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Career Shift

Is your next step a career shift? 

Over the last few years many people have been affected by severe career shifts caused by redundancy or problems within the company that employed them. 

older couple looking worriedDealing with redundancy

Redundancy brings with it many profound emotions.  There is the initial shock.  Even if you have warning that staff cuts were coming, few people presume that they will be the one to go.  There is the worry that this causes for the individual and their family, sometimes compounded by the grief of leaving friends and perceived security.  For some people there is a sense of anger at the company or at the individual who has made this decision, and indignation expressed as ‘Why me? Why not someone else who didn’t work as hard?”

In contrast there is often a sense of relief that the deed has finally been done and that you now know where you stand.  I’ve known situations where redundancy was a cause for celebration, a granting of freedom.

Of course there is no emotional value in redundancy.  It is how you react to it that counts! 

Wanting a career shift

At the same time, many who haven’t had career shift thrust upon them have wanted to make a change in their working life because the changes around them made them feel discontent or anxious that they’d be the next to go. 

After some time in the same job, same role or with the same organization it is natural to feel like it is time for a change.  But for those of us who are identified as being part of the baby boomer generation it may also be an age-related career shift.   You know you have so much more to offer, so many things to do, so many experiences still to have and they aren’t going to happen where you are currently working! 

My clients express their disappointment at their current working life, realizing that perhaps this is a good as it gets.  Some just put up with the current situation for years, quietly resigned that they have to keep working to a particular age when they will be free of work.  Many feel that they are not valued in their work environment, while others recognize that they have changed and what they are doing is no longer the right sort of work for them.

Whilst some people are making a career shift away from what is making them unhappy, overwhelmed and uncomfortable, others choose to make a career shift to a better situation.  It may be a job that they have always wanted.  For many other people it is an entrepreneurial experience that they are seeking, an expression of something they really want to try in their lives. 

It's your time now

A phrase I hear often from my career coaching clients is “It’s my time now and I want to do the things that I love to do, not just the things I’ve been doing for years.”  They are looking for the right fit, where their work is congruent with who they know themselves to be.  Fulfillment and purpose is the magic combination that they are seeking, packaged with an appropriate salary and good conditions. 

Professional support for your career shift

So if you are in this situation, seeking a career shift but not sure how to achieve it,  subscribe to our RSS feed over the next few weeks I’ll be guiding you through the best way to make a career change in this current employment climate.  We will be looking at how you can make a major career decision with confidence and  how to market  yourself effectively through your resume, cover letters, interviews and LinkedIn.  I’ll share how you can tap into the hidden job market successfully and how to handle your own mindset during your time of career uncertainty.

 

By Jenni Proctor

 

 

 

 

 

How To Pick The Perfect Career At 40 And Over

Ever found yourself wondering where you would begin to figure out how to pick the perfect career, something new that you would be really excited and passionate about?

 

Are you thinking “Right… Now that sounds impossible!”

Have a job? Do you like what you do for your job? How long have you had this job?

Define Your Life Goals and Business Goals To Figure Out How To Pick The Perfect Career

It is definitely possible and can be empowering when you can figure out how to pick the perfect career. It is helpful when you write down in detail your life goals and your business goals and list the prerequisites you need for your new career or business.

What things are you most passionate about? Your family and loved ones? Do you want to have the time and financial freedom you dream about?

Possibly your innermost passion boils down to being able to make a difference in the world by helping others.

It could be something as basic as wanting a new car or house.

Understanding your passion means knowing your WHY, your CAUSE, your MISSION, the driving forces that fill you with energy and excitement and motivates you to take daily ACTION!

Is there a specific activity you are really passionate about, one you could focus on and use to figure out how to pick your perfect career?

For me personally, this could be travel, skiing, or inspiring and helping others.

What past situations and experiences do you want to avoid in the future? Being scammed, losing money, dealing with people who do not have integrity, or simply being bored at work?

Be sure you put these on your list of needs and prerequisites

Are you fed up with feeling like you’ve been controlled by your job or your boss? With any job, the company ends up making more than you do!

Do you dream about having more flexibility in your life to be able to do the things you want with the people you love new?

Have you been searching for something and are now finding yourself so skeptical you don’t know who or what to believe and aren’t even sure how to perform due diligence?

Do you have specific questions you ask to get the information you need in order to make a solid, informed decision?

Let me share some of my personal experiences in going through this process. I hope it opens your eyes and inspires you to take action so you can plug into something for which you can have passion and excitement too.

I’ve had regular jobs, some I liked, some I couldn’t stand. Having to be at work at the times someone else mandated were never my cup of tea.

There are a variety of entrepreneurial experiences in my past including import/export, telecommunications, three different multi-level-marketing businesses, and being an independent real estate investor.

Some of these choices I made just to make money. The entrepreneurial experience in telecommunications happened with two friends of mine, which ended up being a really bad idea as one of them did not have any integrity when it came to business.

The bottom line is it’s critical to have personal responsibility and to have proper accountability in place.

With three of my entrepreneurial experiences I did not understand the vital necessity of these components and ended up being taken advantage of by individuals I had once trusted.

Hindsight is great. Every one of these outcomes occurred because of one person and one person only… And that would be… Me!

Well, I decided no more being bummed when I looked in the mirror! I’d completely had it and really wanted to get on track for my dreams and I now realized this started with me.

Integrity begins within each of us and this is a great place to begin. I now work on myself just about every day.

I now have passion for what I do. I know my business goals and have a business plan that has allowed me to select prerequisites for how to find the perfect career.

I’ve focused on my personal self-management and productivity, or how to most effectively utilize myself in the time I have. Generally, this is viewed this as time management. Since time is an ever decreasing asset, it makes more sense to me to figure out how to improve the way we manage ourselves within the time we have available.

The mindset I have developed and the related results have started to change dramatically. I’ve cleaned up the clutter in my life, made it a focused point to structure my time into productive chunks and have become more disciplined with how I use my time.

I’ve figured out how to combine my passions for travel and helping others and have a fun idea for how to bring my passion for skiing into the mix.

This really rejuvenates and excites me. It gets my energy jacked up because I can focus on helping others to change their lives.

A few of the most important factors that have helped me the most are:

* Finding a step-by-step comprehensive system I can follow to train and learn something new.

* Finding a personal, professional mentor to help push me and hold me accountable.

* Forming a small like-minded mastermind group to brainstorm, help each other and have accountability built in.

* Working on my personal mindset and leadership skills every day.

* Having a fun method to visualize my dreams and goals daily.

I have made a conscious decision to make sure integrity is at the core of everything I do and is also a defining characteristic for all of my relationships.

Work on figuring out what you want more than anything. Get it on paper. Focus on it. Formulate your business plan for success with your own personal prerequisites to help you determine how to pick the perfect career.

 

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Peter’s passions include family, travel, skiing, islands, adventure and inspiring others to believe in themselves, to commit to take daily action to realize their potential to get results. Commit to taking consistent ACTION, today!

