most important accomplishments

Greg Maka, managing director at 24/7 Marketing, advises job seekers to "tell a memorable story about your attributes.” For example, if you tell an interviewer that people describe you as tenacious, provide a brief story that shows how you have been tenacious in achieving your goals. “Stories are powerful and are what people remember most ,” he said.

One great example is that of Fran Capo, a comedienne who bills herself as “the world’s fastest-talking female.” She offers the following advice: “Whenever I go on auditions or interviews. I have a "set" opening I use. ... I tell the interviewer what I do in one sentence and then say, ‘A nd I also happen to be the Guinness Book of World Records’ fastest- talking female.’ Then I elaborate.” According to Capo, the main thing in anything you do is to be memorable, in a good way. Your goal when you answer the ‘tell me about yourself’ question is to find a way stand out from everyone else.

And, be brief

Maureen Anderson, host of The Career Clinic radio show, stresses the importance of keeping your answer short: “The employer wants to know a little bit about you to begin with — not your life story. Just offer up two or three things that are interesting — and useful. You should take about a minute to answer this question.”

To make sure it is succinct and covers what you want it to cover, she suggests that you “write your answer out before the interview, practice it, time it and rehearse it until it sounds natural. Then practice it some more. The goal is to tell the employer enough to pique their interest, not so much that they wonder if they’d ever be able to shut you up during a coffee break at the office.”

Rather than dread this question, a well -prepared candidate should welcome this inquiry. Properly answered, this question puts the candidate in the driver's seat. It gives candidates an opportunity to sell themselves. It allows them to set the tone and direction for the rest of the interview, setting them up to answer the questions they most want to answer.

Down, But Not Out

2009-08-04T13:41:00.000-07:00

Image by radiospike photography via Flickr

I came across these words of advice from Tory Johnson, CEO of Women for Hire and workplace contributor on ABC's "Good Morning America." This is adapted from her new book, "Fired to Hired" (Berkley Books).

Good Tactics & Advice For Your Job Search

Keep the pity party brief. It's normal to wonder, "Why me?" Whine for a week - to get it out of your system. Then put a lid on it so negativity doesn't hold you back. All jobs are temporary, and whether by choice or circumstance, eventually we all must move on.
Remember: You're more than your job title. In a society in which everyone asks what you do and where you work, turning in your corporate ID and losing your company-provided business cards can leave you feeling vulnerable. But a pink slip can't strip you of your skills and successes. You own those forever.
Don't trot out the "nobody's hiring" excuse. On "Larry King Live" earlier this year, a caller asked how he could possibly find a job when 90 percent of the local employers weren't hiring. The answer: Focus on the other 10 percent. You need only one to say yes.
Focus on the blessing -- not the curse -- of a blank slate. Unemployment allows you to move in any direction -- which can mean a chance to finally do what you've really always wanted. But don't let unlimited options lead to indecision; figure out where you want to go, then map a course to get there.
Play to their needs. No employer will hire you because of what you want -- such as an "opportunity for growth in a progressive company." Forget generic blather; you'll only be hired based on what the company wants. Figure out what that is, and position yourself as an ideal match.
Embrace the 60/40 rule. Until a year ago, I recommended spending 70 percent of your job-search time offline and 30 percent online. But now that social media rules the recruiting landscape, go for it: LinkedIn, Facebook and Twitter, plus industry blogs, are ideal ways to connect with decision makers. There's one key caveat, though:
Don't spray and pray. Only a fraction of your time online should be spent on the giant job boards, which lead to a false sense of accomplishment. You submit hundreds of resumes and assume someone out there will respond. A logical assumption -- and a wrong one. Job searching in a recession is more about quality than quantity. If you're not following up and reaching out directly to decision makers, your chances of being discovered in that big black hole are slim.
Volunteer or extern every week. Devote a portion of your week to gaining new skills, strengthening existing ones and meeting new people on the job -- even if it's unpaid. When someone asks what you're up to while you're out of work -- and you know they most certainly will -- volunteering and interviewing offer a respectable response.
Overcome shyness. If you're terrified of picking up the phone or you're not authoritative when selling yourself, invest $10 to become an Avon rep. Training with a leader in direct sales, which ranges from watching videos to tagging along with a successful seller, may help you quickly gain the confidence to speak up. If makeup's not your thing, try Toastmasters.
Never allow fear of failure to hold you back. If you're convinced that nobody's hiring, that the competition is too steep or that someone won't return your calls, you won't even make an attempt. Forget potential rejection and focus on what you can control. Make that cold call, send that e-mail or apply for that position.
Come out of hiding. When my single friends groan, "Oh, when will I get married?" I answer: "When you start dating." The world has to know that you exist and that you're interested. That's true with dating, and it's true when looking for a job.
Celebrate often. If you wake up each morning assuming you'll get hired that day, you'll go to sleep most nights feeling like a failure. Getting hired is a marathon, not a sprint. Keep a job journal to focus on one thing that went right daily. Your call was returned, an e-mail didn't bounce, you met a new contact. Teeny victories keep you motivated and lead to the big success.

