James J. Heckman is a Nobel Prizewinning economist at the University of Chicago.
From his bio: "His recent research deals with such issues as evaluation of social programs, econometric models of discrete choice and longitudinal data, the economics of the labor market, and alternative models of the distribution of income."
Heckman is featured in a This American Life episode, "Going Big", in reference to a social program in New York City that is trying to solve urban poverty through early childhood intervention.
Heckman's work is cited in "Going Big" for his finding that traditional approaches to poverty such as job training are ineffective. Correspondent Paul Tough states:
"The premise behind job training is that young people who can't find a good job are just missing one particular skill or body of knowledge; teach them that and they'll be fine. What Heckman found is that the people in these programs had a much bigger problem. There were some very basic skills and abilities that they had never learned. And it was hard for them to absorb anything new without those skills."
Heckman reports that the missing skills included "the ability to communicate, to solve simple mathematical puzzles, to understand how to even read the newspaper, as well as the non-cognitive: self control, motivation, the ability to get out of bed, to show up at work on time, to engage and be open to ideas. These traits were in very serious short supply for individuals that I was looking at."
Saturday, February 28, 2009
Employment Specialist is considering twitter
I posted a few days ago about the use of Twitter in job searches. While writing then, I thought, "I'll never be on Twitter." A day later on Facebook, a friend's status encouraged everyone to use Twitter and I thought, "I'll never be on Twitter."
Today, I found that my local Workforce Investment Board recently started twittering. They also have a new blog.
Interestingly, this blog and the Worksystems twitter shared a subject (Richard Florida's article in the Atlantic) on 2/17/2009. Obviously, we have similar interests.
So Employment Specialist will follow twitter postings (twits?), but not post. For now.
Today, I found that my local Workforce Investment Board recently started twittering. They also have a new blog.
Interestingly, this blog and the Worksystems twitter shared a subject (Richard Florida's article in the Atlantic) on 2/17/2009. Obviously, we have similar interests.
So Employment Specialist will follow twitter postings (twits?), but not post. For now.
A crowded field
One thing I hear from many job seekers, even from some in their early twenties, is that it used to be easy to walk into places, apply for jobs, and get hired at one of the first places they tried.
A common complaint is that they try to be proactive and visit employers but find they aren't able to talk to any managers and are directed to apply online. While hitting the streets to submit applications a few weeks ago, a job seeker and I were even stopped at the gates of one employer and given the "apply online" statement.
While employers have benefited from the online application process by saving time they used to spend answering inquiries at the store, office, or factory, and by being able to quickly scan for keywords and minimum qualifications, the ease by which job seekers can send a resume is beginning to overload human resources staff.
With affordable internet access at home, and near universal access at libraries, schools, and onestops, most job seekers are submitting online applications. It doesn't take much motivation to copy and paste, or attach, a resume multiple times. Someone who wouldn't make the effort to drive across town or buy a stamp to apply for a position will be willing to spend a few minutes on an email. The more lines in the water, the more fish I'll catch, they might think.
The problem is that there are fewer fish to catch today, and the person in the next boat is throwing out their lines as well. Even worse, anglers who used to chase salmon or tuna are now content to catch mullet.
CNN Money's Jessica Dickler writes about the rise in applications for entry-level and "less desirable" jobs. The flood of applications muddies the water for qualified job seekers and frustrates HR departments.
As an Employment Specialist, think about:
1. How will my customers stand out?
2. Where are my customers applying?
3. How can I get through to a real person for job development?
4. How can my customers get through to a real person?
A common complaint is that they try to be proactive and visit employers but find they aren't able to talk to any managers and are directed to apply online. While hitting the streets to submit applications a few weeks ago, a job seeker and I were even stopped at the gates of one employer and given the "apply online" statement.
While employers have benefited from the online application process by saving time they used to spend answering inquiries at the store, office, or factory, and by being able to quickly scan for keywords and minimum qualifications, the ease by which job seekers can send a resume is beginning to overload human resources staff.
With affordable internet access at home, and near universal access at libraries, schools, and onestops, most job seekers are submitting online applications. It doesn't take much motivation to copy and paste, or attach, a resume multiple times. Someone who wouldn't make the effort to drive across town or buy a stamp to apply for a position will be willing to spend a few minutes on an email. The more lines in the water, the more fish I'll catch, they might think.