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The 3 Questions You Need to Answer Before Working With a Career Coach

1. What types of clients does the career coach usually work with?

 

If you’re a recent college graduate, although it may be tempting to meet with an executive coach because you want to be an executive, it may not be the best advice for this point in your career. If you’re coming out of the military and entering the private sector, you should look for a coach who specializes in military-to-civilian or military-to-contractor transitions. Finding someone who “speaks your language” and has helped others in similar situations is key to developing a productive relationship with a career coach.

2. Does the career coach offer a free consultation?

A free consultation will help you get a better sense of your chemistry with a career coach. It’s not all about qualifications (though they’re certainly important, too!) – it’s also about finding someone who you feel comfortable talking to… After you have a consult, you should come away with some clear ideas on the types of things you would work on with the coach and an idea of that coach’s methodologies. Some coaches rely heavily on assessments and tests, while others focus more on building a rapport. Do you want a coach who thinks spirituality is an important part of your career path? Do you want a coach who is more of a listener than an advice-giver? Do you want a coach who is the same gender or age as you are? There are no “right” answers – it’s about finding a fit.

3. What are the coach’s credentials?

Career coaching is still an unregulated field – and having a certification is no guarantee of competence, but a committed career coach isn’t just winging it – this is a profession that requires a lot of study and practice. Having studied with a well-respected institution such as the Career Planning & Adult Development Network is a good sign that a coach has been exposed to well-accepted methodologies in the industry. An established career coach should have no problems telling you what her credentials are and where they are from. Again, different clients are looking for different things from their career coach – if your main concern is conducting a job search, finding someone with expertise in recruiting, resumes, and interviewing might be a good idea. If your main goal is to move up within your current place of employment, you may want to find someone who has a strong background in human resources and staff development.

 

Rita Friedman is a Certified Career and Life Coach with a background in recruiting, human resources, staff development, operational management, and professional writing. You can visit her website at http://www.phillycareercoach.com.

 

Secrets to Success in Your Career: Get Moving and Do It NOW!

Are you happy with your job? Do you have the tools that you need to be successful? Are you prospering in your career – or do you feel held back?

 There is one key to success in any profession or career – that key is YOU!

Let’s begin with a paramount truth: You are responsible for your own success or failure in life. Whatever the circumstances, you choose to react how you react. You choose action in the right direction, or neglect and complacency. Accept this responsibility and you will begin to make changes to help your life improve. You won’t be able to NOT guide yourself towards better things. Don’t be a victim.

You are your own “Personal Services Corporation”

This concept is stolen directly from the author and speaker, Brian Tracy. It’s absolutely true. While you may work for a company, it isn’t “you” that they are paying for. It’s not payment for your time at your desk. They are paying for your skills and abilities, commitment and hard work, attitudes and orientations, production and output.

As your own personal services corporation, it’s up to you to invest wisely to improve your business. What skills can you gain to make you more valuable? Is there equipment that you can use to make your corporation more efficient and profitable? What can you improve upon to help you be more valuable?

It’s hard not to think at this point – “I’m putting in this time and effort for someone else!” Agreed. It feels just like that. Don’t get caught in short-term thinking. The enjoyment that you will get by being able to leverage your own investment on your own behalf makes all of the time, money, and other sacrifice worthwhile. The moment when you realize that you have options because of your own efforts is like hitting a home run or scoring the winning basket.

Stop complaining. Invest in yourself and you’ll never be sorry. Your investment is the foundation for success in your life.

Pick a goal – now!

Ok, so you feel like you are in a rut. You don’t make enough money or perhaps you are not happy enough. You are carrying too much weight. You don’t like the way you dress. Whatever it is that you want to improve or accomplish, pick a realistic goal and attach a timeline to it. Goals without dates are just wishes. Pick a modest goal and set a date. For example:

By the end of this month, I will lose 5 pounds.

By August 1st, I will pass that certification.

By September 1st, my website will be online, and I will have a main page, a contacts page, and an information request page.

Write the goal down somewhere you can see it all the time. If it is some goal that you want to keep private, just print out a page with a circle on it. You know what it means when you look at it and that’s what matters. At my last job, I had two symbols looking me in the face every minute of every day. I was able to keep my goals in my mind and be reminded of them all of the time. It was a GREAT tool to help me refocus on what was important.

Action Orientation – get it!

Do it. Start. Go! Take a step NOW. Action orientation is about making things happen. Planning is important. Doing something is more important. Take my advice – even if you feel like you have no idea what you are doing, do SOMETHING. Often our best lessons are often in the form of our failures. If you have many paths before you and you choose the wrong one, you now have one less wrong path to choose. If you make things happen, you will gain wisdom and you will accomplish your goals. It’s inevitable with enough effort and persistence. These ideas are again stolen from various positive thinkers, including Brian Tracy and Anthony Robbins. I invested in them while investing in myself and it has paid off.

Failure? Not if you are still asking “How?”

Short term failure is OK. Everyone hits the brick wall from time to time. Everyone has an off day or a bad performance. That is just fine and it’s not the end of the world. The key is to keep asking yourself the very simple but important question: “How?” It’s important because it provokes thought. When you ask yourself how, you will immediately get your mind in the mode of searching for an answer. “How?” brings up options. Hit a brick wall again? Ask “How?” again. Another byproduct of continuing past small failures is that they become less important. In my life I’ve had presentations fail. Equipment that doesn’t perform for some reason when I need it to. In the beginning, it was traumatic. I was upset that I had spent so much time preparing only to have it blow up when I really needed it to work. Over time, I’ve learned that failures are going to happen and many times I can turn that into an advantage. Everyone understands what it’s like to have something go wrong and if you have the right attitude about it, everyone in the room can be pulling for you by the end! Ultimately, failure doesn’t happen until you give up. Before that, you are still working on it. You can always decide to go a different direction, but that’s not failure either. That is learning through a process and making the decision to change your goals based on the new information. One less wrong path to pursue.

“Trinity, GET UP!” Ok, maybe it’s corny but I refer to this line from “The Matrix” movie in my head all of the time. In this scene, the character Trinity has just been through a stressful time and she is on the ground. She’s got a choice – to lie there and wait for doom, or get up and keep fighting. She tells herself to get up – and guess what? She gets up and keeps going. We all need that message and it’s not going to mean more from anyone else than it does coming from your own lips. If you are down, GET UP!

Results?

Invest in yourself, set goals, become action oriented, become responsible in your own mind for your own success and one of two things will happen for you:

Your employer will see your commitment and the benefits, and they will reward you accordingly. That is great and everyone is happy.

-Or –

Your employer will ignore your contributions. They will treat them as an expected part of the job. They will act as though you are doing the minimum and guess what? You are lucky to be employed. Let me tell you, magic will happen for you if this is the case. This is a game changer for the rest of your life. You understand the effort, time, and expense that you put in to upgrade your job skills or equipment. If you paid the price, the finance and sweat, you own the upgrades. Your boss may not think you have more value – but most importantly – you will KNOW you have more value. Everything can change for you. You can be more confident. You can use your confidence to upgrade your life. If you happen to be in a position where you can market your own skills directly it will become clear that your value is being abused and unappreciated. Why not keep the benefits of your extra effort and training for yourself? If you don’t happen to be in a career where you can easily go off on your own, you still benefit. There is no more attractive trait for a candidate to have for a prospective employer than self confidence. You are someone who knows how to get your job accomplished and you have done what it takes to get the job done right.