What to Do When Your Labeled "Overqualified"

2009-07-22T13:01:00.000-07:00

Image by inkynobaka via Flickr

I found the following article By Rachel Zupek at Career Builder helpful -

What to Do When Your Labeled "Overqualified"

by Rachel Zupek

Sherry Shealy Martschink, 57, is a former state legislator, state senator and workers’ compensation commissioner for South Carolina. She’s a recent law school graduate and has experience in journalism, marketing and education. For the past few years during her job search, she’s been told — in not so many words — that she’s overqualified.

“Sometimes the opposition is in the tone of voice rather than the actual wording of the questions and comments,” Martschink says. “An employer may say something like, ‘We are hoping to find someone who will make a career here’ or ‘Why would you want this job after doing such-and-such?’ Another type of question has to do with whether I could be a team player after being in such leadership positions.”

How does Martschink respond to such opposition? Plain and simple:

“If I weren’t willing to do the work, I wouldn’t be applying for the job,” she says.

Geoff Tucker, who has a college degree and six years of experience in his field, has faced opposition more than once during his job search. In one interview, the hiring manager started with, “We both know you’re overqualified,” but went on to say she wanted to do a “gut check ” to determine if Tucker would be OK with the tasks he’d be handling.

“In other words, she wanted to see if I was OK with being versatile to the point of helping clean around the office and refilling the toilet paper in the bathroom,” Tucker says. “I affirmed that I do not have an issue with doing tasks that maybe I haven’t had to do in awhile. I am not that egocentric and I don’t regard these tasks as ‘below me.’”

Many job seekers wonder how being qualified can be a bad thing, but it’s a Catch-22 that many job seekers face today. They can’t get hired for positions relevant to their experience so they apply for jobs at lower levels. The problem is that they can’t get hired for those positions, either, because they’re overqualified.

“Employers are in the catbird seat,” says Kathryn Sollmann, co-founder and managing partner of the Women@Work Network. “The high volume of job seekers makes it possible for employers to hold out for their ideal candidates. You’re not an ideal candidate if you have held a more senior position in the past; employers assume you will leave as soon as you find something at your normal level.”

What’s the deal?
Assuming you’ll jump ship when the economy turns around is only one of the many objections employers have to hiring overqualified candidates. For one thing, many job seekers assume that their high credentials automatically mean they are skilled for a more junior job. But, Sollmann says, just because a position is less senior than the one you previously held does not mean that you have the appropriate skills to succeed in that role.

“Take an administrative position, for example. Many mid- to senior-level job seekers haven’t done anything remotely administrative for years,” she says.

Right or wrong, other assumptions hiring managers might have about hiring overqualified candidates include:

· You’ll be bored and unmotivated

· The salary will be too low for you

· You’ll be unhappy

· You’ll leave the minute something better comes along

· You could possibly steal his/her job

· You won’t be able to step down from a leadership role

Hiring managers take overqualified candidates seriously only if they are convincing about a valid reason they want to take a more junior-level job, Sollmann says.

The best reason is saying you have decided that you don’t want to work crazy schedules and are interested in a better work/life balance, she says. If that’s the truth and you’re truly not looking over your shoulder for a senior-level job, employers will consider you for a more junior job.

Tucker says the doubt he gets from hiring managers regarding his experience is unfair.

“They should consider my above-par qualifications as a way to gain additional capabilities on their staff and team. I will bring just as much passion to this role as I would any other,” he says. “I would not apply for a job if it weren’t a fit for me. It’s about the work I’m doing and the contributions I’m making that matter.”

If you’re being told you’re overqualified during your job search, here are seven ways to convince your interviewer otherwise:

1. Admit that you’re worried, too
Tell the hiring manager that you are also concerned that it might not be a fit, suggests Duncan Mathison, co-author of “The Truth about the Hidden Job Market.” Promise that if at any point during the hiring process you think the job appears too low or not one where you will bring the full engagement needed to excel in the position, you will withdraw your candidacy. Your willingness to walk away tells them you are motivated if you stay in the game.

2. Take salary off the table
Make it clear that you’re flexible about salary and that your previous earnings are not relevant to your current job search.

“Tell the hiring manager that you work for both green dollars and personal satisfaction dollars,” Sollmann says. “Lately you’ve had a deficit in personal satisfaction dollars and you want a chance to try something new.”

3. Put the issue out there
Ask the interviewer if he or she sees any positives or negatives to your candidacy based on your higher qualifications. Get the issue on the table so it can be addressed, Mathison suggests.

4. Use your accomplishments
“Tell the hiring manager that you’re proud of your accomplishments and you have proven to yourself that you can perform at a more senior level,” Sollmann says. “Now you’re not interested in chasing titles and promotions. You want to make a contribution at a compelling company.”

5. Distance yourself from your higher qualifications
Be empathetic to those parts of the hiring manager’s job — indicate that you have a clearer understanding of what a manager needs from his people.

“For example, say you were a manager and are applying to an individual contributor job,” Mathison says. “Tell the hiring manager that you are looking for a job that would give you more hands-on technical work and give you a break from the people management and corporate politics.”

6. You want to learn
If you’ve held more senior positions at a different kind of company or in a different industry, tell the hiring manager that the best way to really learn about a new industry is from the bottom up, Sollmann says.

7. Make a commitment
“Tell the employer that you know that job hopping is a major don’t in the business world. Say that barring unforeseen circumstances, you are ready to make at least a two-year commitment to the company,” Sollmann suggests.

