Orlando Jobing Community Blogs

Greetings to all of you who are professionals who are either unemployed or underemployed.  ProNet Central Florida had its first meeting since 2004 last Thursday at the offices of Jobing.com.  The Community Relations Manager, Joshua Jones was kind enough to not only give us a room, but also light refreshments.
 
The attendance at this meeting exceeded my expectations.  The agenda was simple, the giving of ideas as to how to go about a productive job search was the first area covered.  I was was the main speaker.  I brought several tools, primarily the OBJ for attendees to browse through, take notes and learn how to dissect.  Many questions were asked about interviewing and strategies.  We went over the construction of a quality resume. 
 
Those in attendance were able to have their resumes reviewed.  Several found that the mechanics were good but were enhanced by another set of eyes scanning them.
 
I also pointed out that the Central Florida Employment Council stood ready to assist along with its parent organization, Christian Help.  I mentioned that there was a hidden job market within the walls of the job fairs they hold several times a year.  They are large and they are strong.  Their site is www.cfec.org.  The team there stands ready to help all unemployeds, Christian or not. 
 
The overall consensus was that this was the beginning of something great, tailored to the professional.  I pointed out to all that we had a virtual site at yahoogroups.  I encouraged all to sign up for that site and complete the polls.  Just put "pronetcentralflorida" in the browser.  I also pointed out that Jobing.com had sponsored an informational site for us: www.ProNetCentralFlorida.org. 
 
If you are serious about your search, you owe it to yourself to join such groups as LinkedIn, facebook, and MySpace as well.  These would be good additions to the many yahoogroups that are out there. 
 
Until next time, stay well, and let me know if I can help you. 

- Howie

Martha I. Finney helps companies improve their performance by attracting, keeping and inspiring high-passion, high-performing talent. This posting is based on the principles from her new book, The Truth About Getting the Best From People . For the full collection of her extended blogs, including, "Why I Love HR,” visit www.hrjourneys.blogspot.com. Contact her at martha@marthafinney.com 

Unless you’re one of those people who enjoy beating their heads against a wall, it’s rarely any fun to be in the job market. But if you’re looking for a job in the leadership levels, it’s even worse. Reason: Chances are almost 50/50 that you’ll be looking for another job before the year is out.  For some reason, new hires in leadership roles have an abysmal success record. And, even though the cost of recruiting, hiring, losing people of your level  – and starting the cycle all over again – is the most expensive of all the open positions, employers seem to take this hard knock as a cost of doing business. 

What a terrible waste of money, resources, precious time for all concerned.  Especially you, if you’re the one out on the street in a few months’ time.  The good news is that the power is in your hands. You can say, “This cycle of frustration stops with me.”  But that means that you have to take control of the interview (hey! Your first leadership assignment in this organization) and be willing to be the one to decide whether you might not be the best culture match (hey! Your second leadership assignment in this organization).

Here’s the problem: Even though companies are becoming increasingly aware of the real importance and impact their culture and values have on engaging the discretionary effort of all their employees, for most companies that awareness isn’t showing up in the kind of leaders they hire from the outside. When it comes to hiring people leaders, employers can be like fish. They’ll leap out of the water for anything bright and shiny, without first taking into very serious consideration what lurks between the feathers and twirly, swirly, glittering things. For fish, of course, the bad news is that there’s usually a sharp hook buried inside all that attraction. But for employers, they don’t discover that buried inside that bright and shiny resume is a set of behaviors that could destroy their carefully cultivated culture. 

I’m not implying, of course, that you’ve got a sharp hook imbedded in your resume or personality, but let’s face it, we’ve all got hooks – a branded story of who we are, what we can offer the employer, our set of leadership beliefs, the market performance of our previous employer while we were at the helm.  The problem is that if you are luring the wrong employers, there’s going to be a lot of pain, and actually you’re going to be among the 40%+ of new management candidates who lose their jobs before they’ve really had the chance to prove themselves.