Bob Langys is a lifelong nerd with a passion for solving problems. His passion for solving problems and working with technology has led him to a career in networking and IP Telephony and has afforded him the opportunity to work with a wide variety of businesses and solutions. Recently he has specialized in using Cisco equipment on Asterisk IPBX systems. For more info checkout his personal website at: http://www.langys.com

4 Key Strategies To Attract Executive Search Firms

There are a wide range of strategies that a person can deploy in order to attract executive search firms, too many to mention in fact! Well, it’s always good to start from somewhere, isn’t it? It can be hard at times to attract the attention of executive search firms, but even if you know a few important ways to attract these firms, you are more than likely to have a huge advantage over others, which is always a bonus. One point that I probably should mention before I start on the 4 key strategies is that nowadays more than 8 out of 10 available jobs in this sector do not get filled by using standard recruiters so it is essential to know how to attract executive search firms. Here are 4 key points to remember:

1) Use the Internet – If you use the internet in a smart way, you may be surprised with how much you can actually do on it, apart from the normal day-to-day types of things like getting the latest news on the go. To put it simply, if you have a professional online presence you will become a more attractive proposition to the firm. It is important to note that if you are not currently using the internet in this way that you should not submit your personal information to every website but only use established sites (one of the most popular for business networking is LinkedIn) that you can trust with your information. So, stand out from the crowd if you can.

2) Always Answer Calls etc – Let’s face it, if the firm calls you on a Monday and you don’t get back to them until the following week (or not at all! )#), it is not going to make you look very good. It is perfectly fine to miss a call every now and again, we all do it, but try your very best to not miss a call. It could be extremely important. But even if you do miss a call, don’t be afraid to give them a call back, it could make you look even better than what they first thought from looking at your CV.

3) Do Not Give Up – You will never get noticed if you give up early in life. You should always keep going in the hope that eventually it will be your lucky day. We have all been in positions where it feels as if you’re wasting your time on attracting executive search firms, but just about everyone in this sector has gone through this experience at some stage in their career.

4) Contact Old Employers – I don’t think anyone likes contacting a person or company that they have not dealt with in a number of years, or even decades. The only problem is that this must be done in order to make yourself look better. The chances are that if you got on well with them in the past, they will have no difficulty with helping you out in your plan to attract executive search firms.

As you can see, these are all pretty basic ways of doing what you want to do, but each step will really help you in the future. Executive search

How to Tailor Your Resume for the Job You Are Applying For

Today’s seasoned professional possess a variety of skills and abilities that benefit the work environment. Corporate employees are expected to keep up with trends within their field of expertise. If you are fortunate your employer will pay for your education and training. As a result of increased duties and cross-training many job seekers realize they can fill jobs outside of the title and industry they have been working with for years.

Recently I coached an individual that was having difficulty returning to the workforce after being laid off 8 months ago from her job where she worked as a District Store Manager for a retail employer. Karen was 49 years old and had worked for over 20 years within the retail industry in some form of management capacity. She posted her resume on Monster and searched for jobs on Indeed but she only had one phone interview in the past 8 months. Her resume looked OK but when I asked her to provide more details in her job duty section it was revealed that she had performed many job duties that a corporate human resource generalist, recruiter and trainer does. She conducted interviews, provided training, negotiated and extended offers. She prepared and distributed payroll. She enjoyed these H.R. related duties so we prepared a 2nd resume that highlighted all of her H.R. related duties. The best place to highlight your specific skills related to the job that you are applying for is in your summary which should always be listed right beneath your name and contact information. Your summary of qualifications is a very critical component of your resume, without it your odds of being recognized are diminished significantly. It was in the summary that Karen listed how many years she had with preparing payroll, interviewing and training. She mentioned what kind of payroll software she worked with, what type of interviewing techniques she used and the size of her audience that she trained. In the summary specifics sell. Karen reposted her revised resume on Monster, created a LinkedIn account and applied to human resource related jobs via Indeed.com, within one week she had three interviews for human resource jobs! Within two weeks of posting her new resume she accepted an offer with a major retailer to work within their human resources department. The offer paid more than she ever earned as a District Manager and an added bonus her exhausting road travel requirements were eliminated. In Karen’s case she enhanced her human resources duties but applied to H.R. jobs within the retail field where she had many years experience.

One of the keys to tailoring your resume for a specific job is know which skills you have that are of value to the position/client. One of my human resource friends, Cindy, has a general version of her resume and a resume that she uses when she applies for jobs that require a recruiter that has experience finding Information Technology professionals. As a corporate recruiter consultant she has interviewed and on-boarded professionals for Sales and Marketing, Healthcare, Wireless and Information Technology positions of employment. When she applies for an information technology recruiter position Cindy minimizes her background that involves recruiting Sales, Marketing, Healthcare and Wireless professionals and expands on her I.T. recruiter experience. For her latest I.T. Recruiter resume she wrote a list of what are the most common questions she is asked in an interview setting when applying to an I.T. Recruiter position. Upon reviewing her list she was able to answer many of the interview questions in listing those skills first and foremost in her resume summary section. Cindy put in bold the areas she wanted the recruiter or hiring manager to be drawn to when reviewing her resume. If there is something that is very important for the reader to see she will print it in bold red lettering. She also looked carefully at the key words listed within the job descriptions that appeal to her and incorporated as many key words as possible in her resume summary and job description. To identify key words look for the specifics in the job description.

Below you will see Cindy’s general Recruiter resume followed by her Information Technology Recruiter resume:

Cindy Examplelcandidate 
Cindy’s contact information listed here… 
*successfully traveled to work on-site for duration of contracts as well as worked remotely

Summary: 5+ years agency experience, 10+years Corporate Contract Recruitment experience within a matrixed environment. Sr. Talent Acquisition Specialist with over fifteen years of full-life-cycle internal/external recruitment experience including developing and maintaining relationships with hiring managers to determining the best recruitment strategies. Serve as candidate advocate working to ensure a world-class experience for all potential candidates. Able to thrive in a high-pressured, ambiguous environment. Experienced with UltiPro, Vurv, Recruitmax, BrassRing, Prohire, Raycats, Peopleclick, PeopleSoft, SharePoint, Behavorial interviewing, Web 2.0 recruitment processes, Outlook & Lotus Notes. Managed vendor relationships. Articles published on corporate recruitment – Western International Media & e-zines.

Experienced sourcing and screening for the following: I.T., Sales, Marketing, Retail, Wireless, Healthcare, Government and Business professionals.