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

IT Skill Sets Most In Demand Among Employers

2009-07-21T12:24:00.000-07:00

Image via Wikipedia

Dice.com recently compiled a list of the skill sets most in demand among employers.

The top 5:

Security. Employers often want to hire people who have earned the CISSP (Certified Information Systems Security Professional) designation (see www.isc2.org). Candidates need 5 years of hands-on experience before taking the exam. For basic security training, CompTIA offers a certification called Security Trustmark.

Virtualization. The term refers to the practice of running multiple servers on a single piece of hardware, increasing efficiency and conserving energy.

Java EE. Sun Microsystems' (JAVA, Fortune 500) Java and its enterprise edition, until recently called J2EE, are the industry standards for developing online applications, so the Sun Certified Java Programmer (SCJP) designation is in widespread demand.

SAP. Most employers prefer candidates who have direct on-the-job experience with SAP (SAP), but "having the right credentials can make even experienced candidates stand out," the Dice.com report says.

.NET. Microsoft (MSFT, Fortune 500) has a variety of certifications, Dice.com notes, but "the most bang for the buck comes from the Microsoft Certified Professional Developer (MCPD)" designation, which covers Microsoft Visual Studio and the Microsoft .NET framework.

What to Do When Employers Won't Provide References

2009-07-07T13:19:00.000-07:00

Image via Wikipedia

Job hunters should keep in contact with former managers and colleagues who have moved on to other jobs or retired, Elizabeth Garone writes, because many companies have policies that prohibit current managers from providing references. Telling potential references they can still relate personal experiences without formally representing the company may make them more willing to talk, Garone suggests

From the Wall Street Journal - Career Strategies - by Elizabeth Garone

Q: I have worked for many companies and have been told repeatedly that company rules won't allow them to give out references. I have gone to two temp agencies, and they had to drop me from jobs because I had only one reference. What is one to do to get around this problem?

A: Many companies have instituted policies to limit the information released about individual employees. The good news is that there are alternative approaches to obtaining references and, despite the policies in place, many employers haven't stopped talking, say career and human-resource experts.

First, you'll need to expand your idea of who would serve as a good reference. Consider people who are no longer affiliated with the company where you worked together. Maybe they have retired or moved on to a different position elsewhere. They are often more likely to be willing to talk, says Kelly Blokdijk, founder of TalentTalks, a Southern California-based career-management company. "It might also be beneficial to explain to references that information provided is based on their direct experience [with you] rather than as a representative of a given company," she says.
[Job-hunting] Associated Press

Many companies have instituted policies to limit the information released about individual employees. However, there are alternative approaches to obtaining references.

While many companies have "no talk" policies in place, you'd be surprised at how much information people are willing to give over the phone, says Jeff Shane, vice president of Allison & Taylor Inc., a Rochester Hills, Mich.-based reference-checking and employment-verification firm. And not all of it is positive. More than half of the reference checks conducted by Allison & Taylor come back as negative, according to Mr. Shane.

With the increasing popularity of social-networking sites, today's employers have more options when screening prospective employees. So, the list you provide may not weigh as heavy as you think. Sometimes, what is more important is the people you don't list, says Bob Nicoson, vice president and chief human resources officer for Constant Contact, an email marketing firm in Waltham, Mass.

"While we will contact the references that the candidates provide, we really want to understand why they listed those people as references and why they didn't list others," he says. For example, why one boss but not another? LinkedIn and other social media sites are valuable in helping identify these references, he says.

In today's tight economy, you'll want to be on good terms wherever you work -- no matter how long you plan to stay or what the circumstances are when you leave. "The time to build and cultivate good references is before you ever leave your current place of employment," says Mr. Shane. "Prior to leaving, ask those with whom you think you have a good working relationship if they will provide you with a letter of recommendation."

Once you leave, Mr. Shane recommends contacting your former supervisors periodically and updating them on your career and asking them to continue being a reference for you.

"Thank them for their time and acknowledge them with a personal thank-you letter or email," he says. "This simple etiquette will be one of the best investments you can make."

Enjoy the Fireworks - Entertainment The Unemployed Can Afford

2009-07-03T12:49:00.000-07:00

7 Lucrative Jobs from Obama's Stimulus Plan

2009-06-25T19:56:00.000-07:00

Image by jmtimages [candle in the wind...] via Flickr

From Yahoo by Carol Tice, PayScale.com

President Barack Obama's plan to get the U.S. economy going has a strong focus on creating jobs. Two of the bills he's recently signed, the American Recovery and Reinvestment Act (ARRA) and the Making Home Affordable program, provide funding that will create a wide variety of job opportunities with good salaries. Better yet, many of these jobs don't require a four-year degree, so job-seekers may be able to move into these careers pretty quickly.

Here's a selection of some of the best-paying stimulus jobs:

Computer Security Specialist

A big chunk of the ARRA money is dedicated to health-care information-technology initiatives -- digitizing medical records so they're easier to transmit and share between doctors, hospitals and pharmacists. Computer-security experts who can help keep electronic medical records locked away from computer hackers and other unauthorized users will be in high demand as the health-care sector modernizes, says Laurence Shatkin, author of "Great Jobs in the President's Stimulus Plan."

