Job hopper or career strategist.

Job hopper or career strategist.

When I coach people, particularly those who have been made redundant I find that attitudes towards finding a new job vary enormously, from the  ‘I’ll do anything that pays the bills’ to ‘I am not prepared to take a step down in status or less money’. Some want to get even further up the promotion ladder. Some may need the money but their desire for status stops them considering anything less than their former role. So some are hopping from job to job and some are planning what they do.

Is there a right or wrong approach?

As a coach I don’t judge.. people need to do what is right for them, I am not in their shoes or living their life so who am I to judge their needs and or wishes. What I do is try to help them unpick what is driving those desires and whether they are genuine motivations or constructs that they have adopted because they think that they ought to feel that way.

Fundamentally there are lots of trade offs in finding in a new job: some people realise through coaching that actually they would be happier in a more local job that paid less than their old one but which allowed them to get home to read a story to the kids at bedtime. Can you put a price on that? Others are driven by such a genuine desire  to make a real contribution to improving the lives of others that they are striving for maximum influence across  maximum area.

In the post WW2 years Edgar Schien analysed what motivated people at work – I find his research interesting as it was done on US servicemen.. note the ‘men’.. he did not find that there was a group of people who go to work for social reasons. Schien said that people were motivated by the desire to:

·         Exercise Technical/Functional expertise, to be seen and respected as an expert

·         Be a General Manager– to run an organisation,  to synthesise the efforts of others

·         Have Autonomy/Independence – to do their own thing and not have to answer to others

·         Have Security/Stability – to have routine and predictability in life

·         Exercise Entrepreneurial Creativity – to create something which will enable them to leave their mark

·         Provide Service/Dedication to a Cause – to do good for others and improve their lot

·         Enjoy Pure Challenge- to do anything that is new and exciting and demanding- and I mean just keep doing new stuff!

·         Enjoy Lifestyle- to have a job where the ability to balance life and work, to come home with energy not exhaustion.

These are not exclusive, people will be driven by two or maybe three. One woman I was coaching was very clearly motivated by the need to exercise her technical knowledge, we spent about 4 months of procrastinating as she tried to motivate herself to apply for jobs back in her former profession. Was just not happening. She is now working part time as a lecturer and loving it!

Another coachee started off talking about status and money and realised that actually he could do more good (Service) by being a service manager and that he could do with less money than he thought for that sort of job.

More recently Chiumento  have come up with new research, done largely in the private sector: they did not identify altruism as a driver!  Yet I find many of my clients are driven by that very desire. Chiumento suggest that people are either:

·         Socialisers – working for the pleasure of the social interaction and that good colleagues is a key satisfier.

·         Protectionists – who place more importance on job security and a stable environment, routine and regularity.

·         Achievers who thrive on challenge and variety.

·         True Believers who have faith in what the organisation does and delivers and gain their satisfaction from being part of that enterprise (I think public sector altruism could fit here)

·         Materialists who seek material gain and reward.

So what is the difference between a job hopper and a career strategist?

It is not in what they do but in how they understand what it is they want work to do for them, how they come to understand what work plays in their life and choose their options in line with that understanding. They make deliberate choices about which jobs they will apply for or accept because they understand what they are doing. They understand what they want their lives to be about and what role will play in that. 

I have a questionnaire based on Schien to help you work out what is driving your career; please get in touch mary@maryhope.co.uk or read my book www.topcareerstrategies.info for more thought provoking and educative tips.

Interview questions that spell danger.....

Interview questions that spell danger.....

When you apply for a job you fill out a form or maybe prepare a CV, you do a covering letter  or sometimes a longer ‘supporting statement’. You send it off and if you’ve been persuasive enough on paper you get to an interview. So you set off in best suit and shiny shoes and someone; maybe an employer or maybe a recruitment consultant sits you down and says:

So give me a quick trot through your career... or tell me about your career, or give us an overview of your career, what have your career highs and lows been.

And this is a dangerous question because your answer can say more about you than you realise.

Now the sharp and alert candidate may just be tempted to say ‘you’ve got my Cv, need i say more?’ But interviews are very disempowering to  individuals (all the power seems to be on that other side of the desk) and I’ve rarely come across someone who responded in that fashion.

But why do the interviewers ask that? May be they have not read the paperwork. It does happen that the person who screens the applications is different from the one that is interviewing.  I did once go to see a recruitment agency/consultancy and discovered that actually they had not read the Cv properly and seemed to have started reading at page 2 and thought I was working in a job I’d left 10 years before!  So help them out with a précis.

