outplacement – Page 2 – New Century Dynamics Executive Search

May 12, 2016

Another Step Closer To…

Another week, and another step closer to publishing “Fighting Alligators: Job Search Strategy For The New Normal.” The artwork for the cover has been finalized. Actually, I hired a freelancer through Upwork to complete this task. Upwork is one of a number of on-line resources that connect freelancers to the market. Fiverr is another widely used service. I posted my job on Thursday afternoon, and by 10:00 a.m. Friday I had a finished product. Upwork operates like any other job board where employers post jobs for permanent hires with some notable differences. The service is menu driven, which is similar to Job Boards, but the overall feel is much more like a community. Think of Monster meets Facebook. UpWork is very interactive, unlike your typical job board.

Thursday afternoon I posted my job. The posting included a description of my need, my budget for this task, and my contact information. My project was open to all freelancers registered with Upwork. However, Upwork also provided me a list of highly qualified freelancers to consider. I sent those people a personal invitation to bid on my work. Within a few hours, 16 interested respondents had expressed interest in my job. These folks came from the four corners of the planet. The biggest concentration of applicants came from the U.S., the Philippines, Pakistan, and Eastern Europe. By clicking on their name, I was able to view their recent projects and references. Upwork helped the process by allowing me to archive people who were not a good fit and “like” candidates who I wanted to consider. I sent thank you notes to everyone I could. For those I considered serious contenders I sent a more detailed message and directed them to my web page. Imagery with an Alligator seemed obvious, but the cover still needed to be conservative, appropriate for my target audience. I also wanted a subtle reference to the digital age.

Friday morning I was in a text conversation with Vanessa, a highly recommended freelancer from The UK. Upwork provides for instant messaging and video conferencing through their portal. While we were chatting it up, so to speak, Vanessa offered a few mock ups that were most impressive. It was her responsiveness and speed of service that made the difference. I made her an offer and she accepted. Working with Vanessa was fast and effortless. After we had arrived at the basic layout and the correct species of reptile, we worked on my need for a subtle reference to the digital age. Within minutes, she provided three more mock ups with a bit of a digital feel. I settled on the least obtrusive of the three, and the project was complete. I am very pleased with Vanessa’s work, and so far, all of the critiques have been positive.

Completing this task is a great example of employment options in the New Normal. In a brief period of time, I evaluated the work of potential vendors from all over the globe. I chose my preferred freelancer, and we worked together in real time, arriving at a finished project within an hour. As soon as I was satisfied with the end result, I notified Upwork that the contract was complete and authorized payment to Vanessa. With the project completed, we provided each other with references.

While evaluating the freelancers interested in my project I learned that many of these folks are gainfully employed, earning extra money on the side via Upwork. Others are full-time freelancers who are active over a number of platforms. This is the “Gig Economy” sector of the New Normal.

Thank you for visiting my blog. I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com

March 2, 2015

It’s Not Personal. It’s Just Business

It has been a very interesting week. Most are these days. It wasn’t because it has been snowing in Atlanta, although that has created its own issues. No, what made this week interesting was the extremes of networking results we encountered. My team was reminded that not everyone is a viable networking partner. That will never change.

While discussing our business development activities I told a colleague about my progress with a new partner. This contact, John is a referral from an associate who recently joined our team. John owns a Professional Services Firm whose model is very complimentary to ours. He is very personable and clearly understands the benefits to networking. After three visits to explore mutual interests and opportunities, with a handshake, we agreed to work together to exchange leads and referrals. In fact, both of us have already made connections on behalf of the other.

I then recapped a list of people I had contacted to set up meetings in the coming weeks. When I got to a specific name my colleague stopped me. “Don’t expect any help from him. He is funny about referrals.” In other words, this person will accept your help, but don’t expect him to reciprocate. I was a bit surprised, to say the least. I was fascinated by my colleagues’ recap of several encounters that made his point.

It is a sad part of life that not everyone is interested in the give-and-take of effective networking. Some people, albeit a small percentage from my experience, are about taking, not giving. It may be conscious or not, but not everyone is blessed with the networking gene. It just isn’t in their DNA. I have seen this phenomena all too often in my work. I cannot count the number of people who would not give me the time of day when I called on them, only to find that I am their long-lost friend when they need my help. Clearly, not the norm. Over time it has been a source of amusement. I have recognized this to be a fact of life. It is a cost of doing business. It’s not personal. I have long had the policy of helping these “long-lost friends” as best as I can without expecting anything in return. Punishing bad behavior with equally bad behavior is a poor business practice which likely leads to bad Karma. It’s not personal. I took my colleague’s admonition to heart but still plan to follow through on our meeting. Who knows, it might lead to some interesting intel.