Other specialists will be needed to train workers on how to keep the data safe. A brief certificate program may suffice to get you started in this field, the Bureau of Labor Statistics (BLS) says. "There's going to be a special role here of how to keep prying eyes away," Shatkin says.
Median annual salary: $78,376

Cost Estimator

For each of the major infrastructure projects that receive stimulus funding, an estimator must determine the likely cost of material plus labor so that accurate job bids can be submitted and budgets properly prepared. Shatkin says laid-off workers with a background in construction, who are familiar with the industry's labor and materials costs, should find opportunities here, though many estimators have a four-year degree.
Median annual salary: $58,868

Civil Engineer

For each of these big federally backed construction projects, Shatkin points out, civil engineers must make sure structures are properly designed to withstand the elements. Engineers also make sure construction projects are executed correctly. You'll need at least a college degree, usually in engineering. But the BLS notes a degree in science or mathematics might work to get you started here, too.
Median annual salary: $66,638

Insulation Installer

The ARRA is focused on making federal facilities more energy efficient, starting with simple methods such as weatherizing buildings with more insulation to save energy. Projects are happening all over the country, Shatkin notes, at science labs, military installations, and other federal buildings. High-school graduates often can receive on-the-job training, the BLS says.
Median annual salary: $44,460

Solar Panel Installer

President Obama has made cleaner, greener energy use a top administration priority. The ARRA includes funding for the installation of solar panels to cut energy use at many federal buildings ... and that means someone with an understanding of electric, water and heating systems will need to climb up on the rooftops and put up these systems. Training programs may be as short as six months, Shatkin notes.
Median annual salary: $44,460

Physical Therapist Assistants

The ARRA included an extension of medical benefits for workers laid off in the recent downturn, Shatkin points out. That will keep business brisk for medical professionals, including physical therapist assistants. Assistants must have a two-year degree to assist patients who need exercises or must use crutches or other devices, according to the BLS. In addition, some states require licensing for physical therapist assistants.
Median annual salary: $48,999

Loan Officer

Just signed into law in May, legislation entitled Making Home Affordable provides federal incentives for banks to help up to 9 million distressed homeowners renegotiate their loans. Because each mortgage agreement and piece of property is unique, the work is time-consuming -- a loan officer must sit down with each homeowner individually.

This initiative is creating a sudden need for more mortgage loan specialists who can renegotiate with homeowners, says Joseph Burkhart, director of recovery-related business development at recruiting firm The Mergis Group in McLean, Va. Burkhart says the majority of the nation's loan-renegotiation work traditionally took place in the Dallas market, but that the huge volume of loan workouts planned means banks will be hiring all across the country.

"The mortgage industry in January only did 100,000 refis," he says. "Now they're projecting that millions of them will take place every month."

Because of high demand, Burkhart says employers are looking at applicants with a variety of past work experience -- former bank loan officers and others who understand contracts. One background that's of interest, Burkhart says: call-center workers who've made contract offers over the phone.
Median annual salary: $43,070

Source: All salary data is from PayScale.com. The salaries listed are median, annual salaries for full-time workers with 5-8 years of experience and include any bonuses, commissions or profit sharing.

Note from Joe: Trying to stay positive with the news here. This plan and prediction is positive news and is designed to "prime" the pump. Many other parallel initiatives will need to be implemented to overcome the momentum and reality of our situation. The U.S. Department of Labor's Bureau of Labor Statistics, said that the US economy shed 345,000 jobs in total in May, leaving 132.2 million people employed in the country and giving the US an unemployment rate of 9.4 percent.

Start Date Pushed Back – Offer Rescinded – What are your options?

2009-06-18T22:13:00.000-07:00

After a 3 month job search, a friend of mine finally thought he had made progress. He got past the talent acquisition screening, got the phone interview, got the video interview, flew-out of state for the face to face interview and got an offer – yea!! The process from start to finish was about 7 weeks. A great burden was lifted off his shoulders and he and his family were on cloud 9.

His start date was to be June 1 more than two week ago. He told me that they had called him on Friday May 29 and told him that his start date would be delayed one week and not to worry. They explained that the delay was due to a new payroll process where all new hires had to start at the beginning of a pay cycle (they pay ever other week). He accepted the change, when on a needed 3 day vacation with his family only to find out when he got back his start date was again pushed back this time for two weeks without an explanation.

He asked me for advice, he invested 7 weeks to get the job and now an additional 3 weeks to his scheduled start date. He now wonders - Is the job offer real? Did he waste 10 weeks? Should he seek legal advise? What should he do?

I fear his situation is not unique, that it is a trend that's becoming more common as the economy continues to stagnate. Companies are downsize and institute hiring freezes, job seekers are finding start dates pushed back and job offers withdrawn completely.

My advice to him was to be the ultimate professional, take a deep breath and calmly ask – Why the delay? It could be that the budget was cut, the project was re-scoped, perhaps politics - some VP's son-in-law needed a job, some issues with your reference check, credentials on your resume. You need to know and they owe you an explanation.

I would forget the legal advice – With at-will employment laws in most states, you may have the time but not the energy or financial capacity to pursue this option. Besides, if you threatened them with legal action and they said you can start today would you really want to work for a company who operates like that?

Find out why and deal with the things you can impact and change. In most cases, job offers are contingent on successful background and credential checks. If the delay is because they have not been able to reach your provided references or verify the credentials, ask what you can do to help. Offer additional references or help to expedite credential verification. If you submitted information on your resume or application that was not truthful – then you just screwed yourself and yes you did waste your time.