The way you answer can, just as your CV and letter does, reveal a lot about you that you may not have intended to reveal. My heart always sinks when a candidate starts with job number one and then takes me through their life history brick by brick. Dry, tedious and full of information that i already have infront of me. (and I do read the paperwork) It often takes forever. So top tip number one, clarify with the interviewer if you can, is this a bio-data interview or a warm up question.  And the best way to do this maybe to ask ‘where would you like me to start?’ If they say at the beginning it is more likely to be  the former and then they will be looking for a detailed analysis of what you did where, what you achieved and why you changed jobs. If it is a bio-data interview the interviewer should be probing and prompting, giving you a steer about the sort of detail they want.  If the latter they will be listening to what you select to mention and include.

So what can emerge from ‘the trot through the career ? patterns about why you moved on;

·         repeatedly being made redundant  (smokescreen for sacked?),

·         deciding to leave because of differences of policy, (awkward customer does not get on with people?),

·         looking for ‘new challenges’ when the moves have been between similar jobs (low boredom threshold?)

·         moving around very quickly for more money (no loyalty)

·         staying a long time in jobs (lacks appetite and drive)

There are numerous permutations and not all of those are negative indications. A thirst for variety is no bad thing in a job that offers considerable variety or an organisation that does not expect people to stay long.

But you also reveal how you look at the world. If you take a linear approach and describe  each job etc you are suggesting that that is your approach to life. It’s linear, it’s detailed, it’s prosaic. If you give chapter and verse on every employment when not specifically asked for it, you really do risk boring the interviewer to death!

So if you are grey hair/no hair, going for a senior role and someone asks that question, what is it that they really want to know?

Well they may be trying to understand your career drivers or motivators, what is it that makes you tick ? are you the sort of person they want on board? Do your motivators align with their values.

They may be looking to see if you can helicopter and identify themes and patterns. Well of course you can and you can ensure that they are the ones you want them to hear about!

If they are looking for someone with strategic thinking ability, give them a strategic answer.

Most interviewers have read your cv and don’t want to hear it all again they want to hear more and different so think about what you want them to hear.

The danger is that you take the interviewer too literally and ‘trot’ them through your career until all they want to do is put you out to grass. Take a thematic approach and you can be enthusiastic and energetic, succinct and enlightening whilst retaining their interest. If they want to probe they can do so but please, what ever you do: be interesting!

The UK is loving Linked -In

As if you had not realised; the UK has embraced Linked in in a very big way. London is the busiest place on earth for Linked In. But the most astonishing stat is towards th end of the article.. who knew there were so many???
Jorgen Sundberg writes:

• 150 million worldwide members of LinkedIn
• 8 million UK members
• Almost two thirds of all professionals in Britain are on LinkedIn
• Almost a third of members use LinkedIn to grow their business
• 64% year on year membership growth
• 82% use LinkedIn for business purposes
• 74% use LinkedIn to network with other professionals
• 30% use LinkedIn to look for a new job

Conclusion: Brits have taken to LinkedIn in a very big way. Unlike France (Viadeo) and Germany (Xing), this country never really had a professional network contender to LinkedIn and it's showing in the figures.
I hear on the grapevine that it's actually closer to 9 million UK users of LinkedIn, most of them are based in London. In fact, London is the no.1 city on LinkedIn in terms of user activity. That means the royal capital has more logins, clicks, comments etc than any other place in the world (including Menlo Park, CA where LinkedIn are based).
Two thirds of all professionals on LinkedIn is very good going, looks like we're almost on par with the Dutch who have the highest rate of LinkedIn users per professional capita.
It's no surprise that most users use LinkedIn for business purposes; to grow their companies and network with professionals. If you want to use social networks for that very purpose, LinkedIn is definitely your best bet.
Finally, 30% use LinkedIn to look for a new job. That figure might seem low to you but I believe they mean these people are currently looking for a job. Yes, most folks will use the professional network for job search at some time or another but at any given time about a third are looking for a new opportunity.
The rest of us are known as 'passive' candidates - meaning we're probably open to hearing what jobs are going but will only move for a spectacular opportunity.
LinkedIn is in my book moving away from being about careers and more about giving you a professional identity online. It's going mainstream and becoming an essential for most people that work in an office. Having said that, remember that there are about 110,000 recruiters on LinkedIn in the UK so there will be plenty of jobs coming your way in future via LinkedIn.

Professionalism - Developing this Vital Characteristic

Professionalism

Developing this Vital Characteristic

You know that it's essential to be professional if you want to be a success. But what does "being professional" actually mean?

For some, being professional might mean dressing smartly at work, or doing a good job. For others, being professional means having advanced degrees or other certifications, framed and hung on the office wall.

Professionalism encompasses all of these definitions. But, it also covers much more. So, what is professionalism, and why does it matter? And how can you be completely professional in your day-to-day role?