I’m torturing this metaphor; I guess it’s time to get on with my point.

The more successful you were at your previous company or the greater the cachet of your company (especially as regards its reputation for an engaged culture), the greater the likelihood that you’re going to land in a new job that could make you miserable.  Like it or not, your new employer isn’t just hiring you, they’re hiring where you’ve been.  If you’ve been with a successful company that performed supremely in your marketplace and enjoyed a cadre of over-the-top dedicated employees, your new employer is going to want to have some of that mojo. And, because you’ve seen it first-hand and from within, they reason, you’re just the one to give it to them.  They’re so invested in asking the questions that will result in a job offer and acceptance that they tend to avoid those questions that could reveal you to be a bad culture fit.  Or, more to the point, the company is a bad culture fit for you.

You’ve got to do that piece of the dirty work. Sorry to have to break it to you, but that’s just the way it is. The truth will come out eventually, and believe me, you’re being back out on the street is going to be a lot more painful for you than it will be for them.

During the job interview itself, go deep into questions about the company culture. This is the first place where a big mismatch can be revealed. For instance, it’s not enough to simply know what the company’s values are. (You can find them on their website and after a while they all look the same…integrity; service; servant leadership, performance; collegial; collaborative; people-first…they very quickly appear to be the workplace versions of personal ads. Replace them with “candlelight dinners,” “puppies,” “walks on the beach,” and you’ll see what I mean.)

The trick is to ask your interviewers how those values have been demonstrated by decisions and choices in recent years. If the company really takes its values seriously, your interviewers will have plenty of stories at their fingertips. A few good questions to ask, for instance, are:

1.       Can you tell me of a time when you hired a star candidate who turned out to be a culture mismatch (if you’re really brave, say, “toxic manager”)?  How did you handle that situation?

2.       Can you think of a time when you were able to save a new hire who got off on the wrong foot culturally? What happened with that person?  Can I talk with him or her?

3.       Do you have any mentorship or culturalization onboarding programs in place, so I can be sure to hit the ground running?

4.       What exactly does servant leadership look like here in terms of behaviors and expectations? Could you introduce me to someone who is known to represent the best leadership qualities that work in this culture?

Sure. You’ll take your interviewers by surprise with these questions (unless they’ve read this blog as well…in which case they’ll recognize immediately how brilliant you are!).  Most interviewers are accustomed to asking behavioral interview questions, not having to answer them.  If they draw a blank on these questions, and can’t tell you stories to support their cultural ideals, that’s your first big sign that there could be a culture mismatch here. And that you would get zero support while trying to integrate yourself into your new team.

But others will be so relieved to discover that you recognize the importance of a culture fit for managers, that – assuming everything else is in place – they’ll be falling all over themselves to hand you the keys to the 60% Club. That’s the club you’ll want to join. There’s staying power there.

A special note from Martha:  If you’re a manager, your company is counting on you to be an engaging leader. But what exactly does that mean? And how do you do engagement? Just because you’re brilliant at your technical skills, that doesn’t mean that you’re a natural at people skills. New managers need a book that can help them figure it out in simple, straightforward ideas.

That’s why I wrote The Truth About Getting the Best From People. It’s a book made up of 49 short, simple truths designed to help new managers understand how their beliefs and behaviors directly impact their employees’ passion factor on the job.

Click on the title and check it out! I hope you’ll enjoy it!

This past weekend I spoke to one of my best friends from high-school back home in Ohio and we sat on the phone for two-hours, trading stories and looking back on our youth. He was telling me of the plans for our 10-year reunion this summer and how great it will be to see all of our old football and basketball teammates. As we took our trip down memory lane, I began to see a pattern with my friend: He had always been a great leader, on and off of the playing field.

In football, he was our defensive captain; as an inside linebacker, it was his job to call all of our defensive sets on the field. If the opposing team's offense scored a touchdown (which was few and far between; our team was ranked 18th nationally), he took the play very personally. That next series on defense, the opposing team's quarterback better watch out, a motivated all-state player was coming for his head.

