SMART Moves for 2017

In my previous post, called "Time to RECAP the Year," I mentioned that I would next publish a SMART approach to approaching the new year.

Here it is, five practices that will make you a SMART job hunter.

S = Strategy: Do you have a strategy for your job search in 2017? What is a strategy, you wonder? Essentially, if you have a strategy, you have a battle plan.

The word strategy comes from "strategos" and means the art of the General. An effective commander knows what she is after. The Objective is clear. The Plan for achieving the objective is laid out as a roadmap. The Obstacles have been identified and the Resources will be marshaled against them.

M = Market: How do you find potential employers? Like a Big Game Hunter tracks and snares his prey. With clear intent and unrelenting pursuit. You know what you want. You know your market. Because you know your Product. And the product is You. Remember: when you are in transition, you are in Sales & Marketing.

A = Acquisition: How do you rise above the rest of the job hunters out there? They want a job. But you are looking to acquire opportunities. Opportunities to connect and expand your network. Opportunities to learn and enrich your knowledge. Opportunities to help lift others up who may also be in transition.

Sure, you want a job too. But think about it for a few minutes from the point of view of the recruiter who is beating the bushes to find and attract some good candidates. Great recruiters are also seeking new contacts, new information, and new ways to help others. You are doing the same thing from the other side of the equation. So get into acquisition mode.

R = Research: How do you wow the employer? By demonstrating how much you know about him or her. You did your research, using your network, LinkedIn, and other resources on the internet. You prepared a list of questions to ask. You know so much about the employer that you may actually stun the interviewer.

T = Target Companies & Tools: The smart job hunter doesn't hunt jobs. Rather she hunts companies. What companies are "in your sights?" Where do you want to work? How will you penetrate them and raise your visibility with them?

The well-equipped job hunter always carries his most trusty tools, especially business cards, a pen, a fully charged cell phone, and a box of "Thank You" note cards.

But the Swiss Army Knife of all job search tools is one's network, the people you know, the people you can count on, the people who are looking out for you.

One last thing: An important component of your strategy is your Story. What is your story? Your Story is your Brand. Telling your Story is the way you sell the prospect.

Why would an employer hire you? Because you told the best story. The story of Who You Are. And the value that you can bring to the employer's organization.

Be smart, baby. Be smart.

Terrence Seamon helps career transitioners to reach their goals. Follow him on twitter @tseamon, and connect on LinkedIn.

Time to RECAP the Year

As the end of another year draws closer, our thoughts often turn to parties and presents.
You also have an opportunity. The Year's End is a good time for reflection.
At this time of year, when things get somewhat quieter, you have the opportunity to look back over the year and take stock of what has gone on. What did you hope to accomplish vs what actually panned out.
To help guide this process, here are five steps to take to RECAP the year.
Review the results you obtained this year. Did you reach your goals? Did you come close? Or were you blown off course by winds of change?
Examine your effort and note the effect. What did you do that worked? What didn't seem to work?
Connect for conversations you want to have with key people in your network. One of the best ways to reload your thinking is by communicating with others.
Address the actions you need to take. What could you start doing in 2017 that would bring you different results?
Plan for progress next year. What targets will you set for 2017? In the next blog post, I will present the SMART way to set goals for success in the coming year.
Make time during this holiday season to look back over 2016. It will be a helpful way to get ready for 2017.
Terrence Seamon helps his clients to make the most out of Life. Follow him on twitter @tseamon, and connect on LinkedIn.

Got a tuxedo? You're hired!

My son David, a rising young actor, musician, and teacher, told us an interesting true story the other day. He was contacted by a casting agent for the TV show "Blacklist." The caller said, "We understand you own a tuxedo." Apparently, the casting agent was looking for extras to populate a scene where people in fine dress would be mingling at an upscale party.

We asked our son, "How did they know you own a tuxedo?"

Dave explained that some time ago, at another acting gig, he had filled out a form about his background as an actor. One of the questions asked if he owned a tuxedo. Since he had purchased a tuxedo for a wedding, the answer was "Yes."

Somehow that questionnaire made its way to the "Blacklist" casting agent. And my son scored an acting gig on TV.