In life, I have learned that I cannot expect everyone to behave to my expectations. Networking is no exception. So, when planning your networking activities follow the 80/20 rule. Focus on those people who are adept at networking and avoid the takers. Help everyone you can without expectation. If they do not reciprocate, recognize their behavior for what it is, a cost of doing business. It isn’t personal.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

February 16, 2015

“We Will Sell No Wine Before Its Time”

The Paul Masson brand is best remembered for its 1970s marketing association with Orson Welles, who promised for Masson: "We will sell no wine before its time." An infamous outtake for one commercial from the Orson Welles campaign features Welles attempting to deliver his lines while very severely inebriated. From Wikipedia.

Recently, one of my best clients called to discuss an organization issue. The leadership was planning to terminate a key manager who was not meeting the expectations of the job. The partners, however, had different ideas as to how to fill the void to be created. Two of the partners were behind the promotion of a highly respected, but inexperienced employee. The CEO had another point of view, so he looked to me to provide an unbiased, third-party evaluation. His specific request was for a written report justifying our position.

The client company, a relatively new business, well-funded, it is headed by accomplished industry professionals. They have a proven concept and are moving into a period of rapid growth. In order to be successful it was our view that their key positions must be staffed with self-starters with proof of concept or rely on out-sourced solutions.

My first reaction was great pleasure to know that our firm was held in such high esteem to be chosen to complete this assignment. My next reaction was the realization that this request presented risk to our ongoing relationship. We would be touching on the political dynamics within my client’s culture. My goal was to give the client our very best advice packaged in a way that would be useful and accepted by all parties involved, a win-win-win. I was looking for a solution that would be a factual aid to the client’s decision; that would result in meaningful career counsel for their internal candidate; and which would demonstrate our integrity, protecting our long term relationship. After all, isn’t that the goal of any engagement? Especially since we focus on finding solutions that will ensure our clients long term viability.

The plan we developed consisted of six fundamental steps as follows:

Initial review of internal candidate’s experience vis a vis the client’s job description.
Personal interview with the candidate
Candidate’s completion of Career Insights Profile diagnostic to reveal personal strengths, orientation to work, and personal motivators.
Consultation with our associates to evaluate all relevant findings and craft the appropriate recommendation.
Recap findings and recommendations to the client.
Debrief key members of client’s team and internal candidate.

Our prep work revealed major gaps between the internal candidate’s background and the job requirements. Essentially she was too junior to have the skills and experience to perform the job.

My personal interview revealed that she is intelligent and articulate. She demonstrated her passion for the restaurant industry as a career choice, however she was uncertain about a specific path. She revealed stress related to less than clear communication and direction.

The results of her Career Insights Profile showed her to have a Supporter Style Profile. According to that profile, the candidate is “not outgoing by nature, they tend to rely on more assertive people to take the lead.”

Our team determined that putting this candidate in position at this time and without significant support and direction had a high probability of failure. We discussed the cost of failure to the client, both in financial terms and to their credibility as leaders. We spoke to the cost to the candidate’s ego and motivation to build her career. We believe that she will likely be a long term contributor given the proper positioning, training and development.

The debrief with the key players on the client team did not produce any significant challenges. Their decision now is to determine if they should initiate a search to fill the position in question, or to find an outside resource to manage that function. They must also give consideration to a development program for their internal candidate.

We were successful in this effort, accomplishing our goal for a win-win-win solution. We presented issues the partners had not considered. We were sympathetic to the needs of the internal candidate. We did not put on the hard sell to initiate a search or to provide the needed out-sourced solution. Our report was thoughtful and non-threatening. To successfully navigate any sensitive situation one must clearly understand the needs of all interested parties while maintaining one’s integrity.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

February 9, 2015

Jim, What am I Doing Wrong? IS Professionals in the New Normal

As I write this post it is a balmy 72 degrees with clear skies over Tampa Bay. Yes, life is good. I drove down yesterday to meet with my protégé as a part of the USF College of Business Mentor Program. Yesterday was down-time, so I caught up with friends and family. It was an interesting afternoon and evening that perfectly framed the “new normal.”