If its a budget cut or politics – don't burn any bridges and just move on.

Job Search Success - Lessons Learned

2009-06-09T01:01:00.000-07:00

As you can see from the Forbes Layoff Tracker, the media company has created a widget to track unemployment data at America's 500 largest companies.

I wish we had a similar widget that showed how many unemployed people landed jobs. Do you know of one?

I thought it would be helpful to start documenting lessons learned from the few that are having job search success. A friend of mine laid-off on the same day as I in January recently rejoined the work force. He had some good points to share and I talked to three other people last week who also found jobs and asked them, "What do you feel made a difference in your search - any lessons learned you can share?"

Here's a summary:

Take time to really understand what types of work (the job content, types of people, work environment, organization culture) you enjoy and have great passion for - The job interviewer was impressed on how passionate I was for the position and said it was a differentiating element in their decision.

Avoid shell shock - layoffs seldom come out of the blue - look for the signs and start your job search immediately.

(Click here to see signs you may be on next rif list.)
(Click here to see what to do about it)

Three key things for me - Network, Network, Network. Reinforce your network early (prior to layoff) good source for recommendations and reference, expand your network quickly join a new online group, find communities of professionals who share a common experience, passion, interest, affiliation or goal. The only interviews I had were with people / companies within my network.

If a target company is sponsoring an local event - connect with them, schedule time to speak to leaders tell them of your interest in their company - Good leaders understand the labor market uncertainties and most will take time to speak with you.

In everything you do - Be positive. You may hate that the recruiter didn't call you back or you received a sorry-but note that day - be positive it is as contagious as being a pessimist. Recruiter mentioned positive attitude as a hiring factor.

Take full advantage of any available transition services, even if only to get ideas on your job search strategy and compare notes

Pare your spending back so you feel you have at least a little time to search and can avoid hitting the panic button

Be an advocate to others who are also transitioning -- building good karma can only help and you may need to rely on others in the future

So help me share some positive news - take this week poll and if you or someone you know found employment lately ask them to share what contributed to their job search success and add to the comments below.

Severance Packages May Cause Denied or Delayed Unemployment Benefits

2009-06-04T00:03:00.000-07:00

Image by Getty Images via Daylife

Has your unemployment benefits been denied or delayed because you received a severance allowance from your employer?

I fought the battle and won – here's how.

Unemployment is new to me. In my 30+ years of working I had never experienced one day of unemployment till this year. I lost my job as part of a reduction in force (RIF) action by my employer in January. When I filed for unemployment benefits with the State of Colorado Department of Labor and Employment, with 48 hours I received a letter called a “Monetary Determination of Unemployment Insurance Benefits”. The letter documented that I was eligible for benefits, the weekly benefit amount and maximum payable benefit amount for a year. With all the things to deal with as a result of the RIF, filing for unemployment seamed very straight forward and the state agency was very responsive. It had appeared that the benefits I expected were underway and I could concentrate on the job of getting a job.

About two weeks into the process I received a “Notice of Decision” letter from the state department of labor and employment. It started with a legal citation referencing the Colorado Employment Security Act Section 8-73-110 (1) (a) (III), (1)(b) bla, bla bla … Bottom line, it said that because I received a severance allowance from my employer, my benefits would be delayed by the weeks of severance pay and that benefits would be reduced to almost $0.

When I was RIF’d I was in good company, hundreds of other co-workers around the world were affected and more to-be-affected as soon as local laws will allow my previous employer to proceed. I networked with several of these folks and found that most were receiving benefits from Colorado and other states, but a few were in the same boat as myself. We determined that each state was spot-checking information and apparently many who were checked and had received a severance allowance from their employer were experiencing denied or delayed benefits.

The notice of decision letter clearly outlined the appeal process. It provided a link to the quoted Colorado laws and after reading it (no I am not a lawyer) I thought it was pretty clear that the decision was based on fact and in alignment with state law. A former co-worker told me that a week earlier, he had received a call from the state unemployment agency, asking if he had received a severance allowance from our former employer. He argued with them that it was not a severance allowance but a separation package. Also that he was required to sign a “Release and Waver” agreement that included waving any claims arising from the termination of employment in exchange for the separation payment which also included COBRA and other benefits. This seemed to satisfy the caller and he continued to receive benefits. So I appealed the decision and waited for what I though would be similar telephone conversation with someone from the state.

About a week later I received a “Notice of Unemployment Insurance Appeal Hearing” scheduled in 7 days in Denver at 11:30 AM. I prepared my case.

Studying the Colorado Employment Security Act, I also found that the law provides that individuals who receive payments from an employer other than wages shall be considered to have received an “other cash payment” and that special consideration would be given to this type of payment. I would build my case on the fact that the payment I received was not wages; it was received because I signing the release and waver thus giving up my right to pursue legal action (lawsuit) connected with my termination. I faxed a copy of the “Release and Waver” agreement to the assigned hearing officer.

I arrived an hour early to the Colorado department of labor and employment located in downtown Denver. Although requested to attend, my former employer did not send any representation. I was greeted with respect, cleared security and waited for the hearing officer to call my name. She called me exactly on time, we reviewed the facts and I pleaded my case. The hearing lasted about 20 minutes then the hearing officer said I would be notified of a decision within 20 days and explained the process for further appeal should I feel the need for one. I felt my chances of a successful appeal were less than 50%.

