Networking key to finding job after layoff

Posted by Roni F. Noland January 9, 2009 10:15 AM

Q. My husband was laid off recently. This is our first experience with unemployment. Almost everything I have read says the large Internet job sites are a waste of time. What should the first step be in the job search? He was a manager in telecommunications.

A. To be successful during a period of unemployment, your husband needs to balance solitary tasks - such as visiting Internet job sites - with those that include face-to-face contact with people.

In my experience, the most successful job seekers follow a detailed job search plan, which includes actively networking and using the Web sparingly. Encourage your husband to set six-month, three-month, weekly, and daily goals, and to make reviewing his goals a twice-daily habit, like brushing his teeth.

An essential first step for your husband is the development of a compelling resume that showcases his experience and generates job interviews. As it’s hard to be objective about one’s own resume, advise your husband to seek feedback from knowledgeable people in his field and/or a career counselor or coach. A resume-writing workshop (offered for free or for a low fee at a One-Stop Career Center) can be one way to help your husband get started. The National Resume Writers Association is another resource for getting one-on-one resume advice.

If you ask anyone, in any field, how they got their jobs, most people will likely answer “through networking." Help your husband brainstorm and compile a list of networking contacts - including colleagues, past supervisors, college classmates - whom he can approach. Encourage him to tell everyone he knows (and to let you do the same) that he’s looking for work, and be specific about exactly what type of work he is looking for. The wider his network, the more likely he is to uncover a new opportunity, or at least add some new people to his contacts list.

Encourage him to join and to become active in any relevant professional associations. Professional associations may host networking meetings and have job listings as well.

The Internet is an invaluable tool for research, especially prior to a job interview. After your husband has scheduled an interview, he should peruse the company’s website and search for any recent media coverage about the company. If it doesn’t seem counterintuitive to use a book as a guide to using the Internet, then I recommend taking a look at "Guide to Internet Job Searching 2008-09" by Margaret Riley Dikel and Frances E. Roehm. Margaret Riley Dikel is also the originator of The Riley Guide, an online GPS for the job-seeker.

As long as your husband can avoid the trap of spending the whole day on the computer, he should explore some of the large job sites for himself, to see if he thinks they are worthwhile. A better bet for your husband might be to use sites that are targeted to the telecommunications industry, such as telecommunicationscareers.com or ITHeadHunter.net. When he registers on any job sites, he should incorporate regular check-ins to each of the sites into his overall job search plan.

Why no updates after job interview?

Posted by Elaine Varelas January 8, 2009 10:00 AM

Q. I have been out of work now for nearly four months. I have had many interviews and great leads through networking. Still nothing has panned out.

Given this economy, and with so many people being out of work searching for jobs, I find it frustrating when the HR rep/hiring manager does not get back to you with updates on the interviewing progress. I have had to call or e-mail (numerous times) to get updates, many only met with silence. Is it too much to ask for status updates from HR without solicitation? I know we are all busy, but I really believe that is an important practice now-a-days. I find it bad practice if an organization does not communicate any status when unemployed people need that information to move on. You think you are still in the running, to only find out an offer was made weeks ago to another candidate.

Do I long for the days of the rejection letters in the US mail? At least it was closure.

A. The job search is not tennis. In a really nice (maybe not so competitive) well-played match, everyone knows their turn, they know the boundaries, they understand you are not supposed to ignore a ball hit your way, and you are supposed to try and get it back to the person who sent it to you - or at least to the other side! Sounds good, but as I said, the job search is not tennis.

Having said that, let me say in the case you describe, I agree with you - except for the part about "without solicitation." I am a believer in equalizing effort. What that means is if you have interviewed with a company, then they have invested time and energy in you, and you have invested time and energy with them. At this point, it is the right thing to keep the interaction going to the point of offer, or the point of actual closure - which may mean rejection.

Human resources people are busy, and e-mail has made it all too easy for job seekers to "pretend" they are looking for a job. Here is an actual email I received:

"I am interested in your company, could you please contact me regarding potential future employment? Thank you."

He must be kidding, right? How much effort was put into this job search activity? Next to none, and if a human resources person received this, I can bet they'll do what I did: Nothing. So the job seeker might complain that they never heard back - but did they deserve to?

I feel the same about sending unsolicited resumes. Pull out the scale. How much effort went into sending one? The whole batch doesn't count - one reader gets only one. So not much effort yields not much response.