The problem is that there are fewer fish to catch today, and the person in the next boat is throwing out their lines as well. Even worse, anglers who used to chase salmon or tuna are now content to catch mullet.
CNN Money's Jessica Dickler writes about the rise in applications for entry-level and "less desirable" jobs. The flood of applications muddies the water for qualified job seekers and frustrates HR departments.
As an Employment Specialist, think about:
1. How will my customers stand out?
2. Where are my customers applying?
3. How can I get through to a real person for job development?
4. How can my customers get through to a real person?
Thursday, February 26, 2009
Battle for the ages
Outside of a recession, older job seekers find that they are competing against others with experience, and against the stigma that some employers hold against them. Today, younger workers are being added to the mix of competition, as all workers find themselves in a shrinking job market.
The Wall Street Journal posted a Career Strategies article last year on Finding a new position as a mature job hunter. It shares good advice to increase competitiveness, address employer fears, and ease job finding stress.
Along with this information, it is good to know who is hiring and firing. According to Oregon Employment Department Workforce Analyst Christian Kaylor, the 25-50 year old* demographic loses jobs at a higher rate than do workers in other age groups. For various reason, older workers still hold some job security.
The Oregon Employment Department also has a recent article on hiring trends for workers over age 65: Will you still hire me, when I'm 65? Curiously, the Natural Resources and Mining industry has the largest percentage of new hires who are over 65. 9.0% of new hires in that field are over 65. Professional and business services had the largest overall new hires over 65, but only 2.2% of new hires in that field were in that age group.
Look forward to a post that compiles labor statistics websites from across the United States.
*Based on memory (without notes) from a presentation by Mr. Kaylor. The exact age range may vary.
The Wall Street Journal posted a Career Strategies article last year on Finding a new position as a mature job hunter. It shares good advice to increase competitiveness, address employer fears, and ease job finding stress.
Along with this information, it is good to know who is hiring and firing. According to Oregon Employment Department Workforce Analyst Christian Kaylor, the 25-50 year old* demographic loses jobs at a higher rate than do workers in other age groups. For various reason, older workers still hold some job security.
The Oregon Employment Department also has a recent article on hiring trends for workers over age 65: Will you still hire me, when I'm 65? Curiously, the Natural Resources and Mining industry has the largest percentage of new hires who are over 65. 9.0% of new hires in that field are over 65. Professional and business services had the largest overall new hires over 65, but only 2.2% of new hires in that field were in that age group.
Look forward to a post that compiles labor statistics websites from across the United States.
*Based on memory (without notes) from a presentation by Mr. Kaylor. The exact age range may vary.
Employment Specialist is blogging.
Marketwatch has an article on a trend of broadcasting job searches through Twitter. Refreshingly, they come out in favor of it, with some guidelines.
It is always a good idea for job seekers to tastefully let people know you're looking for a job. Everyone they talk to is a potential agent to carry that message to a wider audience. Of course, don't let employers see those 21st birthday party pictures on Facebook.
Marketwatch's Twitter tips:
1. Don't post something you wouldn't want your mom to see.
2. Don't post something you wouldn't want your current boss to see.
3. Don't get too personal; post job oriented updates during your search.
Employment Specialist's tips:
1. Early adopters will have more success in computer, PR, politics, or entertainment fields.
2. Don't count on it if peers in your industry, social sphere, age group, or region don't Twitter.
3. Keep Twitter in the arsenal even if it's not working at first. It may be too early to see positive results.
4. If a job seeker is not already on Twitter, they should think twice before joining if the only intention is to further a job search. The motives will be transparent and as ineffective as calling people only when they might have a job to give.
If you're wondering, Employment Specialist is not on Twitter.
It is always a good idea for job seekers to tastefully let people know you're looking for a job. Everyone they talk to is a potential agent to carry that message to a wider audience. Of course, don't let employers see those 21st birthday party pictures on Facebook.
