Many children are afraid of the dark.  Many adults are afraid of the unknown.  People on the cusp of or in the throes of job transition often become immobilized by their fear.  I see working professionals stay in horrible jobs and toxic work environments because they fear that something better doesn’t exist. They have succumb to their situation and ultimate destiny.  They convince themselves that their skills won’t be marketable or that other employers won’t see their value.  They allow fear to keep them in an unhealthy situation.

 The fears I hear job seekers grapple with are countless.  Their largest fear is that the length of job search will exceed their financial  resources and that they will lose their home.  Job searches always take longer than people anticipate.  The key is to recognize this and implement an effective job search game plan early on.  This fear is “what if” based and not often grounded in present day reality.  It  absorbs an enormous amount of attention and energy that could be better directed towards launching a productive job search.

Other fears are myth based or grounded is misperceptions such as “I am too old, there are no jobs, no employer will hire me.”  These fears can be more easily mitigated by getting the facts and avoiding gross generalizations.  Too often people too easily surrender to these assumptions and use them as an excuse for not even trying.

The first step in removing fear as a barrier job change is to acknowledge the power it holds over you.  And know that all fear is is a lack of faith.  This starts with looking deep inside and finding faith in yourself, your potential and your possibilities.

One could argue that writing a resume is the most difficult parts of job search, but the 1 thing I see job seekers struggle with the most is managing ”the waiting game”. 

In this world of instant gratification, as a society we have become less and less tolerant of waiting.  With a heightened sense of urgency, job seekers especially are intolerant of waiting to the point of building frustration and anger.  They find themselves waiting for a response to an application submitted weeks ago, they find themselves waiting for a return phone call made days ago and they wait anxiously for an reply to an email sent hours ago.  Job search is one long waiting game.

Managing the waiting game is about understanding the intricacies of  hiring and managing expectations.  Job seekers assume getting a job is about them and their time frame.  When actually it is about the employer,  their need to fill a job and their time frame. The sooner the job seeker understands this the less frustrating  it will become.

Though employers have a need for workers, sourcing candidates is rarely ever the fire of the day, often delaying the process.  In the current job market the average time to fill a position ranges from 4 weeks to 3 months depending on level.

I tell clients that they can only control so much of this process and the speed of the process is not one of them.  They are at the mercy of the process, the employers and the job market.  The best advice I can offer for managing the waiting game is to do their best to sustain productive job search activity every day and know that this process is a marathon not a sprint.

 To make sure the return on investment (ROI) for attending college is a good career choice, planning needs to happen before the student loan paperwork is completed.

They say college grads on an average make more than non college grads. I wonder if those statistics take into account net earning after student loan payments? 

There has been alot of buzz lately about the Feds plan to help relieve student loan debts.  Investing in student loan forgiveness seems to be after the fact.  Shouldn’t the investment go into career and financial counseling pre-college to make sure that students are making good choices and enter college with a specific career goal and financial plan on how to pay for it?

Going to college just to go in hopes you will figure it out along the way is not necessarily a good financial investment especially if you have to borrow the money.  This pertains to traditional age college students as well as returning students and professionals seeking “professional development”.

The average starting salary for a new college grad is approximately $48-50K.  The average starting salary for graduates with just a HS education is $31K.  The gap increases over time suggesting that down the road as professional’s college grads have more earning potential.  But what about those student loans?

First of all we shouldn’t assume college is for everyone.  Too often students leave college with no clearer plan than when they entered but with more debt.

Students need to have a better understanding of career options and the occupational outlook for their chosen field in their labor market including average annual wage.  Loan forgiveness might make more sense to draw graduates into characteristically low paying careers like teaching or non profit or public service.  Students should also have a plan to observe and learn about as many careers as possible pre- college.  They should also have a plan B.

College in general is a good and enriching experience on many levels however it comes at a cost $10,000-$35,000/yr.  Students and parents need to assess the return on that investment for that experience and the potential it may afford. 

Managing debt after the money is spent seems to be backwards.  Managing spending based on good planning and goal setting makes a lot more sense.

It is amazing to me that people will pay upwards of $100,000 for a college education, expect to land a $100,000 job but grimaceat paying 1% of that for ongoing career development and/or coaching.  Obtaining a college degree is the first step in career planning, not the final step.  Like anything you want to grow and flourish , careers require ongoing development and planning.  Professional development can take many forms including increasing knowledge through course work, expanding your network by participating in professional associations, or improving your effectiveness through 1:1 coaching. 

To be the best at what you do, to keep your skills current and to keep your options open requires a plan.  There is more at stake than a potential six figure salary.  It is success and fulfillment in the work you do and alignment with your overall life goals.  Life and work can be complicated.  This planning process should be entrusted to a professional skilled in working with people and knowledgeable about career options in organizations and in the labor market.  This is not the work of well intended volunteers, someone who was in transition “once”, or someone who dabbles in resume writing.  Career planning and management professionals have advanced training in working with people as well as have hands on business experience.

Investing in your career should be an ongoing commitment.  To get the most out of your investment make sure you have an ongoing career development and management plan and a proven professional to partner with to reach your goals.