The next day I received the hearing officer’s decision in the mail. The hearing officer agreed with my position and documented that section 8-73-110 (1) (a) (III), (1)(b) and (1.2) of the Colorado Employment Security Act was not applicable.

Conclusion: Don’t be intimidated by letters sent from state agencies. Work with them, understand their process and ask them questions. Of course be completely truthful and sincere. At one time I though, “I don’t have a case”, I called the department of labor and employment to cancel the hearing as I was ready to accept their decision. I actually got a knowledgeable, courteous professional; I briefly outlined my thoughts and they encouraged me to continue with the appeal. And I’m glad I did.

Is it time to "Dumb Down" your resume?

2009-05-28T09:21:00.000-07:00

Securing work in a tight economy means more job seekers might find themselves applying for positions below their qualifications. Many unemployed professionals are willing to take paycuts for the promise of a paycheck. But to get a foot in the door, candidates are gearing down their résumés by hiding advanced degrees, changing too-lofty titles, shortening work experience descriptions, and removing awards and accolades.

In the past eight months, Jamaica Eilbes, an information-technology recruiter for Milwaukee employment agency Manpower, has had to weed out more overqualified résumés than usual from the stacks that cross her desk each day. "I'd never feel comfortable putting a really high-level candidate into a lower level position," says Ms. Eilbes, who recruits for Manpower and other clients. "We don't want to take you on if we think you are going to jump ship."

But in recent months, Ms. Eilbes has seen more master's and doctoral degrees at the bottom of résumés instead of at the top. She's also seen candidates omitting or trimming job descriptions that showed they had substantial years of work experience. Résumés on which job descriptions taper off as they progress down the page raise Ms. Eilbes's suspicions. "How do I know I can trust them later down the road if there's something on their résumé they decided to take off so they could have a better chance at getting that job?" she says.

Still, for some professionals who find themselves constantly rejected despite decades of experience, scaling back the truth -- or at the least, some of their experiences -- can feel like the only chance at an interview.

Jane Doe, 52, has 32 years of marketing experience but doesn't want her résumé to show it. When she lost her job as vice president of marketing at a small LA marketing firm in January, Ms. Doe searched for work with little success. At an interview for a fast food marketing-director position in February, she was told that the hiring budget had only enough for a junior-level employee and that her résumé showed she was overqualified.

Many of the jobs she comes across ask for far fewer years of experience than she has. "There is nothing to apply for" at my level, Ms. Doe says. She quickly realized her job experience was pricing her out of too many positions. Her solution: To try not to look as senior level as she really was. So she eliminated certain jobs and removed details about speaking engagements and board positions.

Career counselors advise against making too many drastic changes. But they also say the demand for this kind of restructuring is on the rise. In the past three months, Tammy Kabell, a Kansas City, Mo., job-search coach, says more clients are requesting her help to "dumb down" their résumés, whether by changing job titles, playing down experience, or altogether omitting some impressive achievements. One recent client, a 61-year-old former chief learning officer at a tech company, insisted on omitting her C-level job title from her résumé. She was fearful her application would be weeded out by the Web search-optimization tools companies use to manage résumés.

Some résumé writers advise reworking a résumé into a functional one stressing transferable skills instead of past job titles and accomplishments. "Instead of focusing on the big achievements that might scare an employer away, you can spell out what you can bring to an employer in the next position," Ms. Kabell says.

Joe Work, 55, has 30 years of experience in IT education and training management, an advanced degree, and has run a $200 million global business. After four months of sending resumes into what must be a black hole, he dumb down his resume to reflect 20+ years of experience running large training business in the US. He received three inquiry's after taking this action.

"You have to make those creative edits when it comes to short-term work, but in terms of long-term work, you have to stay true to your experience," says Joe.

Joe wants to know your thoughts - please take our poll.

Punch up your resume with a little chocolate

2009-05-24T12:01:00.000-07:00

Vic Ziverts shows off his "Hire Me" chocolate bar which includes his resume on the wrapper at a job fair organized by National Career Fairs Wednesday, April 29, 2009, in Columbus, Ohio. The number of newly laid-off workers signing up for unemployment benefits posted an expected drop last week, while people continuing to draw aid topped 6.3 million, setting a record for the 13th straight week.

Vic, thanks for the creative idea! - Thought I would pass it along .

Please leave a comment to share your creative ideas - Joe

So you think you are on the companies RIF list

2009-05-21T00:01:00.000-07:00

Note: This is a follow-on post to Signs you may be on the next RIF list ...

Take the high-road and earn the support you need!

No matter which road you take, each will consume both time and energy. Joe chooses to take the high-road and here's why.

Your boss can support you - If you think you are on the RIF list, ask your boss – “Is my job in jeopardy?” In most cases they are instructed by HR and legal to say nothing. Their are possible repercussions to both your boss and the company if pre-notification is given to some employees and not all. I have now been on both sides of the table and I can tell you that it is best for all if you provide employees information as soon as you can. A professional boss, one that you will continue to admire even if they have to do their job of laying off valued employees will say something to prep you – it may be something like this - “Our team will be impacted at the next RIF action and I am not sure if I will have a spot for you to land”.