In this article we'll explore all of these questions, so that you can present a really professional image in the workplace

Defining Professionalism

The Merriam-Webster dictionary defines professionalism as "the conduct, aims, or qualities that characterize or mark a profession or a professional person"; and it defines a profession as "a calling requiring specialized knowledge and often long and intensive academic preparation."

These definitions imply that professionalism encompasses a number of different attributes, and, together, these attributes identify and define a professional.

So, what are these attributes?

Specialized Knowledge

First and foremost, professionals are known for their specialized knowledge. They've made a deep personal commitment to develop and improve their skills, and, where appropriate, they have the degrees and certifications that serve as the foundation of this knowledge.

Not all business areas have a stable core of knowledge (and the academic qualifications that go with this); not all areas demand extensive knowledge to practice successfully; and not all professionals have top degrees in their field.

What matters, though, is that these professionals have worked in a serious, thoughtful and sustained way to master the specialized knowledge needed to succeed in their fields; and that they keep this knowledge up-to-date, so that they can continue to deliver the best work possible.

Competency

Professionals get the job done. They're reliable, and they keep their promises. If circumstances arise that prevent them from delivering on their promises, they manage expectations up front, and they do their best to make the situation right.

Professionals don't make excuses, but focus on finding solutions.

Honesty and Integrity

Professionals exhibit qualities such as honesty and integrity They keep their word, and they can be trusted implicitly because of this. They never compromise their values, and will do the right thing, even when it means taking a harder road.

More than this, true professionals are humble  – if a project or job falls outside their scope of expertise, they're not afraid to admit this. They immediately ask for help when they need it, and they're willing to learn from others.

Accountability

Professionals hold themselves accountable for their thoughts, words, and actions, especially when they've made a mistake. This personal accountability is closely tied to honesty and integrity, and it's a vital element in professionalism.

Self-Regulation

They also stay professional under pressure.

For instance, imagine a customer service employee who's faced with an irate customer. Instead of getting upset or angry in return, the employee exhibits true professionalism by maintaining a calm, business-like demeanour, and by doing everything that she can to make the situation right.

Genuine professionals show respect for the people around them, no matter what their role or situation. They exhibit a high degree of  emotional intelligence by considering the emotions and needs of others, and they don't let a bad day impact how they interact with colleagues or clients.

Image

Professionals look the part – they don't show up to work sloppily dressed, with unkempt hair. They're polished, and they dress appropriately for the situation. Because if this, they exude an air of confidence, and they gain respect for this.

How to Exhibit Professionalism

As you can see from these characteristics, professionals are the kind of people that others respect and value. They are a genuine credit to their organizations!

This is why it's so important that we work to earn a professional reputation in the workplace. True professionals are the first to be considered for promotions, they are awarded valuable projects or clients, and they are routinely successful in their careers.

Now that you have a clear view of what constitutes professionalism, are you demonstrating these characteristics to the people around you? It's likely you're already showing some characteristics, but you may find yourself lacking in others: to build your own professionalism, focus on improving each of these characteristics. (Focus on one at a time, so you don't get overwhelmed.)

Additionally, here are some further strategies that will help you be more professional in the workplace:

Build Expertise

Don't let your knowledge and skills get outdated. Make a commitment to build expertise and stay up to date within your industry

Develop Your Emotional Intelligence

Professionals can sense the emotional needs of others. They're able to give clients and coworkers what they need, because they know how to listen actively and observe what's happening.

So, if you want to improve your professionalism, focus on developing emotional intelligence.

Honour Your Commitments

Whenever you make a promise to your boss, colleagues, or clients, keep it. If it looks as if you won't be able to meet a deadline, let your boss, team or client know as soon as sensibly possible. However, do what you can to avoid ending up in this situation!

Don't make excuses – instead, focus on meeting expectations as best you can, and on making the situation right.

Be Polite

Be kind and polite and use good manners to everyone you come into contact with, no matter what their role is, and no matter how you're feeling. This might sound unimportant, but it makes a significant impact.

Have the Tools You Need

Do you show up to a client meeting lacking important samples? Or arrive at work, only to realize that you left a vital file at home? Or do you find yourself operating in situations where you don't have the skills needed to do a good job?

True professionals are always prepared. This requires advance planning, timeliness, and attention. Focus on improving your time management and planning skills, so that you're always in control.

Note:
Although professionalism means keeping commitments, doing high quality work, and having expert status, occasionally the pursuit of these attributes might tempt you not to volunteer for projects that fall outside your "comfort zone."

However, this doesn't necessarily mean that you shouldn't try!  Analyse risks beforehand to minimize the consequences of getting things wrong, be honest about any skills gaps that you have, and work to fill them. Then do the best you possibly can!