Work History **All assignments were completed successfully, on-time, within budget. 
1999 – Present EXCELLENT Incorporation Company 
Principal – Corporate Contract Recruiter 
Aka: Talent Acquisition Consultant

CLIENTS:

IBM 
As Recruitment Program Manager am responsible for managing exempt-level I.T. high-volume candidate activity. Serve as front end to hiring partners. Qualify candidates, facilitate the interview process, work closely with hiring executives to evaluate candidates and prepare offers. Also provide direction to dedicated sourcers for fulfillment of opening requisitions. 
September, 2010 – present

Press Ganey/South Bend, IN 
Responsible for staffing I.T., Legal, Sales & Marketing departments for this leader for Patient Satisfaction Surveys. Source and Screen legal, sales, marketing and I.T. professionals for positions located across the U.S.A. Coach managers on selection of hires. Prepare offers. Write and post job descriptions. Cold calling as well as utilizing major and niche job boards. Assist with the implementation of company ATS, Ultipro. 5/10/10 – 10/27/2010 and 9/14/09- 12/17/09

IMS -( I.T. Staffing Agency)/Huntington Beach, CA 
Assist this agency with staffing for: Architect, Management, Project Leader, Programmer Analyst, DBA, Developer, Systems Analyst, Software Engineer, Business Analyst, and other I.T. related roles. Skills recruiter for: Citrix, SharePoint, SQL, LAN/WAN, DHCP, Lotus Notes Administrator, helpdesk, C#,.NET, IBM, Intel, migration, VB, Oracle DBA, MCSE, CCIE, PowerBuilder, XAML, WinForm, TCP/IP, C+, HIPAA, Scrum, Agile, Q.A. Analyst/Tester, MCP, J2EE, JDE and others. Extensive Cold- calling

Clients: Entertainment, Commercial, Automotive, Healthcare 1992 – (on/off support)

T-Mobile USA/Cerritos, CA & Novi, MI 
Source and screen for retail division. Roles responsible for filling include: Sales Engineer, Account Development Representative, Event Rep., and Technical Sales Support. Positions are spread across the country. Partner with hiring managers to council on selection of candidates as well as construction of offers. ATS: Vurv 3/5/07 – 8/26/07 and 8/8/08 – 1/5/09

AT&T Mobility/Los Angeles, CA 
Source and screen wireless sales professionals for the government division. Interact with H.R. Hiring Managers and Applicants across the country. ATS: Peopleclick Offer process: Peoplesoft Corporate community site for sharing information: Sharepoint

Assist hiring managers with newly developed recruitment process due to AT&T acquisition of Cingular Wireless. Create and conduct phone screens. Review resumes in ATS and make recommendations to hiring managers. Prepare and extend offers to candidates. Company was in M&A mode with U.S. Cellular 
“It is evident that Kelly has a passion for recruiting, and a confidence in her skills. This shows in the way that she approaches the recruiting challenges that are presented to her.

I highly recommend Cindy for any recruiting position she will pursue in the future. She has been a very valuable resource on my team.” Charlotte P – Associate Director Mobility Staffing 10/07 – 7/08

Humana /Louisville, KY 
Using ATS, RecruitMax (Vurv), job boards, internet, and referrals sourced a variety of healthcare insurance professionals for exempt and non-exempt level positions of employment. Consult with hiring managers to determine specifications for role. Develop phone screens to determine interview eligibility. Interview applicants face-to-face. Consult with hiring managers for selection of candidates to extend offers to. Negotiate salaries for and with candidates.

Extend offers verbally and in writing. Assist with mass hiring campaigns for various Humana locations throughout the United States. Utilize basic HTML coding. 
Was key contributor for two week hiring initiative of 20+ Frontline Leaders (Supervisors). This initiative required the sourcing of 200+ resumes, phone screening 40+ candidates, coordinating with hiring managers to interview and on-board new employees within two weeks all at the same time providing candidates and extending offers for other hiring departments.

“Cindy is an expert in the Staffing/Recruiting Industry. She has a wealth of knowledge and is an out-of -the-box thinker. She delivered results in a challenging and tough environment, while carrying a heavy workload of requisitions. I received numerous compliments from hiring managers on the quality of candidates presented and responsiveness.” Larry M – Staffing Manager at Humana 10/05 – 2/07

HRFirst/American Express/Troy, MI 
Using BrassRing, job boards and the internet was responsible for sourcing & screening various marketing professionals for sites across the United States. 8/05 – 10/05

Berbee Information Networks/Southfield, MI 
Hired to develop talent pipeline and place networking and sales professionals for Berbee’s enterprise software industry clients. Berbee provides end-to-end sales and services for IBM, Cisco & Microsoft business products. Utilize ATS: Prohire, job boards, employee referrals and networking to hire systems engineers, system architects, account managers, Network Voice

Engineers, and other I.T. professionals. Developed phone screens from questions asked of hiring managers and top level I.T. professionals within industry. Negotiate offers, consult on recommended starting sign-on bonuses, relocation and vacation packages. Check professional references. Sell candidates on the value proposition of joining the Berbee team. 2/05 – 6/05

Raytheon/Troy, MI 
Hired for ten-week contract recruitment assignment for this Fortune 100 company. Raytheon Professional Services, LLC designs and executes integrated learning solutions for commercial, military and government organizations worldwide. Responsible for sourcing, screening and hiring web instructors, as well as hard-to-fill hybrid I.T. positions. Provide strategic recruitment methods. Create and conduct phone screens. Using Lotus Notes, set up interviews for multiple hiring managers. Utilized company ATS: RayCats. 11/04 – 2/05

Kaiser Permanente/San Jose, CA 
As project manager for community-wide nurse hiring event was responsible for contacting college instructors, cold-calling potential attendees, keeping administration and recruitment staff abreast of activities, maintaining spreadsheets for activity updates, and delegating responsibilities to various personnel. Overall duties involved hiring of nurses from start to finish, i.e., sourcing, screening, interviewing, set up interview with management, follow up with applicant and management, salary negotiations, offer letter preparation. Utilized internet effectively for recruitment purposes. As part of recruitment team was able to bring on board over 60 nurses, thus cutting nurse hiring needs in half. “I am continually amazed at your dedication and work ethic.” Sherry B, nurse management candidate, Kaiser email message. 8/04 – 11/04

Port Huron Hospital/Port Huron, MI 
For this six-month contract assignment was responsible for full-life-cycle recruitment of allied healthcare professionals for 1200 employee hospital. On average filled four positions per week. Utilized behavorial interviewing techniques. Developed recruitment strategies and advertisement campaigns to attract candidates for difficult to fill positions of employment, i.e.: respiratory therapists, pharmacists, MRI technicians, ultra sonographers and phlebotomists. Prepare offer letters, prepare and give presentations to management on how to recruit effectively, gave presentations regarding H.R. procedures at staff orientations, negotiate with vendors and prepare a host of H.R. related paperwork. Track Affirmative Action using Peopleclick software. “She has covered every aspect of what I need to know to keep the process (recruitment) moving. I truly appreciate all she did to fill our open positions” Marlene Z/Housekeeping Supervisor, email sent to H.R. department head at Port Huron Hospital. 
12/03 – 7/04

Additional Clients 
Clients: Deloitte & Touche, Hewlett-Packard (HP), Accenture, Carlson Marketing, Paramount Pictures, Giorgio’s, Universal Studios, Staffed senior level I.T. professionals.