So the career questions for You and me are: What are we known for? And: Who knows about it?

Let's look at both.

What are we known for?

Each of us has skills and capabilities. Each of us has experiences and accomplishments. If we have taken the time to think about it, we know what these are.

But how about others? What do they know about us? Do others know that we "have a tuxedo?" In other words, that we have desirable skills and qualities needed in our respective fields?

How do we get the word out to others? Have you completely filled out your LinkedIn profile? Have you carefully planted the keywords that are relevant in your line of work? Are you an active user of LinkedIn, posting weekly updates on your activities to those in your network, and actively participating in group discussions?

Who knows about it?

Who are the "casting agents" in your case? Who are the people in your field who need to know what your capabilities are?

One of the elements in today's challenging career management process is "visibility." How do you raise your visibility to people who may be on the lookout for skills such as yours?

The strategy for visibility is to "put yourself out there." Way out there. Much further than you might ever have previously considered.

For example, are you active in your professional association? Have you ever thought about giving a presentation to a group in your field? Have you ever thought about writing an article about some specific facet of your expertise?

Have you ever thought about picking up the phone and calling a Decision Maker to introduce yourself and discuss with him or her how you can help improve their organization?

Terrence Seamon is a career coach who helps his clients figure out what they want to do and how to achieve it. Follow him on twitter @tseamon, and connect with him on LinkedIn.

On Being "In Transition"

Nowadays, we have all-too-easily adopted euphemisms (such as "collateral damage") that keep us at a safe distance from uncomfortable realities.

One such reality is job loss.

The phrase "in transition" is commonly used these days to refer to those who have lost a job and are now in search of another. Or to those who have decided to leave a career path in search of a new one.

A colleague of mine here in New Jersey, who is dedicated to helping professionals in Finance who are "in transition," is fond of saying "We are all in transition."

Now that is a true statement we would do well to ponder.

As a "career transition consultant" who provides one-on-one coaching support to clients who are "in" career  "transitions," I find it a helpful metaphor. It is about change. Sometimes it is even about transformation.

Just as our organizational clients struggle with change, individuals who are "in transition" may struggle. Sometimes for years.

Terrence Seamon helps individuals and companies in their struggle with change. His company is Facilitation Solutions. Follow him on twitter @tseamon, and connect with him on LinkedIn.

The 3 Types of Questions in Interviews

There are three types of questions in interviews:

1. the questions they will ask you

2. the questions you ought to ask them

3. and the questions you should ask yourself

Let's look at each type.

Much is written and said about Type 1 Questions. This is as it should be. A key part of preparation for an interview is to think in advance of the questions the employer is likely to ask you.

One of the goals of the employer is to determine if you can do the job. So they will ask a variety of questions about your skills, experiences, and accomplishments. Be ready to tell your CAR stories as a way to convey your capabilities and value.

It is also vital to anticipate the "tough" questions they may ask, such as 'Why did you leave your last position?' Another tough question deals with gaps in your work history.

Since there are many excellent resources for this type of question, we will leave it there.

As for Type 2 Questions, these are ones that the savvy job candidate asks. They come from the homework she has done on the company, including online (and library) research as well as tapping her network for information. She has studied the job description and annotated it with comments and questions about the role and what appears to be expected.

Such pre-work is a must! The more you have delved into the Job and the Company, the more you will feel ready to engage in a conversation with the employer. And it will provide a basis for preparing a list of questions to ask the interviewer.

What sorts of questions? Questions about the job and the role, about the business, and about the culture.

Why are Type 2 Questions so important? There are several reasons. They show you have done your homework. They demonstrate your interest in the company. And they help You to gather vital information that will help you decide if this company is right for you.

Which brings us to Type 3 Questions, the ones you must ask yourself. Questions such as...

Am I ready for this interview?

Have I prepared my CAR stories?

Do I know my value?

Do I want this job?

And after the interview...

How did that interview go?

Do I still want this job?

Do I want to work for this company?

What must I do next?

Terrence Seamon helps career transitioners to achieve their goals. Follow him on twitter @tseamon and on LinkedIn.