Upon arrival I enjoyed lunch, a few beers and a cigar with friends. Shortly after the arrival of our beer and a brief toast, Mark asked; “Jim, what am I doing wrong?” Mark spent 25 years with a global technology company, followed by 5 years with a local governmental body. Now unemployed, he is seeking his next opportunity. Mark is most adept at directing large teams, but not close enough to the actual technology. He is finding it difficult to gain employment in the same line of work. I reminded him again that those jobs don’t exist anymore and that he must explore other options. My comment to Mark was clearly hyperbole, but not completely. As in most recessions, employers have reconfigured their overhead to the chagrin of highly compensated executives. This time around, technology has created more options for employers, particularly out-sourcing. Everyone has heard about activity moving to “the cloud.”

Later that evening I had dinner with relatives. Christopher, a recent honors graduate, is learning his new job. He is literally on the front lines, using technology to help management make better decisions. Christopher is making a good salary and has some excess funds to save and invest. He had a lot of questions about investing, so we talked about 401ks, IRAs, and the benefits of mutual funds in general and index funds in particular. We also talked a little about advancing his career skills. He is like a sponge, soaking it all in.

His father has a good, middle-management job with a global professional services company. He spoke about his relief to have passed a series of technical proficiency exams required by his employer. He clearly understands the importance of staying current in his career, so he welcomed the training, even if it was a bit unnerving. Interestingly, Mark, Christopher, and his father, are MIS/IT/IS professionals, and USF Alums. I can hardly think of better examples of the current employment situation.

I am reminded of two IS Professionals I met recently through a referral. Chris and Joe have backgrounds very similar to Mark but they decided to start a Consulting Group when they lost their jobs. These guys have a very clear understanding of the new normal, taking a proactive approach to achieve their career goals. They have developed a positioning strategy which they are diligently working to validate via client acquisition. As with any start-up, they are having their ups and downs. The key take-away is that Chris and Joe are in the game. They are learning how to be relevant to the market, making adjustments on the fly. I am confident that their abilities and tenacity will ensure their success. I hope to be helpful to them in this connection.

If you are going to be in the game, (my metaphor for gainful employment) be in the game! We live in a very competitive world which requires constant learning to find your niche and maintain a competitive edge. The game has changed in the new normal. You must adapt or plan to warm the bench.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

February 1, 2015

2014 Was a Tough Year for Faith.

2014 was a tough year for Faith. Displaced from a Fortune 500 insurance company early in the year, Faith finally landed a great job before the Holidays. Faith is not her real name, of course, but it fits her well. Faith is in her mid-50’s, single, with an excellent image and a solid work history. Admittedly, her last job was not a good fit to her profile. She is excellent at building relationships and supporting customers so she is much better suited to the Account Executive job she eventually landed. Faith is also the inspiration for many of my blog posts.

I have known Faith for over ten years. We are friends, and partners in a networking group. She considers me a mentor and I consider her my go-to person for information on insurance matters. She is a role model for anyone in transition. Faith was not surprised to have lost her job. Her employer had been through a lot of change and turmoil. She took the news in stride and was totally professional on her exit. She did not spend much time wallowing in self-pity, but got right to work. The first step in her journey was to develop a job search strategy.

She spent a lot of time with friends and colleagues, listening to their thoughts and advice. By the end of this process she came to understand that she was best suited to working with existing clients, building relationships that would keep them in the fold. This revelation become the foundation for her job search strategy. Since her entire career has been in the insurance industry, she focused on opportunities in that field. The insurance industry has seen many changes, however, new opportunities are emerging. Faith understood that she had many viable options. Crafting the right strategy led to a very positive result.

This is not to say that it was smooth sailing for Faith. It was a tough, grueling search. There were many ups and downs. Great opportunities came and went. Prospective employers took their time moving from one step to the next. In some cases, employers changed their thinking and canceled searches. The length of time involved in her search was a constant source of frustration. She knew she was doing all the right things. She knew that she could not control the employer’s selection process. That was what made it so frustrating. Their timetable was beyond her control. It is easy to say that you should not worry about that which you cannot control. It is something else entirely to live it. I am sure she got very tired of my reminder; “the employer does not work off your timetable.”