EDUCATION 
B.A. with distinction in Speech Communication San Jose State University, San Jose, CA

MEMBERSHIPS 
SHRM – Society for Human Resource Management 
SMA – Staffing Management Association 
ERE – Electronic Recruiters Exchange

Volunteer 
Provide job-search workshops to various classes/groups/associations/government sponsored events 
Published articles on job search in newspapers, e-zines and magazines

**Following is Cindy’s I.T. Recruiter resume. You will notice that in addition to highlighting her I.T. recruiting activity in the first page of her resume she continues to highlight her I.T. related skills throughout the job duty descriptions and right up until the end of her resume where she list the additional clients that she has worked for. **

Cindy Examplecandidate 
Cindy’s contact information listed here… 
*successfully traveled to work on-site for duration of contracts as well as worked remotely

Summary: 
15+years Corporate Contract Recruitment experience within a matrixed environment. 
15 years full-life-cycle internal/external recruitment experience including developing and maintaining relationships with hiring managers to determining best recruitment strategies. Serve as candidate advocate working to ensure a world-class experience for all potential candidates. 
Able to thrive in a high-pressured, ambiguous environment. 
Experienced with UltiPro, Vurv, Recruitmax, BrassRing, Prohire, Raycats, Peopleclick, PeopleSoft, SharePoint

Experienced sourcing and screening for the following: 
20 yrs full-life-cycle recruitment for I.T. professionals for the following environments: Manufacturing, Wireless, Healthcare, Consulting, Retail 
On & Off 10 yrs engineer staffing: software, sales, network, VOIP, systems 
20yrs recruitment for exempt, non-exempt, enterprise software (ERP), SQL,.NET, Cisco, IBM, Microsoft infrastructure, engineer, architect, process improvement, business analyst, Business Intelligence, outsource operations, Six-Sigma Black-belts, Project Managers, others…

Tools and Sources used to locate quality I.T. professionals: 
• Company ATS 
• Linkedin (messages, invites, announcements via groups and associations) 
• Job boards: DICE, Monster, TheLadders, SixFigures, Executnet 
• Niche internet sites: Free-for-Recruiters, scguild.com, findadeveloper.com, ishunter.com 
• Web 2.0 sites: Twitter, Facebook, Zoominfo, Spoke 
• Utilize own income to join and participate in associations and conferences 
• Referrals, heavy networking, meet others when I give job search presentations in the community 
• Passionate about cold-calling

Work arrangement: Lifestyle flexible to where have travelled to work on-site for duration of contract as well as have worked successfully from home office as telecommuter.

Work History **All assignments were completed successfully, on-time, within budget. 
1999 – Present EXCELLENT Incorporation Company 
Principal – Corporate Contract Recruiter 
Aka: Talent Acquisition Consultant 
CLIENTS:

IBM 
As Recruitment Program Manager am responsible for managing exempt-level I.T. high-volume candidate activity. Serve as front end to hiring partners. Qualify candidates, facilitate the interview process, work closely with hiring executives to evaluate candidates and prepare offers. Also provide direction to dedicated sourcers for fulfillment of opening requisitions. Positions processed: Oracle developer, Oracle DBA, SAP Basis, SAP Architect, COBOL developer, Siebel developer 
September 16, 2010 – present

IMS -( I.T. Staffing Agency)/Huntington Beach, CA 
Assist this agency with staffing for: Architect, Management, Project Leader, Programmer Analyst, DBA, Developer, Systems Analyst, Software Engineer, Business Analyst, and other I.T. related roles. Skills recruiter for: Citrix, SharePoint, SQL, LAN/WAN, DHCP, Lotus Notes Administrator, helpdesk, C#,.NET, IBM, Intel, migration, VB, Oracle DBA, MCSE, CCIE, PowerBuilder, XAML, WinForm, TCP/IP, C+, HIPAA, Scrum, Agile, Q.A. Analyst/Tester, MCP, J2EE, Java, CISSP, JDE and others. Extensive Cold- calling 
Clients: Entertainment, Commercial, Automotive, Healthcare 1992 – (on/off support)

Press Ganey/South Bend, IN 
Responsible for staffing I.T., Legal, Sales & Marketing departments for this leader for Patient Satisfaction Surveys and performance improvement. Source and Screen legal, sales, marketing and I.T. professionals for positions located across the U.S.A. Coach managers on selection of hires. Prepare offers. Write and post job descriptions. Cold calling as well as utilizing major and niche job boards. Assist with the implementation of company ATS, Ultipro. 5/10/10 – 8/27/10 & 9/14/09- 12/17/09

T-Mobile USA/Cerritos, CA & Novi, MI 
Source and screen for retail division. Roles responsible for filling include: Sales Engineer, Account Development Representative, Event Rep., and Technical Sales Support. Positions are spread across the country. Partner with hiring managers to council on selection of candidates as well as construction of offers. ATS: Vurv 3/5/07 – 8/26/07 & 8/8/08 – 1/5/09

AT&T Mobility/Los Angeles, CA 
Source and screen wireless sales and technical sales professionals for the government division. Interact with H.R. Hiring Managers and Applicants across the country. ATS: Peopleclick Offer process: Peoplesoft Corporate community site for sharing information: Sharepoint 
Assist hiring managers with newly developed recruitment process due to AT&T acquisition of Cingular Wireless. Create and conduct phone screens. Review resumes in ATS and make recommendations to hiring managers. Prepare and extend offers to candidates. Company was in M&A mode with U.S. Cellular 
“It is evident that Kelly has a passion for recruiting, and a confidence in her skills. This shows in the way that she approaches the recruiting challenges that are presented to her.

I highly recommend Cindy for any recruiting position she will pursue in the future. She has been a very valuable resource on my team.” Charlotte P – Associate Director Mobility Staffing 10/07 – 7/08

Humana Inc/Louisville, KY 
Using ATS, RecruitMax (Vurv), job boards, internet, and referrals sourced a variety of healthcare insurance professionals for exempt and non-exempt level positions of employment. Consult with hiring managers to determine specifications for role. Develop phone screens to determine interview eligibility. Interview applicants face-to-face. Consult with hiring managers for selection of candidates to extend offers to. Negotiate salaries for and with candidates.

Extend offers verbally and in writing. Assist with mass hiring campaigns for various Humana locations throughout the United States. Utilize basic HTML coding.

Was key contributor for two week hiring initiative of 20+ Frontline Leaders (Supervisors). This initiative required the sourcing of 200+ resumes, phone screening 40+ candidates, coordinating with hiring managers to interview and on-board new employees within two weeks all at the same time providing candidates and extending offers for other hiring departments.

