AgelessInAmerica

Myths About Holiday Job Hunting

2010-11-09T08:20:00.000-08:00

While many job seekers think that searching for career opportunities during the holidays is a waste of time, the fact is that smart job hunters can take advantage by continuing their quest during one of the best job searching seasons of the year. Despite the tough economic climate, jobs are available and companies are looking for qualified candidates all the time. Let’s look at a few myths and facts about a holiday job hunt:

Myth: Hiring Slows Way Down between mid November and the First of January.
Reality: In our 24/7 world, companies continue to hire all year long.

In fact, December is a crucial time for organizations to bring new employees on board. Many departments have hiring budgets that have been approved for filling positions throughout the year, and some have not been completed. The managers know that if they don't fill the position by the end of the year they will lose that part of their hiring budget. Also, bosses who have just had their 2011 hiring budgets approved want to have qualified individuals selected and ready to start by the first of the year.

Myth: Recruiters and Hiring Managers Don’t Have Time to Interview during the Holidays.
Reality: While the number of days available for interviewing may be reduced by holidays and vacations, the interviewing process does not come to a screeching halt.

The need to quickly fill critical vacancies supersedes time off for recruiters and managers. Candidates and recruiters need to be flexible in scheduling interviews at any time, especially around the holidays. Recruiters and hiring authorities may be out of town or not available to interview for other reasons during part of the holiday season, but candidates should be available on short notice for interviews.

Myth: With all the Distractions, the Holidays are a Poor Time to Continue a High Level of Job Search Activity.
Reality: Smart job seekers increase their job search activity level during the holidays.

Since many job hunters go into hibernation during the holidays, others find that the competition for jobs is reduced and enjoy easier access to decision makers. Those hiring authorities who are in their offices are usually more available, are open to discussing career opportunities and supporting job hunters. By taking advantage of the “Holiday Spirit”, smart job seekers can gain ground on their competition and be considered for more positions.

The Bottom Line: Keep up the Job Search Momentum and Reap the Rewards

Job seekers can increase their visibility and keep a high level of activity going during the holidays by using many opportunities to network and stay in touch with referral sources and potential employers. By using holiday parties and receptions to meet new people, briefly explain their interest in looking for new career opportunities and asking for referrals and suggestions, job hunters can expand their network.

Another tip that I suggest to my career transition clients is that sending out holiday cards to recruiters, employer contacts, previous co-workers and other network contacts in addition to friends and relatives is an effective way of keeping one’s name in front of referral sources and potential employers. Job seekers need to take some time for themselves and their families during the holidays, but they also need to keep up the momentum of an effective job search.

Effective Internet Usage Critical for Job Seekers

2010-08-25T13:56:00.000-07:00

While the Internet is a great tool to use in finding a new career opportunity, most job seekers don’t use it effectively.

There are 3 main ways to use the Internet to support a career transition:

1.) Research: Use it as a tool to gain information on the economy, industries and trends that effect them. Identify companies that interest you and gain insights into their operations.

2.) Networking: Support your networking by using the Internet to identify people who are important to your job search. By learning the names and backgrounds of hiring managers at prospective employers and people who can be effective referral sources into those companies, you can gain specific information that will be helpful for your candidacy and get introductions to the decision makers. Social networking sites like LinkedIn help you increase your connections.

3.) Job Postings: The Internet is a great source of job leads from the employment pages of company websites to the job boards listing career opportunities from a large variety of organizations. Applying online for jobs has become a very streamlined process.

The problem with using the Internet for finding a job is that most job seekers use the Internet backwards.

They identify a job posting and immediately apply for the position, then sit back and wait for the “Email to Ping” and the “Phone to Ring”, which rarely happens.

To effectively use the Internet, job seekers should research a company before applying for a job in order to gain insights into its operations and to determine what talents and experience it is looking for in a successful candidate.

They should also identify the hiring manager and strive to develop relationships with network contacts who could make an introduction to that decision maker. Even if that is not possible job seekers should gain insights about the company and the job from people in the know so they can modify the application and resume to emphasize aspects of their background that are a match.

By understanding the needs of the organization and developing relationships with people of influence, an individual can gain the advantage over other candidates.