Marketwatch's Twitter tips:
1. Don't post something you wouldn't want your mom to see.
2. Don't post something you wouldn't want your current boss to see.
3. Don't get too personal; post job oriented updates during your search.
Employment Specialist's tips:
1. Early adopters will have more success in computer, PR, politics, or entertainment fields.
2. Don't count on it if peers in your industry, social sphere, age group, or region don't Twitter.
3. Keep Twitter in the arsenal even if it's not working at first. It may be too early to see positive results.
4. If a job seeker is not already on Twitter, they should think twice before joining if the only intention is to further a job search. The motives will be transparent and as ineffective as calling people only when they might have a job to give.
If you're wondering, Employment Specialist is not on Twitter.
Help Wanted: Sandwich Board Sign Maker
When does the wacky become the norm? Recent years have seen occasional job seekers heading out to city street corners with sandwich boards (or picket sign) advertising their qualifications, but I wonder if there's a point where it will be looked down on as cliche.
The latest story I've seen is from my current hometown of Portland, OR.
The most famous case is probably this man who made it into countless national and worldwide newspapers and magazines in the summer of 2008.
The thing that's most interesting is how news coverage of these individuals can enhance the job seeker's marketability. Do more people stop and talk to the person if there are news cameras rolling? Is it good advertising for a company to hire the person and become part of the story?
I would recommend the approach for adventurous public relations, advertising, journalism, and other communications professionals. From now on, though, it may take an additional twist to make a big splash.
What about a job search reality tv show? There are at least two premises:
1. Shadow job seekers through their search.
2. Contestants compete for a job (a down-to-earth Apprentice)
The latest story I've seen is from my current hometown of Portland, OR.
The most famous case is probably this man who made it into countless national and worldwide newspapers and magazines in the summer of 2008.
The thing that's most interesting is how news coverage of these individuals can enhance the job seeker's marketability. Do more people stop and talk to the person if there are news cameras rolling? Is it good advertising for a company to hire the person and become part of the story?
I would recommend the approach for adventurous public relations, advertising, journalism, and other communications professionals. From now on, though, it may take an additional twist to make a big splash.
What about a job search reality tv show? There are at least two premises:
1. Shadow job seekers through their search.
2. Contestants compete for a job (a down-to-earth Apprentice)
Tuesday, February 24, 2009
What employers want
One of the most valuable ways to convince a job seeker of the importance of a great resume, cover letter, or specific skills is to demonstrate that employers are looking for candidates who bring these qualities to the table.
G.I. Jobs has a section dedicated to interviews with corporate recruiters about what they look for and expect from candidates.
The interviews also feature summaries of the employers' job openings, career paths, and starting wages and benefits.
G.I. Jobs has a section dedicated to interviews with corporate recruiters about what they look for and expect from candidates.
The interviews also feature summaries of the employers' job openings, career paths, and starting wages and benefits.
Hidden Strengths: Leadership
G.I. Jobs is a job magazine for armed forces veterans. The magazine focuses on vet-specific issues that may not be covered in mainstream publications, but the advice isn't exclusive to former military personnel.
One article on their websites advises job seekers to sell their leadership experience. They claim that "as a military veteran, you have tenfold the leadership experience as your civilian counterparts." Despite that claim, there are other ways to demonstrate leadership.
Probe jobseekers about time spent on tasks such as:
1. captain of sports teams
2. coaching Little League or other youth activities
3. organizing the PTA and other groups
4. participating in student government
5. coordinating fundraisers
One article on their websites advises job seekers to sell their leadership experience. They claim that "as a military veteran, you have tenfold the leadership experience as your civilian counterparts." Despite that claim, there are other ways to demonstrate leadership.
Probe jobseekers about time spent on tasks such as:
1. captain of sports teams
2. coaching Little League or other youth activities
3. organizing the PTA and other groups
4. participating in student government
5. coordinating fundraisers
Sunday, February 22, 2009
Ready or not
Several posts ago, we wrote about preparation in relation to introverts' job searches.
This Business Week article gives a real life example of prep work before an interview paying off for a job seeker.
Writer Liz Ryan explores what it really means to research a company and position. Job seeker #2's effort is what everyone should emulate and the internet (and public and university libraries) gives us all equal access to information that was not available even 10 years ago.
This Business Week article gives a real life example of prep work before an interview paying off for a job seeker.