“Cindy is an expert in the Staffing/Recruiting Industry. She has a wealth of knowledge and is an out-of -the-box thinker. She delivered results in a challenging and tough environment, while carrying a heavy workload of requisitions. I received numerous compliments from hiring managers on the quality of candidates presented and responsiveness.” Larry M – Staffing Manager at Humana 10/05 – 2/07

HRFirst/American Express/Troy, MI 
Using BrassRing, job boards and the internet was responsible for sourcing & screening various marketing and I.T. professionals for sites across the United States. 8/05 – 10/05

Berbee Information Networks/Southfield, MI 
For this high-tech consulting company that provided end-to-end services for IBM, Cisco & Microsoft business products utilize ATS: Prohire, job boards, employee referrals and networking to hire systems engineers, system architects, account managers, Network Voice Engineers, and other I.T. professionals. Negotiate offers including sign-on bonuses, relocation and vacation packages. Sell candidates on the value proposition of joining the Berbee team. 2/05 – 6/05

Additional Clients that I served on a contract basis 
• Deloitte & Touche – I.T. professional placements – Greater Nashville area 
• Hewlett-Packard (HP) – I.T. professional placements – Metro Detroit area 
• Accenture – I.T. professional placements – Michigan 
• Raytheon – Marketing professionals – Michigan 
• Paramount Pictures – I.T. professional placements – Southern California 
• Universal Studios – I.T. professional placements – Southern California 
• Carlson Marketing – I.T. and Marketing professionals – Michigan 
• Girogio’s – I.T. professional placements – Southern California 
• Kaiser Permanente – RN’s for their hospitals in Bay area, CA

EDUCATION 
B.A. with distinction in Speech Communication San Jose State University, San Jose, CA

MEMBERSHIPS 
• SHRM – Society for Human Resource Management 
• SMA – Staffing Management Association 
• ERE – Electronic Recruiters Exchange 
• AHIMA – American Health Information Management Association 
• HIMSS – Healthcare Information and Management Systems Society

Volunteer 
Provide job-search workshops to various classes/groups/associations/government sponsored events 
Have been a guest on Cable TV show relating to the Job Search process 
Online video speaker for Newspaper web site 
Published articles on job search in newspapers, e-zines and magazines 
Author of book, The Recruiter’s Hiring Secrets

Create several versions of your resume and save them on your computer so you can easily upload the appropriate resume for the job you are applying for. Also remember to constantly be updating and refining your resume. Happy Job Hunting!

 

Kelly Smith is a Corporate Recruiter Consultant. Kelly works alongside human resources and hiring managers to source, screen, review resumes, interview, negotiate and extend offers to thousands of candidates throughout her more than 15 years in staffing. Visit Kelly’s web site at http://KellyStaffingExpert.com see her blog, view jobs, and visit her store to buy her book, The Recruiter’s Hiring Secrets. Also, in the store link you can send Kelly your resume for her to review and to make recommendations from her corporate recruiter perspective. Happy Job Hunting!

Job Hunting on the Sly – Finding a Way Out of That Dead-End Job

Despite what you tell your colleagues, you’ve looked online for work while at work. It doesn’t matter if you say it’s only happened during your lunch break, sure thing, or you admit to taking an entire morning to peruse the job market. Everyone has killed some time looking for that dream job, while your current one takes a back seat. No one is here to judge you. Instead, why not find some ways to make your job hunt easier? After all it’s your life and if you find a way to make it better, why not leap at that chance?

If you’ve ever looked for a job while at work, it’s probably not the smartest move you can make. You don’t have to be an Einsteinian genius to know that looking for work while on the job is a bad move. But, people do it a lot and employers are not oblivious to it. The key is being able to look for a job and keep it on the down low. You don’t want some work place colleague to go back and spill the beans to HR or your boss.

What are some things you can do to continue your job hunting without getting the hook from your boss?

Maintaining productivity

One of the earliest signs of a distracted employee is loss of productivity. Excessive job hunting on the clock can kill productivity and make managers look for replacements before you’ve even found your new job. Managers can monitor computer habits so make sure that your job search stays within an appropriate amount of time. You don’t want to get fired and your work computer is one hundred percent the property of your employer, so be careful when looking for another gig.

Examining repercussions

Even if you do your search at home, make sure you’re using your personal computer. If you use a work related computer, there could be active monitoring software installed, which is completely up to the company. Make sure that nothing you do can be traced back to you. And always remember that US companies have the right to fire an employee for any reason. If they are not just, then why should you be? There are plenty of opportunities out there and all it takes is you applying yourself to get them.

When is it appropriate?

Even if you’re browsing out of casual curiosity, it can send the message that you’re ready to leave your current job. About the only time it is acceptable to look for work while at work is in the event that you have all ready been terminated and you need the time to look for another job. Employees can spend some time job hunting if they’ve already received a notice saying they will be laid off, just don’t abuse the situation. Know the laws in your state and always have a way to fight your employer.

Erin Kennedy, CPRW, CERW, BS/HR, is a Certified Professional & Executive Resume Writer/Career Consultant and President of Professional Resume Services, Inc. She is a nationally published writer and contributor of 9+ best-selling career books. She has achieved international recognition following yearly nominations of the prestigious T.O.R.I. (Toast of the Resume Industry) Award. Erin has written thousands of resumes for executives and professionals.

As a proud member of PARW, CDI, AORCP, Erin also sits on CDI’s Credentialing Committee for new certification candidates and serves as a Mentor for CDI’s Member Mentoring Committee. She also is a featured blogger on several well-known career sites. Reuse of this article is encouraged but must include a link to http://exclusive-executive-resumes.com. Want to know more about Erin Kennedy, CPRW? Read her LinkedIn profile at: http://www.linkedin.com/in/erinkennedycprw

 

Five Secrets to Accelerating Your Job Search

Having coached many people through a job loss and rehire transition, my research shows that key attitudes and actions that make a big difference. I call them secrets because most job seekers ignore these. Stand out by learning and doing what works.

Secret #1: Shift From the “My Experience” to the “Employer Solution Mindset”

As a hiring manager, I remember reading stacks of resumes. Their title, experiences, and related information formed a message. But was it the message that got them noticed?

The first shift is thinking like an employer. Make it clear to them how your experience solves a problem they care about. Don’t make them translate your experience to the benefit they’re looking for.

Compare a career objective statement of “A detail-oriented accountant seeks a position with a top company” to more employer solution language such as “A proven problem-solving accountant seeks to partner with a growing company to help them manage growth.” If you want to partner with a small and growing company, this will get noticed especially if your experience supports this statement.

Secret #2: Use Their Words

Many years ago I toured a technical staffing services group that got 30% more hires than any comparable company. Why? They made sure the resume they sent over to the hiring client used the words the client was looking for. So can you.

How? Simply review the job posting and make a note of the key words and phrases they use. They might list things like “team-oriented problem solver.” Would this stand out on your resume? Not only does this help your resume come to the top of stack in a computer search, but it will help the hiring manager like you more.

I also use a phrase from the job posting in my cover letter. Use phrasing like “the wording in your job posting that mentioned ‘strong analytical skills’ resonates strongly with my 20-year experience as a management consultant.”

Secret #3: Network Till It Hurts

It’s no secret that most jobs don’t get posted. Why? First, they want to trust those they already know (their employees) to refer people like them. It’s easier and often results in a good hire in less time for them. But if you haven’t let your social know that you are looking, they won’t know to reach out to you. It’s that simple.