Faith’s coping skills were put to the test and then some. But she is well grounded and stayed true to her plan. She maintained a positive, optimistic attitude. She made optimal use of her network, gaining strength from their support and encouragement. Always enthusiastic about leading a healthy lifestyle, Faith maintained her exercise routine and diet. She also pursued opportunities to take on short-term assignments to help supplement her cash flow needs. She is a class-act and true professional. She kept the faith. Eventually it paid off. The lesson is to begin with the right job search strategy then work your plan. Stay focused, stay positive, and stay in the game.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

January 21, 2015

Developing your Job Search Strategy: Specialists are the Rage

As I draft this post I am reminded of three current clients. One is a small, growing enterprise trying to optimize its resources to aid in profitable development. A second is an established manufacturer reorganizing itself for sale. The third is a large company which has made a number of acquisitions that must be integrated into their core business. Each of these businesses compete in diverse industry segments following different strategies to achieve their objectives. As one would surmise the experiences they look for in potential hires is distinctive. You can be certain, however, that the hiring managers in these companies are looking for senior executives with experience that matches their particular situation. Call it situational experience.

It occurs to me that this is a fair representation of the “new normal.” The career opportunities are declining within large established companies. Major corporations have learned to be more efficient with less. They offer fewer opportunities for middle managers and highly compensated, over-50 aged candidates. However, the organizations currently looking for people are emerging companies or those working to find a relevant niche. Emerging brands, PEG portfolio companies, established companies repositioning themselves and those experiencing major change are looking for people with experience that closely matches their situations. These situations may be more risky but they can be very rewarding. Private Equity Groups want C-level candidates who have experience working with PEGs. If the employer is a start-up, they will be looking for people with start-up experience. If they are preparing for an IPO they are looking for people with IPO experience, especially CFOs and controllers. You get the point. Today, employers are looking for specialists who can make an immediate impact. They are looking for people with situational experience. Generalist backgrounds are not in demand so much, especially for the 50+ age group.

There are three primary components to one’s career positioning strategy: Job Function; industry segment; and your pay grade. All of these components are fairly straight-forward. Begin by evaluating your experience to understand where you have particular strengths and experience which can be packaged as a specialty. Seriously, this task cannot be that difficult. After all, personal experience gained with LBOs, mergers and acquisitions, rightsizeings, and re-organizations are all great examples of situational experience. Perhaps you have been involved in implementing new hardware and software solutions to automate processes. Or you have been involved in re-engineering activities to help employers become more efficient. Experience gained in involvement with a company turnaround can be invaluable.. Maybe you have been in a family-owned business or experienced an IPO. Maybe you have been involved in a successful Chapter 11 reorganization. There are many employers today who face those same issues. They are looking for you!

Hiring managers have become very particular in their requirements. They seek industry-specific candidates with situational experience. The key to a successful job search is to position yourself as a problem-solver who will assuage the hiring manager’s risk aversion. The Over-50 job seeker must have a career story which speaks to high-value, specialized knowledge and experience. The flexibility of today's word processing software allows you to create resume versions tailored to emphasize certain parts of your background, positioning you as a specialist.

Think about your career. Find those common threads that you can position in a compelling way to fit the new normal.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

December 23, 2014

Jump Start Your Job Search in 2015: Reflect – Recharge – Regroup

The New Year is upon us. This is the season to take a break; enjoy time with friends and family, and prepare for the New Year. One can easily lose themselves in the hustle and bustle of shopping and celebrating. It is also a time to assess our progress for the year; to express our gratitude to family, friends, and clients; and to make resolutions for the New Year. So, why wouldn’t you want to align your job search with the cultural expectations of the season? You may be new to the job market, or you may have been in search for many months. Whatever your situation, this is a great time to reflect, recharge, and regroup.

Reflect

Evaluate your Job Search Strategy for its relevance. Is your target Job/Industry Sector still viable? What about Plan B and Plan C? Are your plans still viable? This is a good time to validate your job search strategy. What activities were most helpful? Which were not? Who has been helpful to you? Have you been spending your time wisely? Make a point to do more of those activities that seem to be getting you closer to your goals, and less of those that aren’t.

Re-charge

Take a break, enjoy the season. Don’t quit all job search activities, but dial it back a bit to have time to gain perspective. Managers don’t stop their recruiting during the holiday season, but they do slow down their activity. Likewise you should change your priorities a bit. Make time for friends and family. Re-charge your batteries so to speak.

I know many people, employed and unemployed, who use this season to reach out to people who have had an impact on their lives. Sending Greeting Cards is an obvious way to say thank you to people who have been important to you. If you want to really make an impact try a phone call or a face to face meeting. I have been a bystander to one such call when I was doing a market tour with a subordinate. I can honestly say that the impact on my subordinate was profound! Reach out to your network to thank them for their support and to update them as to your plans.