Writer Liz Ryan explores what it really means to research a company and position. Job seeker #2's effort is what everyone should emulate and the internet (and public and university libraries) gives us all equal access to information that was not available even 10 years ago.
With all these job search experts...
how come so many people are unemployed?
A Google search for "getting a job" returns 74,800,000 hits today.
The top emailed article at the New York Times for several days has been cover letter advice.
And as this blog has found, everyone is giving job hunt advice.
Business Week's contribution is a Resource Guide for the Unemployed, a compilation of articles on searching for a job, filing for unemployment, and managing through the recession.
A Google search for "getting a job" returns 74,800,000 hits today.
The top emailed article at the New York Times for several days has been cover letter advice.
And as this blog has found, everyone is giving job hunt advice.
Business Week's contribution is a Resource Guide for the Unemployed, a compilation of articles on searching for a job, filing for unemployment, and managing through the recession.
When being yourself hurts your job search
It's easy to tell people they need to cold call, walk in, and network.
For some job seekers, it is easy.
It's not easy for introverts.
This article from Fortune looks at how introverts struggle with the personal interaction involved in job searching. "Ask Annie" columnist Anne Fisher focuses on a strength that introverts can use to one-up extroverts: Preparation.
Anne advises introverts to be informed about companies they are approaching and to practice answers to common or expected questions. This preparation helps individuals express themselves without having to think up answers on the spot and gives introverts a boost of confidence.
Anne also allows for introverts to pace themselves in their networking, and promotes online connections as a safe approach.
Does your program provide options that meet the needs of both introverts and extroverts?
Areas that challenge Employment Specialists trying to provide individualized services are:
1. Expectations that job seekers make a minimum number of employer or networking contacts.
2. Group workshops that rely heavily on either lecture or participation without mixing teaching/learning styles.
3. Allowing job seekers to remain in their comfort zones which may leave them spinning their wheels.
For some job seekers, it is easy.
It's not easy for introverts.
This article from Fortune looks at how introverts struggle with the personal interaction involved in job searching. "Ask Annie" columnist Anne Fisher focuses on a strength that introverts can use to one-up extroverts: Preparation.
Anne advises introverts to be informed about companies they are approaching and to practice answers to common or expected questions. This preparation helps individuals express themselves without having to think up answers on the spot and gives introverts a boost of confidence.
Anne also allows for introverts to pace themselves in their networking, and promotes online connections as a safe approach.
Does your program provide options that meet the needs of both introverts and extroverts?
Areas that challenge Employment Specialists trying to provide individualized services are:
1. Expectations that job seekers make a minimum number of employer or networking contacts.
2. Group workshops that rely heavily on either lecture or participation without mixing teaching/learning styles.
3. Allowing job seekers to remain in their comfort zones which may leave them spinning their wheels.
Saturday, February 21, 2009
I"m mad as hell...PS, I need a job.
Hopefully you get the reference to Network in the post title. It was either that or "I'm a people person!" from Office Space.
Networking can shorten a job search if the job seeker is able to speak to the right person at the right time. Plus, since so many jobs are not advertised, it's the only way to break into certain positions.
The Gig, a blog at Fortune (in partnership with CNN and Money magazine), has a warning and some tips on how to network without turning off potential allies.
In my experience, the tough truth about networking is that many job seekers (especially youth and the chronically unemployed) have not cultivated relationships for job searching and references. Youth haven't had the time or opportunity to have supervisors and colleagues. Individuals with frequent job separations don't stick around with an employer long enough to make a mark or they leave on bad terms. I commonly encounter job seekers that do not even remember the names of their past managers.
The solution for job seekers who are building their networks is cold calling, professional organizations, and industry mixers. Comments from the post on the Gig lead to other great resources. Alexandra Levit cites and summarizes a good post from Laura Roeder about approaching people that we might ordinarily think are too busy or too important to talk to us.
These tips are also perfect for job developing, and the Employment Specialist's network is a jump start for the job seeker's network.
Networking can shorten a job search if the job seeker is able to speak to the right person at the right time. Plus, since so many jobs are not advertised, it's the only way to break into certain positions.
The Gig, a blog at Fortune (in partnership with CNN and Money magazine), has a warning and some tips on how to network without turning off potential allies.