Secret #4: Know Yourself

When I’m coaching people through a work transition, I like to ask them about the times when they really shined in the workplace, volunteer opportunity, or elsewhere. I like to write these down as they speak. Then we talk through the kind of job opportunities where they can bring their passion, talents, and gifts to the workplace. And surprisingly, it often changes their job search emphasis.

For example, Grant was a good project manager. He had all the credentials and by all accounts, was good at it. Initially he thought he was looking for project manger opportunities. But in reviewing his “shining” moments, he realized he shined the brightest when facilitating meetings with senior leaders. He loved partnering with the people who were driving real results in companies. And he enjoyed speaking to groups. He had a passion for the skills of professional project management. Realizing this, shifted his focus from just any project management gig to teaching project management at a local junior college. He knew this wouldn’t pay all the bills so he augmented his income by project quality management coaching for local companies. His job satisfaction rose as did his income. He ended up making twice what he got as a project manager.

Becoming aware of your “shining” moments influences your resume, helps you become a more powerful networker, shine brighter in interviews, and your natural passion will be contagious to those making hiring decisions.

Secret #5: Create Daily Momentum

Good salespeople know the importance of feeding their sales pipeline while keeping a clear head about successes and failures. They know that if they keep connecting with potential prospects, follow up with those who have expressed interest, prepare thoroughly for interviews, they eventually land the sale.

Right now, identify the actions that you will do daily to create positive momentum in your job search. For John, this meant applying for a minimum of three jobs a day, completing all follow ups, making at least one networking gesture, and preparing all he could for any upcoming face-to-face opportunity. And it worked. He found a job in half the time of those who had been laid off at the same time with comparable skills.

Quinn Price is an executive coach and expert on managing change. Learn more about how to accelerate your job search at market yourself.

Tips for the Executive Interview: Intensity Versus Energy

This situation could apply to you. You have been in the job hunt for several months. Connecting with recruiters and potential employers has been very time-consuming. You have managed to land interviews with both recruiters and employers and have not come away as a finalist, much less a job. No one has bothered to give you any meaningful feedback. What are the reasons?

The reasons candidates do not advance in the hiring process are legion. In my experience as a retained executive recruiter placing senior executives in the US and abroad, I have narrowed them to a few. The one I will address in this article is “intensity level.” Hard charging executives are supposed to be intense, right? Well…to a point. The downside of intensity is that interpersonal savvy is often overshadowed by it (if there at all).

First, a brief review on leadership and management. Leadership is an influencing process while management is a control process. You influence people and control resources. In the process of leading (influencing) people, the single most important skill necessary for success is “communication.” Communication is the medium of leadership. Think back on your career and identify the best leaders you ever knew. The odds are that one of the key attributes that set them apart was their ability to be engaging communicators. We’re all human. Interviewers should be influenced not managed. High intensity impedes one’s influencing ability.

Clearly, interviewers must zero in on experience and competence. There are a variety of ways to do this. What works best for me and my search clients is the use of a detailed, job-specific online candidate questionnaire pertaining to the job for which I am recruiting. These are developed jointly with my clients. I ask them to identify the critical success experiences that apply to the job. What do you want to know from this candidate before you even decide to have an interview? Typically, the questions they ask are job-specific, focusing on experience, e.g., What was the situation? What did you do? How did it work? What did you learn? Put yourself in the shoes of the hiring manager who must sift through a half-dozen or more viable candidates’ portfolios. Questionnaires help as much or more than resumes. Most organizations do not use this approach so must accomplish a great deal in a short time in their interviews. The interview, therefore, become a race against the clock during which the interviewer must gather as much factual information as possible while getting to know you.

What often happens with candidates, especially those who have interviewed several times elsewhere and walked away empty-handed, is that they increase their intensity level in both phone and face-to-face interviews due to time limitations, and perhaps, a bit of anxiety. It can be very harmful to your chances of winning the job if you are too intense.

All things being equal in the areas of competency and experience, what often sets apart candidates who advance boils down to their level of engagement with their interviewers. In the course of a 60 to 90 minute phone conversation or meeting, the interviewer, either consciously or subconsciously, wants to connect with the candidate and make the interview as pleasant of an experience as possible while still gathering the necessary information. It is at this point that interpersonal savvy rises near the top as a critical interviewing skill, even when time is short.

Don’t make the mistake of confusing intensity with energy. Most interviewers look for a high, positive energy level. When coupled with being engaging, this bodes well for an interview. Intensity, on the other hand, can be exhausting for the interviewer. I have ended many interviews really needing a break due to the high intensity level of the candidate. I was worn out. It is better for a candidate to be energetic and engaging. It is hard to be intense and engaging.

As the poet, Robert Burns, said (and I paraphrase), “Would the gift the gifter give us to see ourselves as others see us.”

Check your high intensity level at the door. If doing a phone interview, imagine yourself sitting across the table from the person interviewing you. Gauge that individual’s temperament early, as much as possible. Bend the Golden Rule (i.e., Do unto others as they would have you do unto them.). Have your competencies and experiences at the ready for discussion, then focus on engaging your interviewer. All things being equal, it might make the difference the next time you interview.

Michael K. Burroughs, Managing Principal of ESI Associates http://www.ESIassoc.com has been recruiting and coaching executives for the Fortune 500, healthcare systems, nonprofits and universities for over three decades. He is a former Organization Development executive for divisions of three Fortune 500 companies, a retired Army colonel, and a former managing director for a “top five” retained executive search firm. As a thought leader in executive recruiting innovation, his New Leader Integration process ensures that newly recruited executives arrive fully prepared to get the right results, quickly. For more executive recruiting and career management tips, follow Michael’s blog, Leading Edge Memo’s, at http://leadingedgememos.blogspot.com.

Career Planning for Baby Boomers – Transferring Skills to a New Field

If you are not satisfied with your job and this dissatisfaction is the result of a career downfall or mismatch, you can improve your current job conditions. If you aren’t being challenged enough by your tasks, if you want to try your hand at something new, after years and years in one field, or if you simply want a change before entering the next phase of your life, it might be time to switch jobs.

Spend more time in researching and exploring the job that you want and any related skills that you have. If your current job and its required skill set do not include the ones you like, dissatisfaction is only to be expected. If you aren’t able to use your preferred skills regularly, on a daily basis in your job, you might feel what is called a vocational void. After taking into consideration your preferred skill areas, if at all you find a major mismatch then you might have to explore other career options. Sometimes, it might also be a choice arising from a change in mid-life, or post retirement. Here are a few things you might want to do.

Try to identify and develop your preferred skills and values

Research your local job market to see what career options and job descriptions are good for your skill sets.

After identifying suitable career options, you can narrow it down and focus on a single area.

If necessary, get additional training.

Create a timetable to plan your progress as you move on in your job search.

Develop a plan of action for your short-term income while you explore careers. Stay put at your current job or keep looking for temp work can be good short-term alternatives until you are settled in something else

Career counseling is a good option. A counselor will help you identify your skills, and interests. A counselor will help you sell your current skills and abilities into your new field, in creative ways.