If you make phone calls or send e-mails with referrals from a person who encouraged you to get in touch, you show effort - and you are rewarded more often than not.

You have been dong this and have been rewarded with great leads, as well as interviews. So why don't human resources people get back to you? Delays can come from a variety of reasons, such as the position being put on hold, or general indecision about what the company really needs in the role. Often delays come when you are not the No. 1 choice. An offer may have been made to another candidate, and they need to wait until that person decides. They don't want to reject you because you might be the strong No. 2, but they don't want to call and tell you that and make you less interested in their opportunity.

Is it frustrating? Yes. So what do you do? Back to the tennis analogy: You climb over the net, or you run around it, and hit the ball back! You call, or send an e-mail and reinforce your interest in the position, and why you are the right choice. You don't complain about the delay, and you let them know the times you may be available to receive a call about where they are "in the process".

And human resource people can try and keep the conversation going - but only in equal levels of effort. No response is needed for e-mails - there are way too many of those coming in. No response is needed for unsolicited resumes. But if job seekers have interviewed with your company, I believe they deserve a call, or an e-mail keeping them informed.

Leaving a job near vesting date

Posted by Joan Cirillo January 7, 2009 12:00 PM

Q. I want to leave my toxic job. I would like to give my notice on the last day of January and then give them two weeks. In order to reach the next level of vesting and to receive a payout for the company’s gain sharing plan, I have to work the first day of the next month which is my anniversary date. My question is this: If my manager decides she wants me to leave immediately without working the additional two weeks, can I be cheated out of the rewards owed to me?

A. I would refer you to your company’s Employee Handbook for the answer to this question. It should be clearly stated in the Handbook. If there is no Handbook, you might try to stop by the human resources department and ask what the policy is. If there is no written policy, then you are at the discretion of management and they can tell you to pack up and not return the next day, resulting in your losing a level of vesting and the payout for last year.

I do feel compelled to remind you about the economy right now, and that it may be harder than you think to find another job. Ask yourself if you have enough in emergency funds so that you can meet your bills for at least the next six months. In addition, consider the industry that you are in. For example, the real estate, financial services, and retail industries are really hurting right now and companies are slashing jobs.

I’d like to offer an alternative approach to your situation. Continue to work in your present job, but try to work on two different fronts at the same time. First, ask yourself if there are things you can do in the current job that might make your situation better. For example, you can sit down with your supervisor and tell him or her that there are things on the job that truly bother you (be prepared to discuss at least 2 or 3 of these issues). See if you can work out some solutions that will help you enjoy the job more.

Second, I would start a quiet job search. Dust off your resume and see if you can tweak it to include all your current job responsibilities and competencies. Think about 1-2 references that you can use from your current job, especially if you have been there for a number of years. Start making some networking calls and setting up some lunch dates. Attend some professional meetings and call a few headhunters in your field. As you work toward getting out of your current job, you will start to feel better. You are being proactive and working toward your goal of a new job. I will remind you not to conduct job search business on company time, only on your own time. You don’t want to give anyone at your company reason to fire you.

A few months from now, if you still want to leave and have enough savings to live on, then you can leave, ensuring that you will receive your next level of vesting and last year’s payout. With a little luck, the economy may have improved enough so that you can find work more easily. Good luck!

Multiple resumes needed in today's market

Posted by Pattie Hunt Sinacole January 5, 2009 12:32 PM

Q. I was a health care manager for years in Boston. Then I decided to work in international health and lived overseas for a number of years. I chose to return to Boston in time for Obama's stupendous win and a serious economic recession. I'm networking, applying, interviewing, checking websites, etc. While I'm waiting for a job offer, I need to make some money. But temp agencies see my resume and can't help me. Do you have any suggestions on what I can do to pay my bills?

A: Welcome back to Boston. Yes, that “R” word is frightening. The impact on the economic climate, particularly the labor market, is unnerving for sure. It sounds like you are being very active about your search – that's great! Looking for a job can certainly be a full-time job.

I do have one piece of advice – for you and maybe a few others. No one ever said that you should rely on one version of your resume for every opportunity. Yes, in the “old days” before we all had access to word processing, we all had “the resume.” Today, more and more savvy job seekers have several different versions.

To do this, first create your resume, and then look at it very from several different viewpoints (and have others take a peek too). Perhaps you should have one that is more targeted to medical devices, biotech, and pharma. Perhaps you should have one that is more targeted to the insurance industry. And yet another version for temping or consulting work.