In my experience, the tough truth about networking is that many job seekers (especially youth and the chronically unemployed) have not cultivated relationships for job searching and references. Youth haven't had the time or opportunity to have supervisors and colleagues. Individuals with frequent job separations don't stick around with an employer long enough to make a mark or they leave on bad terms. I commonly encounter job seekers that do not even remember the names of their past managers.
The solution for job seekers who are building their networks is cold calling, professional organizations, and industry mixers. Comments from the post on the Gig lead to other great resources. Alexandra Levit cites and summarizes a good post from Laura Roeder about approaching people that we might ordinarily think are too busy or too important to talk to us.
These tips are also perfect for job developing, and the Employment Specialist's network is a jump start for the job seeker's network.
Half-time
One of my pet peeves is sports analogies for the business/employment world.
Here's an easy one: Don't swing for the fences when all you need is a basehit.
Gerri Willis leads a report for CNN Money on looking for part-time work instead of full time work. See the report here. It's based on anecdotal evidence that employers are shifting to part-time work for their employees, and it mentions some national companies that are hiring now. There's also a transcript.
The benefits of part-time work for your customers:
1. Build work experience.
2. End gaps in employment.
3. Gain positive references.
4. Some income.
Program benefits:
1. Customers become more employable.
2. Customer confidence/optimism rises.
3. For some programs, any employment is a positive outcome.
Here's an easy one: Don't swing for the fences when all you need is a basehit.
Gerri Willis leads a report for CNN Money on looking for part-time work instead of full time work. See the report here. It's based on anecdotal evidence that employers are shifting to part-time work for their employees, and it mentions some national companies that are hiring now. There's also a transcript.
The benefits of part-time work for your customers:
1. Build work experience.
2. End gaps in employment.
3. Gain positive references.
4. Some income.
Program benefits:
1. Customers become more employable.
2. Customer confidence/optimism rises.
3. For some programs, any employment is a positive outcome.
Baby Steps and Giant Leaps
The first goal any customer states when we start on an employment plan is "to get a job."
Narrowing it down, it becomes "get a construction job," get a job within 3 months," or "become President."
Working further, we use applicable skills and experience to form a desired but realistic goal, such as "get a job as a concrete laborer on a commercial building firm."
It's probably an accurate goal, but a lofty one that will make a jobseeker nervous, especially if there is a timeline on it. A timeline, though, is good for building a sense of urgency.
So then we try intermediate steps to reaching that goal: write a resume and cover letter, complete applications, find transportation, practice interviewing, etc.
Based on this Fast Company article, the intermediate steps should be a larger part of an employment plan. They are each goals to focus on rather than milemarkers to speed past.
Make perfect resumes.
Write perfect cover letters.
Complete and submit perfect applications.
Have the perfect interview.
Getting a job is an outcome of accomplishing these goals.
Narrowing it down, it becomes "get a construction job," get a job within 3 months," or "become President."
Working further, we use applicable skills and experience to form a desired but realistic goal, such as "get a job as a concrete laborer on a commercial building firm."
It's probably an accurate goal, but a lofty one that will make a jobseeker nervous, especially if there is a timeline on it. A timeline, though, is good for building a sense of urgency.
So then we try intermediate steps to reaching that goal: write a resume and cover letter, complete applications, find transportation, practice interviewing, etc.
Based on this Fast Company article, the intermediate steps should be a larger part of an employment plan. They are each goals to focus on rather than milemarkers to speed past.
Make perfect resumes.
Write perfect cover letters.
Complete and submit perfect applications.
Have the perfect interview.
Getting a job is an outcome of accomplishing these goals.
CoolMonsterJobsList.Com
Sometimes Monster and Career Builder are too impersonal. Sometimes Craigslist is too anonymous. Sometimes aggregators (indeed, jobing, etc.) are full of clutter.
Fast Company shares some interesting alternative job search sites.
Get paid to apply! Have recruiters look for you! Find your match!
Like The Ladders, these sites are not for everybody.
Fast Company shares some interesting alternative job search sites.
Get paid to apply! Have recruiters look for you! Find your match!
Like The Ladders, these sites are not for everybody.
Friday, February 20, 2009
Job Story - The Value of Soft Skills
FastCompany.com features an Edutopia.org video of Randy Nelson, Dean of Pixar University speaking about his company's HR values.