For more information on how to develop and implement successful job search campaigns, go to www.AgelessInAmerica.com.

Job Seekers and Entrepreneurs Conference

2010-03-30T10:00:00.000-07:00

Phoenix area Job Seekers and Entrepreneurs are invited to “Embrace New Opportunities” at a FREE day-long action summit on April 27th for executives and professionals exploring career options. Embrace Change 2010 features experts in executive transition, business start-ups and the job market who will team up to present practical, “How-to” strategies at this pioneering conference about change. They will demonstrate how to think beyond the resume today, and will provide the practical strategies for career transition in the New Economy.

Brad Taft will kick-off the morning session with a message to both job seekers and entrepreneurs to research and understand the changing economy and how it affects the workplace and the workforce. He'll stress the importance of keeping up with trends and using them to one's advantage in targeted industries and functions.

EVENT: EMBRACE CHANGE 2010
PLACE: The Scottsdale Center for the Arts, 7380 E. Second Street, Scottsdale, AZ 85251
DAY & TIME: Tuesday, April 27th, 2010 – from 8:00 am to 4:30 pm.

The FREE Embrace Change 2010 Career Conference will reveal extensive information and insider tips about emerging opportunities in Phoenix. There will be winning tools and strategies for successfully changing jobs and starting a business. Network with other executives and professionals and meet with representatives of companies providing products and services to job seekers and entrepreneurs.

For more information and to register, go to www.EmbraceChange2010.com .

Think Twice Before Laying Off Your Experienced Workforce

2009-03-21T10:57:00.000-07:00

The United States’ workforce is at a critical juncture and this statement is true for both the private and public sectors. Some of the reasons are well known by many. Other reasons are only understood by the few. Today we will address one of the reasons that must be understood by all if we are to thrive long term.

The U.S. faces a serious shortage of qualified workers!

The shortage of workers is NOT about the lack of sheer numbers of people from one generation to the next. The shortage is principally the result of a serious lack of workers with the needed skills a developed nation requires in order to compete.
Need an example? The U.S. Bureau of Labor Statistics offers a good one! They make the case that jobs requiring only a GED or high school degree are disappearing. They quantify their claims in a number of ways – but, here’s the bottom line!

In 1991 fewer than 50% of U.S. jobs required highly skilled workers. By 2015, the BLS estimates that 76% of U.S. jobs will demand highly skilled employees.
Recall we stated that, in keeping with our points-of-view, (www.agelessinamerica.com), a few early adapters understood how critical this situation had become and is becoming. Kudos to Civic Ventures (www.civicventures.org) as theirs was one of the few powerful voices as far back as 2005 when they said “Doomsayers see the aging boom as a problem, a costly gray wave. [We see] it differently—as the springboard for an America made better by experience.”

And, just a few weeks ago, from across the pond in another aging nation, Kevin Condon, a well known employee benefits specialist, warned of an impending “knowledge crunch.” He continued his warning by stating that “the knowledge crunch is the threat which commerce faces through the loss of its intellectual capital. Second only to cash flow, knowledge is of immense value. At a fundamental level it is what differentiates one business from another.”

In Summary, we repeat our list of high needs in terms of developing and retaining the maturing U.S. workforce while handing over the reins to future generations!
 We need a working population of well-educated, highly skilled Boomers and Traditionalists in order to cross the bridge to America’s competitive future.
 We need knowledge transfer and succession planning practices if we are to prepare our younger generations to take up the challenges as time and circumstances take their inevitable toll on the mature ½ of the U.S. workforce.
 We need to understand that it is long past time when employers and mature workers have a right to give, or expect, full-time employment or compensation as defined by the social contract of time.
 We need more HR Leaders to be part of a business strategy to continue to recruit, develop and retain, in some capacity, the oldest members of their workforce.
 We need to debunk the many myths about older workers and replace them with the advantages and facts associated with lifelong brainpower.
 We need to commit to teaching the children well if we are to overcome the shameful results of education in our lower grades throughout the nation. No excuses acceptable by or from parents...teachers’ unions and others who must prepare children to earn their right to thrive in the future.
 We need to act now!

IT’S UP TO US! WE WILL GET THE FUTURE WE EARN!