Five Hacks for Risk-Taking Transitioners

Some job hunters are impetuous. Understandably so.

They want to get back to work so fiercely that they are willing to take project work as a "hired gun" to assist a company that is desperate for some help.

Typically, these job hunters are highly experienced and accomplished. They may have attained a high level in their career progress. Or they may be a deep expert in a particular field.

Highly motivated, they tear into the search so aggressively that they generate opportunities quickly.

In the past year, I have had several such clients. When they reached out to their connections, they were presented with appealing (and financially attractive) short-term consulting opportunities. So, needing the work, they took the plunge. Now several weeks/months into the consulting assignments, they see that "the end is near" on the work, and they are no closer to their next job. 

So I reached out to some of my network contacts to "crowd source" some hacks for this dilemma:  

How can a job hunter, who is consulting, keep their job searches active when they are very busy and don't have much energy left for the search at the end of the day/week? 

Ed Han, facilitator of Land Faster, responded:

Terry, good morning!

Consulting can be a challenge in its own right, as can running a job search. So here are a few hacks that come to mind:

• Make the time over the weekend to update the resume with the experience and skills gained/used in the consulting assignment
• Schedule time in the middle of the day to review possible opportunities and engage recruiters or other parties presenting attractive options
• Network with everyone possible on the assignment and keep the eyes open for opportunity
• At the midway point of the gig, evaluate the likelihood of the assignment being extended and increase the mid-day window where possible

I hope these are helpful.

Sheri Brown, Career Specialist with JFS, had these thoughts:

Terry-Thanks for reaching out about this.  I tell my clients that they need to stay engaged with their network by sending them a “newsletter” every 6 weeks or so about what they are doing and what new skills they are learning, etc.  I also encourage them to stay active on social media with their connections.

And Kathleen Santucci, Workforce Development facilitator, offered this sage wisdom:

Hi Terrence,

What I have is a question. Was the job seeker not keeping up with the job search because they were tired as you stated or did something else get in the way?   Is a lack of energy the result of being overworked, down in the dumps or was the consulting engagement time-line left too open?   

I tell job seekers to keep the future in mind, understanding what they have is a consulting engagement with a beginning and end date perhaps.   Keeping up on the social media side might prove energizing and engaging for the job seeker and help overcome the lack of energy. 

What the “experts” are currently saying is by the year 2020, 40% of the workforce will be contractual, temporary, contingent, etc.  Where does that leave everyone?  It’s a concept that requires a mindset and planning change.

To sum up this wisdom, here are five hacks to use if you decide to take on a contract assignment:

1 Make time to update your resume (and LinkedIn profile) to reflect what you are currently doing.

2 Stay engaged with recruiters and other sources of opportunity such as job search groups.

3 At the mid-way point in the gig, evaluate your options. Can the gig be extended?

4 Keep engaged with your network. Send out a periodic "newsletter" via email to let them know what you are doing. Stay "visible" so that you will be "top of mind" for people who are looking out for you.

5 Keep the future in mind. Be ready for contingent work to become the New Normal.

Lastly, don't let the contract work drain all your energy so that you have no bandwidth for your longer-term objectives.

Terrence Seamon helps career transitioners to achieve their goals Follow him on twitter @tseamon and connect on LinkedIn.

"And the award goes to..."

An interview question, inspired by the Emmy awards, occurred to me the other day:

"If you were to receive an award in recognition of an accomplishment of yours, what would it be?"

I don't think such a question is asked much if at all. But it would reveal some things about the applicant including their humility and self-awareness. 

Whether you are asked this question or not, if you are a job hunter, you would do well to ponder it. How would you answer it?

What have you done that is worthy of distinction?

Not everyone receives recognition for their work. Few of us get accolades that we can proudly point to.

And many of us are modest and tend to put our "lamp under a bushel."

But if we are honest with ourselves, we all have done something in our careers that we feel good about. Some accomplishment that we worked hard to achieve. Maybe even despite obstacles that we encountered.

Before your next interview, take the time to review such accomplishments. Write it out. Be descriptive. Set the scene. What was the goal, or project, or problem? Who was the customer? What actions did you take? Why? And what was the outcome? Be sure to finish with the results you achieved.