First, Pixar follows 2 core principles of improv that build teamwork and increase productivity:
1. Accept every offer. (a virtue also mentioned in Malcolm Gladwell's Blink)
2. Make your partner look good.
When hiring, Pixar looks for:
A. People who are good at something.--->mastery in anything is a good predictor of performance
B. People who had failed and recovered - haven't avoided failure.
C. Breadth- "people who are more interested than they are interesting": "no one trick ponies."
D. Collaboration: whole is greater than the sum of its parts.
Have you overlooked the importance of soft skills in your customers? They are a complement to education and experience.
The bulk of many direct services budgets go towards training to meet what Randy calls "depth-based" and "resume-based" hiring. These expenditures are frequently critiqued by pointing out that someone with the technical skills to do a job may find it difficult to get a job or keep it due to poor people skills: not being able to sell oneself in an interview, not cooperating, displaying a bad attitude, etc. Consider also that highly skilled individuals are competing against peers and possibly superiors. Even they need an edge to set themselves apart.
Your customers can prepare for Pixar-style HR screening by:
1. Identify and develop a strength.
1A. Relate the strength to work.
2. Establish coping strategies and support systems for dealing with failure.
2A. Build a track record of perseverance.
3. Move beyond comfort zones.
3A. Provide challenges and set high expectations.
4. Exercise teamwork, communication, conflict resolution, diversity, etc. as much as possible.
4A. Use mentoring, job coaching, group therapy, ROPES, and similar activities.
First, Pixar follows 2 core principles of improv that build teamwork and increase productivity:
1. Accept every offer. (a virtue also mentioned in Malcolm Gladwell's Blink)
2. Make your partner look good.
When hiring, Pixar looks for:
A. People who are good at something.--->mastery in anything is a good predictor of performance
B. People who had failed and recovered - haven't avoided failure.
C. Breadth- "people who are more interested than they are interesting": "no one trick ponies."
D. Collaboration: whole is greater than the sum of its parts.
Have you overlooked the importance of soft skills in your customers? They are a complement to education and experience.
The bulk of many direct services budgets go towards training to meet what Randy calls "depth-based" and "resume-based" hiring. These expenditures are frequently critiqued by pointing out that someone with the technical skills to do a job may find it difficult to get a job or keep it due to poor people skills: not being able to sell oneself in an interview, not cooperating, displaying a bad attitude, etc. Consider also that highly skilled individuals are competing against peers and possibly superiors. Even they need an edge to set themselves apart.
Your customers can prepare for Pixar-style HR screening by:
1. Identify and develop a strength.
1A. Relate the strength to work.
2. Establish coping strategies and support systems for dealing with failure.
2A. Build a track record of perseverance.
3. Move beyond comfort zones.
3A. Provide challenges and set high expectations.
4. Exercise teamwork, communication, conflict resolution, diversity, etc. as much as possible.
4A. Use mentoring, job coaching, group therapy, ROPES, and similar activities.
Tuesday, February 17, 2009
Nightly Unemployment Report
Dana Bate continues her advice for the unemployed in this transcript from the Nightly Business Report television show:
Surviving Unemployment.
Highlights:
1. Meditation for stress management
2. Focus on the present rather than worring about the future
3. Develop a purposeful routine
4. Stay involved in your industry
5. Be flexible and nimble: "24 hours could be too late."
Encourage your customers by promoting the same steps and by following them:
1. Calm your customers' fears. Relax and don't take on customers' stress.
2. Focus on practical tasks your customer can accomplish each day/week.
3. Provide structure during customer meetings. Complete tangible activities with your customer.
4. Alert customers to professional organizations, job fairs, and other gatherings.
5. Support daily and independent job searches. Does your customer's job search only consist of help you provide?
Surviving Unemployment.