I am not encouraging you to be dishonest, but rather highlight different areas of your professional experience and background that may be better suited to a certain opportunity.

I am still amazed at the job seekers who e-mail me resumes that are professional, well laid-out, and grammatically correct, but which could have been dramatically improved (as well as their shot at moving to the next step in the selection process) with less than 5-10 minutes of editing.

Because I do not know your professional work history, I can’t fully develop a strong summary for you, but here is a sample that may serve as a starting point for the temp/consulting version of your resume:

Seasoned health care manager with international experience. Open to temporary, contract or interim assignments. Willing to travel. Specific areas of expertise include extensive client and service provider relationship management, monitoring quality metrics and financial forecasting. PC proficient.

Good luck. Stick with it.

Time for a career change?

Posted by Roni F. Noland January 2, 2009 11:58 AM

Q. Regarding a career change, is there a service or perhaps something online that could help me isolate some careers that I have not thought of before?

A. Ask most people how they got into their current careers, and they’ll answer, “I just fell into it”. But if you ask some follow-up questions and probe a little deeper, you’ll find that these careers “just happened” at the crossroads of preparation and serendipity. You can’t always control your luck, but you can figure out ways to prepare for a career change.

First, take an in-depth look at your work history, and at yourself. Ask yourself: What do I truly enjoy doing? What, if any, parts of my present job would I want to continue doing, even if I weren’t being paid? What was the best job that I ever had? Why? Worst job? Why? Are there any ways I can be doing more of what I love to do, and less of what I hate?

Honestly assess your personal and professional strengths and weaknesses, and identify what you need in a job. What do you require in salary, working conditions, colleagues, commute, and level of responsibility?

As you answer these questions in depth, you may be able to think of at least one or two types of careers, industries, or job possibilities to consider. There are a multitude of resources to help during this phase of assessment, both online and in person. Some of the online sites include O*Net, a comprehensive free self-assessment instrument developed by the Department of Labor; and the Job Hunter’s Bible, which was designed by career guru Richard Bolles.

Or, if you prefer to work with a human being rather than the Internet, you can seek a referral to a qualified career counselor or coach through the career office of your college or university, or from the Career Counselors Consortium.

Next, start to explore “what’s out there." This is where the Internet rules. In the privacy of your own home, look at a lot of job and career sites. Check out the large job listing sites like monster.com or careerbuilder.com, as well as sites such as indeed.com and quintcareers.com, which consolidate jobs from a variety of sources. Try to identify what kinds of jobs appear most frequently. Also look at current hiring trends projections for the future by consulting the Occupational Outlook Handbook, 2008-09 edition, from the US Bureau of Labor Statistics.

Next, you can further explore your areas of interest by talking with people who are doing the kind of work you're interested in. For this stage, you need to walk away from the computer and get out into the real world. Consider some of the following ways to test out a new area of interest, before you commit fully to a career change:

1. Enroll in a related course or two
2. Shadow someone for a day
3. Pursue an unpaid internship or volunteer opportunity in a new field.

After following these steps, it will be time to evaluate your decision to determine if you are on the correct path. If so, then you may be ready to pursue a career change. If not, you can start the process again and explore a new alternative. Good luck!

Postings - are they real jobs?

Posted by Elaine Varelas December 25, 2008 10:28 AM

Q. I have an issue with sites like Monster, Job Find, and Dice. I've noticed more and more "spam” jobs from "recruiters" that don't actually have real positions. How do you suggest a search that filters them out?

A. I'm not sure if your question is really about creating filters, or dealing with feeling mislead, or not being able to access recruiters. Every economy brings out different behaviors in job seekers, and recruiters. Recognizing the economic situation can be easy; following how people work and why might be a bit more challenging, but "following the buck" is often a good place to start.

Reputable recruiters do not post fake jobs. The practice of harvesting resumes to develop a database is frowned upon by the industry.

Jack of all trades, master of none

Posted by Linda J. Lerner December 23, 2008 02:05 AM

Q: I am looking for a job and I can work in several different fields. My experience over the years – and also my hobbies – allow me choose among many different opportunities. The problem is that I send my resume to all the places that have openings that interest me, but none of the companies respond other then with a nicely worded rejection letter. Do you have any suggestions for me, as I have been looking for quite awhile?