When career changers assess their strengths and skills, acommon piece of advice from job search “helpers” is to ask others around them what they are good at.  I think this can be a trap and lead to a common career misstep.  It is human nature for us to gravitate towards both what we are familiar with and what we have been reinforced for.  Those seeking a new direction believe that it must be a sign from the universe that they should pursue what others think they are good at.  Though this information can offer some valuable insights, it is important to step back and assess if you really liked doing those tasks or using a certain skill set.  When we excel in a certain area we are often put in situations to leverage that skill, again and again throughout our careers.  And a result of this is we don’t explore or develop other skills that we may enjoy using more in our careers.  Remember that when evaluating your next career move,  just because you can do something doesn’t always mean should.  Take time to evaluate all the skills in your “toolbox” and pursue those that excite and engage you the most.

There are some common things that derail many job searches.   Hopefully by identifying them here,  job seekers can avoid them and stay on track.

1. Denial.  Many people do not believe job search will take as long as it does.  The general hiring process alone can take months.  So if you are only chasing one job at a time vs. keeping lots in the pipeline a job search could easily be up to a year.

2. Lack of momentum.  It seems like job search activity can go it fits and spurts, meaning job seekers fail to sustain productive levels of activity over time.  The key is to treat this process like a marathon, not a sprint.

3. Sourness.  It is understandable that over time the search can wear on people.  The derailer is that it shows.  Beingsure to maintain an upbeat positive attitude is critical.  There is nothing more unattractive to an employer than someone who is tired, crabby and bitter.

4. Summer.  Or any holiday that is used as an excuse to take several days or weeks off from job search.  I challenge job seekers to be honest with themselves about how productive they are in search and instill the same level of structure and urgency they have as when they are working.

My hope for all job seekers is that they find fulfilling work as soon as possible.  One of the first step to doing so is to avoid some of these derailers.

The heart of networking is of course the relationship.  And with any relationship it is a give and take.  I have long been a proponent of being selective about the people you choose to be in your network.  When determining who to include in your network consider some of the following factors:

1. Is this person willing to give to the networking relationship as much as they take?

2. Can you count on them to return calls and emails?

3. Will they speak highly of you in your absence?

4. Will they open up their network to you without hesitation?

5. Will they keep their eyes and ears open for ways to help you?

6. Will they check in periodically to nurture the relationship?

It is easy to create a list of “must haves” for who you might allow to be part of your network.  The hard part is to look in the mirror and ask yourself: “Am I a good person others will want to include in their network?”   Ironically, the list outlined above can also be a partial definition of  professional integrity.

More times than not it isn’t your resume that gets you the job, it is whether you have chemistry with that prospective employer.  Sure the resume or better yet a networking contact may land you that initial interview but what moves you from candidate to finalist status is chemistry and fit.  

It is easy to prepare for an interview by practicing answers to anticipated questions but how do you manage the fit factor?  Fit includes many things like how you gel with your future team mates.  It also includes how your values may align with the mission of the company.  It also could be if you share similar interests or background with the hiring manager.  But when push comes to shove it comes down to if the hiring manager likes you. 

 Getting a hiring manager to “like” you is about making them feel comfortable around you.  Having them see you as part of the team or part of the solution.  It is about being genuine and not over rehearsed.  It is about being engaging all the way down to your smile, hand shake and open posture.  Ask your self – am I presenting my self as someone desireable to be around, or am I tired, bitter or desperate?  Think back to your lay off, those that kept their jobs through the lay off aren’t often the best or smartest, they are often those most liked.

It is amazing how many “must have” job requirements become negotiable when a prospective employer likes you.

Yesterday was an above average networking day for me.  In one networking conversation I had I was asked how many LinkedIn connections I had.  I explained that the quality of my network was more important to me then the quantity.  I want to know that the people in my network know what I do and need from a business perspective and I want to know the same about them.  I want to know that everyone of my LinkedIn contacts will return a call or email from me or from someone I connect them with.  I want to know that these network connections are equally invested in the process of networking at all times not just when they need something.  

Ironically during my evening networking event I bumped into someone who invited me to be in his network on LinkedIn.  At that time I was happy to accept his invitation.  When I approached him, he looked at me somewhat quizically, trying to quickly place me.  He was courteous and said hello however when I walked away I wondered is he really a quality connection? If he can’t even recognize me in person, would he openly respond to a call or email from me?  I guess the lesson learned for me was realizing that my network needs to be constantly assessed for quality if I am going to rely on it over time and in the long run.

When this stat was sent to me as a result of a poll conducted by Vault.com I had mixed emotions. On one hand it is not hard to believe given the desparation of some job seekers to do just about anything to land. On theother hand I hear these same job seekers complain about the lack of integrity they witness in the overall hiring process. I never suggest to a client to lie regardless of the circumstance. Too often those lies come back around to haunt you. Prospective employers will have much more respect for you if you are honest and forthcoming. Many say that mutual respect has gotten lost in the hiring process and I can understand why job seekers feel that way but if they don’t take the high road nothing good can come of it. Interestingly, this statistic also suggests that 8 out 10 job seekers are truthful. This is encouraging because I am sure there is alot of temptation to “over sell” oneself. But remember in the end the objective is to land a job you want and have a good chance to be successful at and that starts with being truthful about your background and abilities.