Highlights:
1. Meditation for stress management
2. Focus on the present rather than worring about the future
3. Develop a purposeful routine
4. Stay involved in your industry
5. Be flexible and nimble: "24 hours could be too late."
Encourage your customers by promoting the same steps and by following them:
1. Calm your customers' fears. Relax and don't take on customers' stress.
2. Focus on practical tasks your customer can accomplish each day/week.
3. Provide structure during customer meetings. Complete tangible activities with your customer.
4. Alert customers to professional organizations, job fairs, and other gatherings.
5. Support daily and independent job searches. Does your customer's job search only consist of help you provide?
Insert Job Search Advice Here
In the first 2 sentences of her post at Nightly Business Report's XChange blog, Krystie Russin pins down why I started the Employment Specialist blog:
"Whenever I have read about how to get a job, all I find is generic advice. Go to college, work hard, send out a resume and your problems are solved, right?"
She starts a competent series with Finding a Job Part 1: Socializing and Finding a Job Part 2: Resume Writing. While the articles are not as groundbreaking as the ambitions she outlines in her opener, she includes insights based on personal experience.
These are part of a larger effort at the NBR website, Riding out the Storm.
Dana Bate chips in with the commonly suggested, "get out of the house."
"Whenever I have read about how to get a job, all I find is generic advice. Go to college, work hard, send out a resume and your problems are solved, right?"
She starts a competent series with Finding a Job Part 1: Socializing and Finding a Job Part 2: Resume Writing. While the articles are not as groundbreaking as the ambitions she outlines in her opener, she includes insights based on personal experience.
These are part of a larger effort at the NBR website, Riding out the Storm.
Dana Bate chips in with the commonly suggested, "get out of the house."
Even More Job Seekers
Unfortunately for unemployed job seekers, they are competing for jobs against people who already have at least one job.
Plus, as many job seekers fear during a recession, they are competing against individuals who could be considered overqualified but are premium candidates in this job market.
This is round 2 of journalists finding other jobs, but this time it's not a full career change.
Caitlin Kelly writes in the New York Times of taking a retail job to bring stability to her life as a freelancer.
When a customer mentions the rising unemployment rate, bite your tongue regarding the fact that there are additional job seekers who are not counted by any measures (not even counts of the underemployed).
The article also reveals what some people think of retail:
"When friends, family members and colleagues learned of my new job, some were puzzled, some supportive. Many wondered: Wouldn’t I be bored? Could I handle it?"
Plus, as many job seekers fear during a recession, they are competing against individuals who could be considered overqualified but are premium candidates in this job market.
This is round 2 of journalists finding other jobs, but this time it's not a full career change.
Caitlin Kelly writes in the New York Times of taking a retail job to bring stability to her life as a freelancer.
When a customer mentions the rising unemployment rate, bite your tongue regarding the fact that there are additional job seekers who are not counted by any measures (not even counts of the underemployed).
The article also reveals what some people think of retail:
"When friends, family members and colleagues learned of my new job, some were puzzled, some supportive. Many wondered: Wouldn’t I be bored? Could I handle it?"
Mr. Florida's Neighborhood
Richard Florida writes in the Atlantic about a geographic divide in the effects of our current recession. How will your region be affected? I'm not entirely convinced by his argument, but it's interesting and adds to analysis of the situation.
Before moving across the country, I consulted Richard (via his articles) on whether or not I should move and for confirmation that I was moving to the right place. Richard studies the relationship between cities and the individual people that live in them. He is best known for a theory that a "creative class" drives the economic success of a city. He explores city identity further in analyzing population demographics to rate cities.
Richard is one observer who has identified a trend in young people prioritizing geography over employment. He even advises people to focus on where to live before deciding on what to do, and even before choosing a spouse.
According to demographer Claritas, this is the change in moving from La Joya, TX (78560) to Portland, OR (97211):
La Joya
Bedrock America
Golden Ponds
Kid Country, USA
Old Milltowns
Suburban Pioneers
Portland (97211)
American Dreams
Money & Brains
Multi-culti Mosaic
The Cosmopolitans
Young Digerati
Visit PrizmNE to find out more about your zipcode and an explanation of those categories.
Visit Creative Class for more about Richard Florida's work.
Before moving across the country, I consulted Richard (via his articles) on whether or not I should move and for confirmation that I was moving to the right place. Richard studies the relationship between cities and the individual people that live in them. He is best known for a theory that a "creative class" drives the economic success of a city. He explores city identity further in analyzing population demographics to rate cities.
Richard is one observer who has identified a trend in young people prioritizing geography over employment. He even advises people to focus on where to live before deciding on what to do, and even before choosing a spouse.