Take pride in what you have done.

Believe in yourself.

If you are sold, you can sell.

Terrence Seamon advises job hunters and career changers. Follow him on twitter @tseamon, and on facebook Facilitation Solutions.

The Potential Job Market

It's commonplace in the job search field to speak of the "hidden" job market. The term "hidden" refers to the jobs that are not on the job boards.

They may be jobs that are currently posted on internal job boards. Or they may be identified positions that are not yet approved requisitions.

One of my clients recently landed and he met with me to say, "Terry, You were right about the so-called 'hidden' job market. But that word 'hidden' is not exactly correct."

Here's what he meant.

In the course of his job search, he reached out to colleagues in his network, even those from years ago.

One of those, from over ten years ago, was happy to hear from him. They reconnected.

They started to talk about stuff they were doing and stuff they were both interested in.

It became clear, as the conversations went on, that there was mutual interest in working together again.

Eventually the conversation became a job offer and my client went back to work.

My client then said to me:  "There was no hidden job. There actually was no job at all! Just a desire to work together again on an exciting new venture."

So what just happened in that case?

My client discovered the "Potential Job" Market, a market place of relationships where employers meet people they may already know and discover new possibilities for joining forces. 

Terrence Seamon assists people in job search and career transition. Follow him on twitter @tseamon

Is it time to Get Out of the Box?

It's not unusual for a job search to stretch on for months. There are many possible reasons why this is often the case. One of those is that job hunters can develop some "bad" habits. The one I want to address in this post is Staying Inside the Box.

By Staying Inside the Box, I mean doing everything right but not taking risks.

In recent months, some of my clients have ventured Outside the Box and have achieved success. Here are some of the risky things they tried...that worked.

Display your expertise - One of my clients wrote a Pulse post here on LinkedIn that demonstrated his knowledge and expertise in his field. Soon thereafter, his phone rang. It was a former colleague calling, triggered by reading the post. The two started talking and it culminated in a job offer.

Hang out with hiring managers - The phrase "hang out" comes from wise job search adviser Nick ("Ask the Headhunter") Corcodilos who often says, Hang out where the likely action is. In other words, where are You likely to find the employers you are most interested in? If you are in the pharma or chemicals industry, join ChemPharma, a networking group dedicated to that industry. If you are a Project Manager, join PMI. By joining the relevant industry organizations where your target employers hang out, you increase your exposure to them.

Talk shop - When it comes to networking conversations in professional organizations like the ones above, every job search coach recommends "Don't ask for a job." Instead, talk shop (again a 'hat tip' to Nick Corcodilos for this). Talking shop means asking the other person about their business. Show interest in them. Ask questions. Engage them in talking about what matters most TO THEM. It will become apparent, as the conversation goes along, that you have something of value to offer.

Offer to advise - Sometimes, you will be talking shop with a potential employer, but finally the employer will say something like "Gee I wish I could have you join my company, but we have no money/no opening/ no budget." Your response could be, No Problem! Consider me an adviser. I'll come in, take a look at your operation, and give you my recommendations. If you like them, you can offer me something (i.e., compensation) in return. If you want, I can come in on a regular basis (i.e., a retainer).

Contact your rejecters - Most job hunters get turned down. It's to be expected. But how many job hunters go back to those rejecters and offer a counter-proposal? I recently read about this idea in a Pulse post where the author said that he re-contacted all the companies that had turned him down. He offered to consult with them in case they needed extra help. Out of all that he reached out to, he heard back from only a small handful. But of those, several said Yes.

Have you heard of any other out-of-the-box ideas for job hunters? Please write them in the comments.

Terrence Seamon works with career transitioners. Follow him on twitter @tseamon

The RASDA Cycle

What is the RASDA cycle, you ask?

The letters stand for:  Rage, Anger, Sadness, Desperation, Acceptance

After reading the heart-breaking post by Kim Williams, about being fired from Intel after 28 years of dedication and hard work, it occurred to me that these feelings --Rage, Anger, Sadness, Desperation, Acceptance-- may capture the essence of what many go through when they are involuntarily terminated from their employment.