In basketball, my friend was our "enforcer" on defense, always stepping up to the plate and taking on the other team's best player. One instance I clearly remember was the game we played against current NBA all-star Michael Redd of the Milwaukee Bucks and his high school team with 3 future division I players. Coming into the game, all we heard about was how great Redd was and how he would score 40 points on any team in the city. Well, my friend rose to the occasion and played Redd straight-up the entire game, holding him to 14 points and leading us to a victory over the #1 team in the state of Ohio. That game, and his leadership, propelled us all the way to the state semi-finals, which is no easy feet to achieve, especially if you know the NCAA-esque style of the Ohio high school playoff format.

In school, my friend was on the honor roll, student council, and even served as the sports editor for our school newspaper (FYI: I was editor-in-chief as a senior). He also served as a peer mentor to freshman and as a server during mass (you know what I am talking about if you went to catholic school). He took his roll very seriously, knowing that people looked up to him and he always thought that he had to rise to the occasion.  There was never an excuse; and if he failed at something, he owned up to his mistake.

Outside of school, my friend was the eldest of four boys, so he had to set the example for his younger siblings. He was a member of his church's youth choir and even hepled his parents with their family business.  Being an extension of his parents was probably his biggest and most daunting task/ job - and even at a young age, he excelled.  Also, being that he was 6'3 and weighed 255 lbs., I don't remember too many times his younger brothers got out of line when he was watching over them.

After high school, my friend went on to play football at the University of Cincinnati and was an all Conference USA selection as a senior. After graduating, he moved Washington DC and is now an area director for the Boys and Girls Club in the DC-Maryland-Virginia region.

His entire life has been based on leadership and he knew that from the very beginning. Leadership was a value his father instilled in him, and I can honestly say that I have learned so much from him and I can't thank him enough for always being honest with me. Despite him being my peer, I looked to him as a leader.

Now, we all don't have to play sports or be an all-American to become a leader. However, what are you doing with the platform you have been given?

At work do you always step-up to the plate? Do you always give 110% to every project?

Are you expecting a fancy title? Do you feel that this is the only way to lead?

Leadership is about performing your job with 110%!

Leadership is about always doing the "right thing" in times when it is not required.

Leadership is about seeing the potential in others and bringing it out of them.

I can only imagine how much better our world would be if we had an entire workforce of people who thought like my friend. And we can... as long as it starts with you.

Take the initiative - LEAD!

Hello there Jobing Community. Every so often, I would like to garner feedback from you, the Central Florida Jobing Community, so I can gauge a pulse of the job market here in greater Orlando.

For those of you who are job seekers, looking to change jobs, or just plain venting, please tell me what obstacles or barriers are preventing you from achieving your dream. I will address these issues in upcoming blogs, hopefully, making a difference in our community.

Also, please feel free to share your success stories with us, as well. Your words may serve as inspiration to another community member and give encouragement to those seeking a new beginning.

Have a great day & GO JOBING!

Join me on July 2 as I interview Libby Gill, former executive with Sony Entertainment and employee engagement expert, as we discuss inspiring excellence in high-passion teams.

In this lively edition of Engagement Journeys, Libby will be sharing her advice and insights into:

• Leading multi-generational workplaces
• Creating effective leaderless teams
• Inspiring innovation and risk-taking
• Coaching a collaborative, results-centric group that thrives on momentum

About Libby: An entertainment industry veteran, Libby Gill spent fifteen years heading public relations and corporation communications as Senior Vice President at Universal Studios; Vice President at Sony Pictures Entertainment and Turner Broadcasting. She was also the branding brain behind the launch of the Dr. Phil Show for Paramount Studios.