Key Points

Professionalism is a trait that's highly valued in the workforce. It has many attributes, including:

1. Specialized knowledge.
2. Competency.
3. Honesty and integrity.
4. Respect.
5. Accountability.
6. Self-regulation.
7. Image.

To improve your own professionalism, focus on improving in each of these areas.

You can also exude professionalism by being kind and polite to everyone, presenting a professional image in your attitude and dress, and showing up for work or meetings fully prepared.

Thanks to Mind Tools.com for this gem.

Five Reasons why this is the most important interview question.

Five Reasons why it is the most important interview  question.

There are lots of questions that can been seen as ‘killer’ questions in an interview. Employers interview in order to assess your skills, your knowledge, your experience and your ‘fit’, but there is one question that can kill you before your have even get going. And that is the motivation question. Why is it so critical, why can one small question, used as a warm up, be so important?

For many years and in many organisations the influence of equal opportunities policies meant no one asked it; what does it matter why they are here? The fact that they applied and  have turned up to the interview means they want the job. You don’t need to ask them, it is not competence related etc etc. However there is a real curiosity in the employers mind abut why people want to work for them and they want people who are keen. So agree or disagree the ‘why do you want the job’ question is on the agenda  and you need to be ready to answer it because a duff answer is just not acceptable. So why is it so important?

1.       It usually comes first; as the saying goes you only get one opportunity to make a first impression. And if this is the first time you open your mouth you need to impress. If you score 2 out of 10 on that first question it is a very steep climb back up the hill to be appointable. If you score 9, you are in a strong position for the rest of the interview.

2.       This is your sales pitch. Most jobs involve selling and persuading, influencing others, convincing people. So this is an ‘on the job test’; you need to influence and persuade. This is a test of your selling skills and your communication skills.

3.       You should have been expecting it.  If there is one question that you can reliably anticipate it is this one. It may not be phrased as ‘why do you want the job?’, it may be ‘what has attracted you to apply?’ ‘what will you bring to the job?’ ‘where does this fit in your career?’  however the question is framed the meaning is clear, why do you want to come here and you should know that it is coming, so you should be prepared to answer it. An employer will expect that you know the answer, that you know your own mind and can express it.

4.       Not to have an answer well prepared shows a lack of planning and preparation. You should be able to demonstrate your understanding of the role and why the organisation is attractive and one you want to work for. Preparation and planning.. two more qualities that every  employer will be looking for.

5.       Your answer sets out your stall and gives you an opportunity to ‘deal with’ any unspoken objections that the panel may have but not want to ask about. If the big question mark about you is why you are looking for a side ways move, or geographical move or even a down step: they may not directly ask but in your answer to the motivation question you can get rid of that question as a problem. It may be the only chance you get.

So that first question performs a number of functions and doing well at that point may create a rosy glow that can last to the end of the interview. So get prepared to deliver your pitch really strongly, serve an ace and win the game, the set and the match.

Jobs data shows modest increase in permanent appointments - hurray!

John Eccleston 08 February 2012 12:01 in Personnel Today

Jobs data published today points to a modest uplift in the number of permanent appointments, although figures relating to temporary placements and pay offerings suggest that the job market is still experiencing difficulties.
The Report on Jobs, published by the Recruitment and Employment Confederation (REC) and professional services firm KPMG, is compiled using data provided by recruitment consultancies. The latest edition, released today, found that permanent appointments rose for the first time in four months, albeit at a modest rate.
However, this small piece of good news was offset by data which highlighted temporary and contract billings falling for the second month in a row. According to the report, a number of respondents cited the introduction of the Agency Workers Regulations as a reason for this fall.
In addition, salaries for permanent positions rose only marginally in January and at a much slower pace than the long- term average. Hourly rates of pay for temporary/contract staff increased modestly following a slight decline in December.
Respondents also reported that the growth in overall demand for staff eased to its weakest level for 27 months. Data suggests that engineering and construction workers were the most sought after in the latest survey period, in contrast to declines in demand for hospitality and catering staff.
Kevin Green, chief executive of the REC, said: "This month's report highlights that there are glimmers of hope for the UK jobs market with permanent placements increasing for the first time in four months. This is the first positive indicator for some time that employers are looking to hire staff despite the ongoing weakness of the economy.
"It is particularly encouraging that six out of eight sectors surveyed show growth in demand, including engineering, IT and office professionals. The report also follows better than expected services data from the Purchasing Managers' Index last Friday, which suggests that confidence is growing among consumers as well as businesses.
"A major challenge in the jobs market is the disconnect between what employers are looking for and what jobseekers can offer. Better careers guidance is part of the solution, as is increased use of apprenticeships to get young people into employment with vocational skills development."