Rage may be the first. "How dare you take this from me!" Job loss is a drastic thing. You lose a lot:  your identity, your status, your office, your team, your customers.

You lose your income.  As a client of mine said to me the other day, "I went from six figures to zero in an instant."

I have often said that anyone who is thinking of firing somebody ought to go through the experience themselves in order to know first-hand what they are about to inflict on another human being.

Anger may come next as the fire of Rage subsides somewhat.  Anger at the Company, at the Boss, at the way the termination was handled. This is often a phase of blaming, of hurt...and for some, anger at one's self.

When I read how Kim Williams was escorted off the site like a criminal, my heart broke for him. That is no way to treat someone who moments before was a solid employee of the company.

Sadness and Desperation may come next as the days turn to weeks, and the weeks turn to months, during a period of transition where nothing seems to go right. No interviews, no call backs, no offers.

If you are lucky, the feeling of Acceptance may arrive at last. Acceptance can mean many things. It may mean that you have decided to "let go." Holding on to the past will not bring back what was lost.

Acceptance may mean that you have decided to face the facts without blinders on. Ask yourself, "Here I am. Now what?"

Acceptance may mean that you have shifted your gaze to a focus on the future. Ask yourself, "What next?"

Acceptance may mean that you have opened up to new and different possibilities. Ask yourself, "What else can I do with the skills I have, with what I am good at?"

Acceptance may be the doorway to your next chapter.

Terrence Seamon has been through the RASDA cycle several times. Follow him on twitter @tseamon

Shift Happens

Last night, I was a panelist, along with four other coaches (Christine Clifton, Dan Hollis, Kim Luthy, Casey Carpenter), in an event called Shift Happens, moderated by Meredith Eckert.

Produced by Sara Greenhouse of Generate Buzz, the aim of Shift Happens is to recognize that we all encounter adversity, whether it be setbacks, losses, and disappointments in Life or in Business, and to provide stories and wisdom that contain tips and strategies for resilience and self-empowerment.

Well, let me tell you, it was a thrilling experience!

Each panelist spoke from the heart and shared real life challenges --including illness, job loss, bullying, divorce, career change, death of a spouse-- that he or she was somehow able to overcome by tapping into resources including...

- sense of Purpose

- a network of supportive friends

- faith in a Higher Power

- belief in Oneself

And in each case, pure unadulterated Grit, the human capacity to persevere even in the face of extraordinary obstacles.

For me, I would summarize a main theme of the night in the word FIGHT, because each one of us reached inside to summon up the strengths needed in a time of trial:

F - Facing the facts, and facing our fears, to Focus on our goals

I - Igniting our inner fire, and Inspiring our spirits

G - Getting the Grit and Galvanizing into action

H- Having a plan and not losing Hope

T - Touching base with friends and Tapping into one's network

It is my fervent hope that Shift Happens happens again. If It sounds good to you, and you would like Shift Happens to come to your area, let us know.

We will make it happen!

Terrence Seamon coaches others through the stress and uncertainty of Life's changes. Follow him on twitter @tseamon

Landing Success Factors - Part 1

Most of us who practice in the arena of today's job search agree that a new set of skills are needed if you are to land successfully.  Skills like designing your own brand and raising your visibility. A true story...

One of my clients, let's call him G, came in the other day and told me he had just received an offer of employment. He added that it was directly due to something I had recommended. Here's the rest of the story.

G and I had been talking about his desire to re-brand himself as part of his strategy. I suggested he consider writing a Pulse post for LinkedIn that demonstrated some aspect of his expertise.

At first, G wasn't so sure. After some heming and hawing, he did it. He wrote and published the post.

Soon thereafter a former colleague rang him up to compliment him on the post. That led to a conversation...and to the job offer.

The former colleague, it turns out, is an entrepreneur currently growing a tech start-up. And he needed exactly the skills that G was offering to the marketplace.

G credits the Pulse post with raising his visibility to his own network.

What actions are helping you to gain visibility?

Terrence Seamon assists people who are in job search and career transition. Follow him on twitter @tseamon