Regroup

Ensure that your resume and cover letter is still relevant and pithy. Make sure that your Internet presence is current. Are you a participating member in relevant Industry/Career Interest Groups? Is your LinkedIn profile complete? Have you checked your Face Book account to ensure that it is aligned with your goals? God forbid that your Face Book account is counter-productive. You should consider starting a blog, even if it is just a chronicle of your job search. Set new goals and objectives for the completion of daily, weekly, and monthly activities. Have a system to track activities and measure progress toward your goals.

In summary, use the waning weeks of 2014 to reflect on your efforts; recharge your emotional account; and regroup by developing a revised plan for 2015. Express your gratitude to those who have been helpful, especially friends and family. Take stock of your efforts of 2014. Do more of those activities that took you closer to your goals, and less of those that did not. Develop revisions to your plan to include a system to track your efforts and your effectiveness. Align your job search to the traditions of the season to ensure a successful job search.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

November 30, 2014

Manage Job Stress: Build a Support Group

In my blog I often speak to the importance of networking. It is how people actually find jobs. My seminal point about networking is that your goal is to build a team that will help you land your next job. Networking helps you spread your message, and capture opportunities that match your goals. Your network provides many other benefits, none the least of which is the human contact which helps mitigate the stress associated with job search. Within that team, I recommend that you have a subgroup, a core team, who you confer with more frequently. Call it a support group for now.

Being in job search can be a lonely, frustrating place. There is a certain amount of isolation created when you are without a regular place to go to work with other people. It is a time when dark thought can grip you, causing you to sink into a period of despair. The best way to avoid that situation is to have an effective support group. There are many models for support groups, but ultimately you want to assemble a group of people who have been in your situation, who have successfully navigated through job search, and who have an understanding of your particular career track. Another way to describe these people is “peers.”

The support group that I recommend is one that will help you brainstorm options; assist in key elements of your search; provide emotional support and help mitigate the isolation factor. A good job search support group will help you with problem solving, and motivation. They will inspire you to meet all challenges put in your path. Of the utmost importance, these people must hold you accountable for your actions. In fact, this is the model for a Master Mind Group.

The Master Mind concept is hardly new. In fact, it is ancient. However, it was the 20^th century self-improvement guru Napoleon Hill who coined the phrase “Mastermind Alliance” in his book, “Think and Grow Rich,” published in 1937. Hill’s work, inspired by Andrew Carnegie, was the result of interviews he conducted with highly successful people. One common thread he uncovered was that successful people relied on a core group of like-minded individuals who were helpful in goal-setting, coaching, and encouragement. Hill spoke of a mastermind group as “The coordination of knowledge and effort of two or more people, who work toward a definite purpose, in the spirit of harmony.” Using a Master Mind Group in your job search is another powerful source of leverage.

So, who should you include in your Master Mind Group? I already made the point that your Master Mind group must be experienced in job search and familiar with your field. They should be people who you would consider mentors. People you hold in high regard, whose opinion you will respect even when their counsel is difficult to hear. Above all, they must be committed to play a prominent role in helping you with your search.

Employing the Master Mind Group concept in your job search is another powerful source of leverage. Your group will help you become more effective in your search, while minimizing the isolation factor and mitigating stress. You will likely want to keep this group working with you after you land that next job, ensuring your career success.

Thank you for visiting my blog. Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

The Master Mind conceptdster Mind Group. bute for these people is that they hold you accountable for your actions. If fact, this is is hardly new. In fact, it is ancient. However, it was the 20^th century self-improvement guru Napoleon Hill who coined the phrase “Mastermind Alliance” in his book, “Think and Grow Rich,” published in 1937. Hill’s work, inspired by Andrew Carnegie, was the result of interviews he conducted with highly successful people. One common thread he uncovered was that successful people relied on a core group of like-minded individuals who were helpful in goal-setting, coaching, and encouragement. Hill spoke of a mastermind group as “The coordination of knowledge and effort of two or more people, who work toward a definite purpose, in the spirit of harmony.” Using a Master Mind Group in your job search is another powerful source of leverage.

Thank you for visiting my blog. Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

November 17, 2014

Coping Strategies for Job Search: Leverage

You have often heard that it is unwise to “put all of your eggs in one basket.” I guess that would be part of a farmer’s risk management strategy. Or you may have heard someone ask, “what is plan B, in case plan A doesn’t work out?” Or, “what is your exit strategy if everything goes to hell?” Understanding the risks associated with any endeavor and developing a mitigation plan is always a good practice. Knowing that you have covered your risk can be comforting, lowering one’s stress level.