That's not the news you want to here, but in fact it is the news you need and asked for. At this time, you will be severally tempted to make knee jerk comments – Resist! Your boss just broke protocol, and provided you information you can action. Be professional, ask them for their help and support in the upcoming weeks. There will come a time, hopefully soon, when you are a candidate for a position and a recommendation from a former boss will be invaluable. New employers are naturally leery about people who have been laid off from other employers. Sometimes they assume that your former employer only lays off the poor performers. Telling them that you were a valued employee and restructuring dictated that your project, your role, your level was eliminated. Back that up with a recommendation by your former boss and you may have just differentiated yourself from the competition.

It is a lot to swallow at the time, but you need to understand that you need to start marketing yourself now ....

Your stakeholders can support you! While you are still on the payroll, complete your assigned tasks to a higher level than expected. Under promise and over deliver right up to notification day. Follow up with your stakeholders - make them ponder your value and efforts while supporting them in times of stress. When you get great feedback, ask them if they would provide a recommendation on Linkedin (http://www.linkedin.com) or be a reference should you need one in the near future. This is not some lame attempt to salvage your job by impressing your stakeholders – forget about it - the job will be gone. Remember – its all about marketing yourself.

Don't get caught up in – "The walking dead syndrome". It is natural and very easy to commiserate with co-workers, complain about the boss, the company, your boss's boss, the economy and not earn one penny of the salary you will continue to be paid till your day of notification. Take the high road – tell your boss, that you will complete your assigned work with complete professionalism quality and pace through to notification day. Ask them if you can take training or get certified - something that will help you in your efforts to market yourself in your new career search. Also, your boss may be more agreeable to your request to began your job search using company resources and time.

Your clients can support you. If you call on clients outside your company, they may ask you, “I hear your company may have a lay off – how do you feel about that?” Take the high-road, don't feed the rumor mill, don't bash your company or its leadership. Tell them you don't really know, but as long as you are supporting them they will get the quality and service they deserve. Ask them how they feel about that! When you get great feedback, ask them if they would provide a recommendation should you need one in the future.

That's the high-road - It about positive energy, marketing yourself and most of all personal integrity.

Joe Releases New Video #3

2009-05-10T18:14:00.000-07:00

Interviewing Tips - After the Interview ...

This is the 3rd in a series of short 1 - 3 minute videos on interviewing tips. This video provides a special section on the three important points to make in the thank you note following the interview, "This is your one chance to say what you wish you’d said in the interview", says Joe.

See all three videos at the bottom of this blog - See Video of the Week.

If you find these tips helpful please pass this forward to someone you know. Also, if you have additional tips you would like to share, please leave a comment below.

Note: Joe suggest you let the video run start to finish the first time and then replay and use the pause button to spend more time on the slides of interest.

Take some therapeutic time out from your job ... Of looking for a job ...

2009-05-04T09:28:00.000-07:00

Searching for employment in today's economy regardless if your unemployed or think you may become unemployed, adds tremendous stress to our daily lives. The impact on our personal life, future plans and family can be overwhelming. One way to reduce the stress and advance your employment search is through regular exercise with the good company of friends. For us living on the front range of the rocky mountains, we are blessed with an abundance of hiking trails, natural beauty and a growing number of high integrity, experienced business talent, searching for the next job opportunity.

On a recent hike just west of Boulder Colorado, Joe ran into a few people who have a lot in common with himself – unemployed and over 50.

Due to a reorganization, the three men had lost their jobs earlier this year with a well known IT Learning Services company. Joe learned that they meet every-other week to go for a mountain hike, update each other on their employment search and share any intelligence learned since the last hike. They support each other with encouragement to make it over that next mountain pass and shake off that “No response from the black hole” that apparently consumed their submitted resumes or the “Sorry but(t) ..... note" that on rare occasion one would receive. They share tips and reminders to deadlines and paperwork for the state unemployment office. Also, how to further “baton down the hatches” as they and their families survive without an income.

On that day, the three of them had an interesting encounter with elk and apparently a mountain lion. They told Joe about the encounter .....

"About 5 minutes down the trail we came across the front leg of an elk, that had been chewed off above the elbow. The area was posted with Mountain lions warning signs, which is not unusual for most front range trails. So for a few minutes we forgot about the job search and related issues as we pressed onward. About 20 minutes further up the trail we saw an amazing view. Hundreds of elk, grazing on the mountain side, about 300 yards distance. The elk paid little attention to us and continued munching the fresh spring mountain grass. But we could sense they were intensely watchful for the stealthily mountain lion - never seen, but presence felt".

So the trio blew off some steam, picked up a couple of pointers, burned a few calories and saw some things they could never experience had they been working in the office. Joe was amazed at the positive energy, physical and mental agility the three men exhibited at the conclusion of a health hike.

A great lesson learned, to pass along.

Don't forget to view Joe's video's at the bottom of the blog - "Video of the Week"

Job Interviewing Tips - Before the Interview
Job Interviewing Tips - During the Interview
Job Interviewing Tips - After the Interview (To be released later this week)

If you find these tips helpful please pass this forward to someone you know. Also, if you have additional tips you would like to share, please leave a comment below.

Note: Joe suggest you let the video run start to finish the first time and then replay and use the pause button to spend more time on the slides of interest.