Consult with people who are working in other interesting fields. Get suggestions and advice from people who are actually working in the particular field that you are interested in to know what the field is all about.

Volunteer as a way to ‘test’ the fields. This will give you good knowledge and insight and will build a vast network for you by identifying and demonstrating your commitment and skills.

Corporate downsizing, industries being retrenched, reducing middle management, part-timers, consultants, and the widespread use of contingency workers have created new workplace and market realities. Such drastic changes have made a lasting impact on workers, but the older job seekers have to deal with age-related matters as well.

Job seekers, who are over 50, can surpass all this provided they have a better understanding of the changing trends in today’s corporate offices and how this will affect their job search. So, it is advisable to come up with a strategy that is based on knowledge, skills and abilities, objectives and goals, and experience. Explore other employment options and nontraditional jobs that requiring different work patterns and arrangements. Look at temporary, short, medium or long duration opportunities where you can be creative, and tap into other interests. Consider part-time, temporary work for a former employer or a company with established hiring pools for retirees.

© Anna D Banks, Certified Mind Scan Business and Personal Coach.  Since 1996, I have helped hundreds of job-seekers, managers, business owners, and sales professionals achieve business and personal success.

How to Cope With Being Made Redundant

Being made redundant is not just about money and what money can buy. It is often the psychological effect which takes the biggest toll. One moment you know who you are and what you do and what you mean to other people, and then in a flash it can feel as if you are nobody.

Who are you now? What do you do with your time? Who needs you or values you? Your own sense of self is inevitably tied up with your job; it is one of your major roles in life. You spend more waking hours at work than you do at home. Many people discover that it was their job which defined to them who they are – or rather, who they were.

In facing redundancy, you as a person feel redundant; you feel unwanted, unloved and worthless. For a while you may feel angry and fight against the unfairness of business in the modern day. But once that anger wears off you can be left with this feeling of being lost. You have lost your sense of purpose and achievement, but more than all of that the thing which hurts the most is the loss of your very sense of self.

If you are lucky you will have a strong and supportive family environment and so at least you know that one part of your life is still ok; you know that you are loved, valued and respected at home. You are still the well loved mum or dad, brother or sister, son or daughter. You maintain that identity and this helps you to retain a partial sense of who you are.

But this is not the case for some unlucky people who are being made redundant and who do not have that support. This makes redundancy doubly hard to bear. The feeling of being alone is not one which humans relish. It is important to remain, or to become, as involved as possible with groups of supportive people; you have to make the effort to do this, otherwise you will withdraw into a shell and your world will become a very small place indeed.

Sometimes it is difficult to step out and involve yourself with others; in fact, this will always be the case to someone who is struggling with a loss of their own identity. As confidence plummets it becomes more difficult to mix with others. Thus the most important thing of all when being made redundant is to do whatever is in your power to maintain and build your confidence.

You will often find that your own thoughts are sabotaging your confidence; you can hear your own inner voice telling yourself that you are worthless, or no good, or that it is not worth the effort. It is absolutely essential that you stamp down upon this depreciating voice, and replace it with a soothing and encouraging dialogue which will empower you to move on and rise to better things.

What doesn’t kill you makes you stronger. This may well be your opportunity to build your own confidence, to discover who you really are and to move on to your real and true purpose in life. Every cloud does have a silver lining, so long as you allow yourself to see it. You will only open your eyes to see a shimmer of silver by opening your ears and your mind to encouraging thoughts.

Hypnosis mp3s are enormously beneficial at such a time to build your confidence back to where it should be. If you cannot think of something encouraging yourself, you can at the very least listen to another’s voice telling you that you are valued, important and worthy of happiness and success. Even if your conscious mind is tempted to disbelieve these things, with hypnosis your subconscious mind will be listening and absorbing this encouragement instinctively and automatically.

Hypnosis allows access to your inner mind, to your deeper beliefs and so it makes it far quicker and easier to build your confidence and feel optimistic about the future after being made redundant.

Roseanna Leaton, specialist in hypnosis mp3s for confidence and success.  Discover how hypnosis can help you; Grab a free hypnosis download from my website now and give yourself a lift. Grab a free hypnosis mp3 from http://www.RoseannaLeaton.com and view Roseanna’s library of hypnosis downloads and confidence hypnosis mp3s.

Tell Me About Yourself – 7 Key Strategies to Sell Yourself in an Interview and Land That Job!

1: Do not digress from the question asked. Keep it brief and relevant When asked a ‘Tell me about yourself’ question, the tendency is to oversell ourselves however be aware of not talking too long or digressing from the question. What the employer wants to know is how useful and suitable are you for the role not the ins and outs of your daily life or personal history from way back, so keep your answer ‘short and sweet’ or else the interviewee will lose interest and become bored.

2: Good eye contact If faced with one interviewer or a panel remember to give eye contact to all members it demonstrates confidence and creates a good impression.

3: Over gesticulation During an interview gesticulation is sometimes needed but be aware of not using it to cover up nerves or over emphasizing a point. It can be annoying to the interviewer when an interviewee is constantly over gesticulating.

4: Prepare for the interview What do I mean by ‘Prepare for the interview?’ Re-read the job description and specification and ask yourself what sort of person is required for this role. If it is a customer facing role sell all the skills you have which show that you are a people person, that you can build a rapport with customers, and that the customer is valued and important. This requires you to read in between the lines of the job description and have your answer tailored to it.

5: Show keenness and motivation When asking interview questions show keenness to learn new skills and where you may be inexperienced in a particular area demonstrate how your transferable skills fit in with the role. Demonstrate that you are willing to learn, can adapt quickly and complete what’s asked of you. Do not forget, you will be one in a number of people being interviewed for that role so show spark.

6: Self belief, all round skills and experience Self belief is so important as well as all round skills. What do I mean by this? An individual who has a Degree may not be hired over a person who has none. This is because experience is sometimes placed higher than qualifications as employers want someone who can demonstrate a ‘Can do’ practical attitude. So when asked ‘Tell me about yourself’ sell your experiences whether paid or unpaid, as well as relevant work experiences carried out at home/personal life.

7: Reach out So you have applied for a job and were fortunate to have secured an interview. Great! Now you are concerned about your lack of relevant experience of that role and believe you won’t get it. Yes, it is annoying to get selected for an interview then later find out that your transferable skills will not work for that particular interview so what you should do is to speak to someone working in that firm who can tell you not only about the role you’re going for but can answer the questions that are on the personal specification. Their time may be limited however, so let them know you appreciate their time and help. Also, read up about the firm for which you have applied for and make sure you get an all round grasp of what the role entails on a day to day basis. Yes, it is a lot of research but it’ll pay off.

This article has been written by Samantha Elutilo – Qualified & Accredited Career and Confidence Life Coach. If you have found this article useful then please visit http://www.positive-vision.co.uk for an array of useful career and confidence articles, newsletters and e-books that will guide you in your career. If using this article, the author must be credited and acknowledged together with her website.