According to demographer Claritas, this is the change in moving from La Joya, TX (78560) to Portland, OR (97211):
La Joya
Bedrock America
Golden Ponds
Kid Country, USA
Old Milltowns
Suburban Pioneers
Portland (97211)
American Dreams
Money & Brains
Multi-culti Mosaic
The Cosmopolitans
Young Digerati
Visit PrizmNE to find out more about your zipcode and an explanation of those categories.
Visit Creative Class for more about Richard Florida's work.
Puns Wanted
Anyone hanging on in a dying industry can be encouraged by newspaper reporter Michael Precker's career change. The Wall Street Journal reports that when opportunity knocked on Michael's door, she was topless.
All career change stories involve risk and leaps of faith, and many times this leads to unexpected rewards.
"Reporter Faces the Naked Truth"
All career change stories involve risk and leaps of faith, and many times this leads to unexpected rewards.
"Reporter Faces the Naked Truth"
Who's the Boss?
In the last decade, managers have been responding to the challenges of Generation X employees and preparing for Generation Y.
One of the overlooked changes in the labor market is that youth is now less of an obstacle to becoming a manager.
The Wall Street Journal looks at four strategies for young workers in management for the first time.
It also mentions one of the causes: companies firing high-wage veterans to promote lower-wage star achievers.
Other possibilities?
With job security and employee loyalty diminishing overall in the job market, there is also a decrease in tenured staff across industries.
Due to results based management, talent and performance have risen in value to employers while age and experience are losing value.
This trend is both a benefit to your young job seekers and a threat to older ones.
One of the overlooked changes in the labor market is that youth is now less of an obstacle to becoming a manager.
The Wall Street Journal looks at four strategies for young workers in management for the first time.
It also mentions one of the causes: companies firing high-wage veterans to promote lower-wage star achievers.
Other possibilities?
With job security and employee loyalty diminishing overall in the job market, there is also a decrease in tenured staff across industries.
Due to results based management, talent and performance have risen in value to employers while age and experience are losing value.
This trend is both a benefit to your young job seekers and a threat to older ones.
Monday, February 16, 2009
It's not the end of the world
The hundreds of thousands of workers who have been laid off recently probably don't see the current job market as one filled with prospects. However, a handful of those who have recently become jobless do not have to worry as much as the others: Elite CEO's and professional sports coaches and executives.
In addition to golden parachutes, contract buy-outs, and high net worth to fall back on, failed CEO's and coaches keep their tickets to a hiring carousel.
Conde Nast Portfolio has a pair of articles on careers that continue despite previous failures:
Carmen Noble on CEO Recycling and Neil Smith on Finding Talent in the Sports World.
Both articles provide insights you can use to redirect job seekers' frustrations in their own job searches. When someone complains about CEO's taking the money and running, remind them of two points:
1. ..."it's not uncommon to find a hire based on the idea that it's better to go with the devil you know versus the one you don't. Or ownership may have a personal bias toward a candidate that has little or nothing to do with their likely effectiveness." - Neil Smith
This certainly happens in all job searches.
2. Forces that job seekers can control (qualifications, hard work, applications) have the greatest impact on their success. Job seekers will not succeed if they focus their energy on the hiring and firing of CEO's, rise and fall of the stock market, and the housing bubble.
In addition to golden parachutes, contract buy-outs, and high net worth to fall back on, failed CEO's and coaches keep their tickets to a hiring carousel.
Conde Nast Portfolio has a pair of articles on careers that continue despite previous failures:
Carmen Noble on CEO Recycling and Neil Smith on Finding Talent in the Sports World.
Both articles provide insights you can use to redirect job seekers' frustrations in their own job searches. When someone complains about CEO's taking the money and running, remind them of two points:
1. ..."it's not uncommon to find a hire based on the idea that it's better to go with the devil you know versus the one you don't. Or ownership may have a personal bias toward a candidate that has little or nothing to do with their likely effectiveness." - Neil Smith
This certainly happens in all job searches.
2. Forces that job seekers can control (qualifications, hard work, applications) have the greatest impact on their success. Job seekers will not succeed if they focus their energy on the hiring and firing of CEO's, rise and fall of the stock market, and the housing bubble.
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