I advise my candidates and coaching/mentoring clients to take a multi-pronged approach to find new employment. Looking for a new job, in the same industry segment, performing the same function is the obvious place to begin. Expanding one’s search into other industry segments and with emerging companies is highly recommended. I also advise my candidates to explore other options such as consulting or taking on short term projects; and to consider starting their own business, including the purchase of a franchise. An important point to consider is that the multiple prong approach is complimentary. In other words, you exercise the same activities in each prong of attack; networking, sending out resumes, talking to prospective business associates, and analyzing opportunities. Another term for this approach is leverage.

Pursuing multiple career paths has benefits one might not expect. The analysis of a franchise opportunity or buying/starting an independent business is stimulating and broadens one’s thinking beyond their comfort zone. It will lead to an expanded network which will reveal other opportunities. Taking on consulting projects keeps one in the game and helps to maintain cash flow. It is an excellent way to stay relevant and to prove one’s value to an employer, often leading to an offer of full time employment. Multiple avenues of attack for the job seeker keeps the search interesting, will generate immediate cash flow, and mitigate stress.

Why You Should Pursue Multiple Search Strategies

Will make your search more interesting; reduces boredom and anxiety:
Increases your options, shortens your search time.
Complimentary activities.
Not for Profit/Volunteering.
Giving back improves one’s sense of well being
Project work or short term .
Sharpens the saw.

Working with a “Not for Profit,” or doing volunteer work is another consideration. The very nature of giving back to the community is fulfilling for most people. These activities will place you in contact with other philanthropic people, broadening your network and potentially leading to new opportunities.

Pursuing multiple employment strategies is particularly viable for the over 50 job seeker. The world has changed. In all likelihood, the job you just left has been eliminated, outsourced, or filled by a younger, less expensive manager. All industries are restructuring, so your job may not exist at other companies in the same segment. You must adapt to this new environment. You have the benefit of experience and valuable skills. Your goal is to find new opportunities to employ your skills and experience. Coming to grips with this new reality will improve your prospects, shorten your search, and mitigate your stress. A complete but manageable strategy with multiple lines of attack is the answer.

Thank you for visiting my blog. Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

November 7, 2014

Coping Strategies for Job Search: Develop a Plan/Keep a Journal

Let’s face it; the single most important stress factor to any job seeker is financial. “Will I find a new job before I run out of cash?” Will I deplete my savings? Will I lose my home? All are very real possibilities which can be overwhelming. To be sure, the worst case will result if one becomes paralyzed by those thoughts and fails to engage in the process. Realistically, this is uncommon for accomplished professionals who have overcome challenges throughout their careers. You have the personal attributes and skill sets to be successful in your job search. Your goal is to find the best possible situation in the least amount of time, resulting in minimal disruption to your life style.

I am a planner by nature, and by training. When I am faced with a new or challenging situation my fallback position is to execute the problem-solving/planning cycle. Analyze your situation; evaluate options, set goals; track activity; re-assess; make adjustments; then set new goals. Developing a plan, committing that plan to paper, and working that plan gives me a measure of comfort which helps manage my stress level. So, while in job search I employed my organization and planning skills which never failed me.

The starting point for your plan is to assess your skills and experiences. Then, determine where your background matches opportunities requiring your profile. The obvious starting point is to find another employer in the same industry segment, doing the same job. But, that is just a place to start. In all likelihood the best opportunities will be somewhat different from your last situation. It is likely that a smaller, emerging company in a different segment will be your next employer.

Elements to factor into your plan:

Establish a realistic time frame to find a job which includes the worst case scenario.
Clearly define your compensation and geographical requirements
Clearly define your primary and secondary employer targets
Ensure that your primary strategy involves networking
Build an effective yet flexible weekly routine
Keep a diary
Communicate, communicate, communicate

My average search takes 90 days from start to finish. Depending on the complexity of the assignment and the season of the year, a search can vary by 30 days, plus or minus. I tell people in job search that the old adage of one month of search time for each $10K of salary is still appropriate. This statistic should help the job seeker develop a realistic time frame for their search. For most people, especially those who have neglected their networks, it may take up to 90 days just to reassemble and engage your network. Most jobs are still filled via networking activities so, prepare to spend 80% networking.

An important element to the success of any plan is a system to track your effort and results. Job search is no different. Keep a record of who you have talked with, the nature of that discussion and follow up issues. Analyze your efforts. If your plan seems to be working, stay on it. If it needs some adjustments, make those adjustments and establish new goals. Write down your thoughts and feelings for successes and failures. Plan your work and work your plan. This is the single most important way to ensure a successful job search, and minimize your stress.

Thank you for visiting my blog. Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com