Joe Releases New Video #2

2009-05-01T15:09:00.000-07:00

"Job Interviewing Tips - During the Interview"

See Video of the week at the bottom of the page.

Interviewing for a job over the age of 50 presents age related advantages and challenges. Joe's new video provides some first hand lessons learned (a few the hard way) in a short 3 minute video format.

This, the 2nd segment "Job Interviewing Tips - During the Interview" , released today is the follow-on video to "Job Interviewing Tips - Before the Interview. It includes both "common sense" and some very unique tips that might give you an edge when interviewing in today's tough employment market.

Listen to Joe as he tackles some of the most incredibly unfair questions asked by an interviewer to a person over 50:

How old are you?
How long would you plan to stay in the position?
How would you feel working for a manager younger than yourself?

It is illegal for an employer to ask your age, and most won’t. Instead, they’ll try to pin you down through questions that give them clues.

Know your rights. The Age Discrimination in Employment Act protects job seekers over 40 from discrimination in hiring due to age. Your employer can ask about your ability to perform the job, not your disabilities due to the Americans with Disabilities Act.

If you find these tips helpful please pass this forward to someone you know. Also, if you have additional tips you would like to share, please leave a comment below.

Note: Joe suggest you let the video run start to finish the first time and then replay and use the pause button to spend more time on the slides of interest.

Joe's New Video Releases on YouTube

2009-04-28T01:38:00.000-07:00

"Job Interviewing Tips - Before the Interview"

See Video of the week at the bottom of the page.

I have interviewed (and hired) hundreds of wonderful people in my career, but its been a long while since I had to interview for a position myself.

After extensive research and some first hand lessons learned (a few the hard way), Joe's new videos will summarize the job interviewing experience with lessons learned in short 2 - 3 minute video segments.

The first segment "Job Interviewing Tips - Before the Interview" , is released today. It includes both "common sense" and some very unique tips that might give you an edge when interviewing in today's tough employment market.

Video Release schedule:

Job Interviewing Tips - Before the Interview - Released today!
Job Interviewing Tips - During the Interview - Releasing soon!
Job Interviewing Tips - After the Interview - Releasing soon!

If you find these tips helpful please pass this forward to someone you know. Also, if you have additional tips you would like to share, please leave a comment below.

Note: Suggest you let the video run start to finish the first time and then replay and use the pause button to spend more time on the slides of interest.

Should You Tell the Kids (Grandkids) - You Lost Your Job?

2009-04-23T01:33:00.000-07:00

Interesting story from the Ladders - Should You Tell the Kids(Grandkids) - You Lost Your Job? by Stephen Viscusi

Some people tell me they find it very difficult even to find the words to tell their children that they’ve been fired. Does a 10-year-old child even know what the word “fired” means? And how much do teenagers even really understand? Can you just blame the “R word”: recession? More

Note: You may have to register for the FREE subscription to see this.

The moral of the story ........ Teach your children that the most important things in life are health, family and being together. mom or dad (Grandma or Grandpa) can always find another job, but having one another is what really matters.

One more from the Ladders - by Sharon Linsenbach
Retired Salesman Returns to the Job-Search Fray With a declining retirement fund, Chuck Jordan took his 28 years of experience and re-entered California’s sales market. More

Over 50 and Unemployed: - Joe's Story

2009-04-16T20:40:00.000-07:00

Enough about the past - lets look forward.

This blog will focus on helpful hints, tips and suggestions for "Over 50" Job Seekers (and those not so experienced). And best of all it will be at a price we can afford - FREE, just pay it forward by sharing it with someone who may benefit.

It has been a long time since I had to "hunt" for a new job. In my past experience, their was a natural progression of job opportunities that came as a promotion with my employer or an offer from a colleague who thought I would be perfect for an opportunity within his/her company. I have never had an "employment gap" since my college days. When I was notified that my position was going away, I thought "I am an experienced professional, shouldn't take more than 60 days to find a new / better job - right?"

Timing is everything - I did not expect the world economic melt down to have such a dramatic impact to my job "hunting". But I have learned quite a few "tricks" and have seen increased responses from head hunters and am actually getting responses from employers rather then the proverbial "black hole" I felt existed during the earlier days of my hunt.

I am working on a 3 minute video:

" How to leverage screening tools used by Monster / CareerBuilder to work for you and get responses from employers and head hunters".

(I'll try to shorten up the name prior to posting.)

Check back soon for the next post with the video - I promise it will be helpful and I hope you will pass it along to someone you know.

Joe

Over 50 and Unemployed: So have you blogged? - Joe's Story

2009-04-11T17:18:00.000-07:00

Yes, its been 78 days since that day in January when I was Rif'd (Reduction in Force) - due to no fault of my own . The CEO of - - - Microsystems asked me at one time, "So have you blogged?"

At that time, I was so busy doing my job, I had not time to blog .... well now (thanks to you JS) I have plenty of time.

A lot has happened over the last 78 days and blogging is new to me so I'll catch you up in the next few posts .

Check back soon as I journey into the uncharted waters of the unemployed (I have never been unemployed since my college days in 1970's). I have learned a lot in the past 78 days - my hope is that my "Lessons Learned" may benefit those who find themselves as I did - Over 50 and Unemployed.

Signing off for now - Joe

PS: Please publish a comment. But if you want to connect with me privately you can email me at: joe.wants.work@gmail.com