Today she is an internationally respected corporate consultant and author. She has shared her success strategies on the Today Show, The Big Idea with Donny Deutsch, Dr. Phil, CNN, NPR, Oprah & Friends Radio Network, Fox News, CBS Early Show, and in Time magazine, The New York Times, The Wall Street Journal, O Magazine, Good Housekeeping, Self and many more). For more information, contact info@libbygill.com

Time: 2 pm ET, July 2, 2008
Register: http://instantTeleseminar.com/?eventid=3347535

See you then!

Resume expert Laura Smith-Proulx of An Expert Resume, author of three books on resume and job search topics, has attained a 98% success rate winning interviews with techniques for a competitive edge in the job hunt based on her expertise as a former recruiter. Visit An Expert Resume to get Laura's FREE E-Course, "The 7 Biggest Resume Mistakes That Can Keep You From Your Dream Job... and How to Avoid Them."

If you're conducting an active job hunt, you're probably aware that working with a recruiter can be an effective method for your search. However, finding a recruiter that specializes in your field can be a daunting prospect. Where should you look? How do you know what to expect? And what precisely should you be prepared to provide?

Finding and effectively collaborating with recruiters is mostly a matter of sharpening your networking skills (which is a good idea during any phase of a job search!).

Read on for some ways to expand your options and locate key professional recruiting contacts that may also be looking for YOUR expertise:

1 - Avail yourself of professional organizations in your industry. These associations can be a boon to the active job hunter, as they frequently offer job postings, member networking events, and other resources that can help you tap into unadvertised positions.

Recruiters who source candidates from a particular industry will often attend professional association meetings. Where allowed, recruiters may introduce themselves with the idea to stay in touch, although most won't solicit members directly.

If you don't attend association meetings, there's never been a better time to start. Perform an Internet search for organizations in your industry, and attend some of their events in order to familiarize yourself with potential new resources for your transitions.

2 - Consider automating part of your search. Recruiter distribution services abound on the Internet and elsewhere. What do they offer? For most, this is a combination of fast access to recruiters, plus ease of use.

When evaluating different distribution services (a few are ResumeRabbit, ResumeMachine, Resume Zapper, and ResumePromotion). Be sure to compare distribution coverage (as in the number of major metropolitan areas), plus the number of recruiters that the service claims to have in their network.

Two caveats should be mentioned in conjunction with resume distribution:  first, not all recruiters appreciate receiving an emailed resume, and may not respond, and second, if your resume isn't a fit for current openings, you may not receive the same level of personal consideration had you contacted the recruiter personally.

In addition, if you aren't a great candidate for the requirements of the market, distributing your resume to recruiters won't increase your chances of success. However, in terms of time savings, this type of mass distribution can definitely cut some corners.

3 - Use online social networks to find additional contacts. This method also allows you to view recruiter qualifications and specializations. For example, if you're concentrating on getting out of the mortgage industry, contacting a recruiter who works exclusively with technical sales professionals would not be a fit.

Conversely, most recruiters who maintain profiles on LinkedIn or other social networking sites will delineate what they are looking for in a candidate, and this can save you some time.

4 - Build your own online profile to make it easy for recruiters to find YOU. If you don't already maintain your own LinkedIn profile, this is a great time to jump on board. Visit www.LinkedIn.com to build an online presence, add connections from your email address book, and start looking around to see what else is offered, including plenty of job postings and professional advice.

You can also view my LinkedIn profile here, and be sure to connect with me, as I tend to have a large number of recruiters in my network.

5 - Send a brief query that indicates your interest, and then follow up. After you've identified recruiters that specialize in your field, it's best to attach a resume for perusal, or point to your online profile to give the recruiter more information. Follow up with a phone call to gauge the level of interest and start building a relationship.

I recommend sending out a short, pointed letter of inquiry, rather than a wordy description of your skills. Recruiters are by definition quite busy, and they'll appreciate your brevity.

To summarize, finding recruiters takes the same type of activity that you would typically engage in for a job search. Be prepared, just as you would be to approach an employer, to review your goals in some detail and decide if there's a collaborative fit.