A: This is a good news, bad news situation. The good news is that you can do so many things. The bad news is that companies want specific skills for their particular job opening. This is especially true today, when hiring a new employee and adding the cost of the salary and benefits to their payroll is such a major decision. Employers do not necessarily need someone who has dabbled in a subject, but rather want someone who can demonstrate that they can do the specific job for which they are recruiting.

One of the mistakes many job seekers make is to have a resume that covers several areas of interest and ability, instead of focusing the resume on the one or perhaps two areas of greatest experience and interest.

We incorrectly believe that the wider the net we spread, the more fish we will catch. That is not the case with an unfocused job search. It is preferable to have two or three resumes that are pinpointed to a certain type of job, rather than to have just one resume that covers all the bases. Having multiple versions of your resume can also make your job search more efficient and directed. When you do succeed in getting an interview scheduled, be sure to prepare for it by studying the parameters of the job, and how the company’s needs apply to your skills.

Another benefit of a more focused search is that it makes it easier for people who really want to help you to direct their efforts on your behalf. A message of “I can do almost anything” or “I am good at these ten various things” will make it harder for your contacts to produce the relevant introductions that you need. The more focused your networking efforts are, the more effective the results will be.

Skip lunch, leave early?

Posted by Pattie Hunt Sinacole December 22, 2008 01:04 AM

Q: If I work from 6 a.m. to 2 p.m. with no lunch, and leave 15 minutes early every day, is that okay to do and still get paid for 8 hours?

A: Good question. It sounds like this work schedule is your preference and not mandated by your employer or your manager. And I need to make a few assumptions. I will assume that you are a Massachusetts-based employee, and that you are 18 years or older. (The regulations covering the employment of minors, especially with regard to the number of work hours, are far more stringent in terms of the number of hours worked per day.)

Massachusetts does have a state law that requires a 30-minute meal break after six hours of work. Workers must be relieved of all job-related responsibilities during this time. This meal break does not have to paid. There are some industries that are exempt from this law (iron, glass, etc.). An employee can voluntarily work through the meal break, but the employee should be compensated for this time.

You also mention that you leave 15 minutes early every day. Coffee breaks and the like are not required by Massachusetts state law. Some employers offer them but others do not. You may want to check to see if your company offers a 15-minute paid break to employees.

You may want to contact your supervisor or manager to determine if this schedule is acceptable. Generally, employers are permitted to schedule employees as business needs dictate within reason. Your schedule sounds like it is permissible from a legal standpoint, but whether your employer offers a paid 15-minute break is a question I can not answer.

Thanks for your question.

Prescription for overtime?

Posted by Elaine Varelas December 18, 2008 10:00 AM

Q. I work as a pharmacist, and am required to take part in a group conference call meeting that occurs once or twice a month. These calls last from 30 to 60 minutes. If I am working, filling prescriptions and dealing with customers, I am required to take the call while continuing to multitask. If the calls occur on my days off, I am still required to attend. Should I be compensated for these mandatory meetings when they occur on my day off?

A. Time is money as the saying goes, but not always. Many people question when they should be compensated, and it is okay to ask a human resources representative at your company to answer that question, and to explain the logic, or laws behind that answer. How you ask the question - really any questions about compensation - matters. It shouldn't be threatening, just ask for a clarification so everybody understands how things work. Human resources people and managers can't be aggravated by people trying to understand how they are paid. It is a reasonable question - regardless of the answer.

Looking for legal information about overtime, I consulted with Josh Black, at Bello, Black and Walsh in Boston. As with much of employment law, "it depends" on whether you are exempt from the overtime requirements of state and federal law. If you are an exempt employee, you are paid a salary that is intended to cover all the hours you work, regardless of the days on which that work occurs, or the total number of hours you work in any given work week.

In general, it is customary for an exempt professional to have to attend to certain responsibilities on a day off. There is no legal reason that an employer cannot require an employee who is taking a day off to participate in a call. If the employee is exempt, there is no obligation to pay him or her extra for the time spent working on a day off. If the employee is non-exempt (not exempt from the overtime requirements of state and federal law), then the employer will have to pay you at your regular hourly rate, and you may be entitled to overtime if the total hours worked in that week exceed 40.

So your question may be: Am I exempt or non-exempt? "It depends" on many things, including the scope of your authority and your duties. If you are unsure of your status, you should ask your human resources person how your position is classified, and why.

Using an alternate address

Posted by Pattie Hunt Sinacole December 15, 2008 09:19 AM

Q: When applying to a job from out of state, how do you deal with employers who doubt your interest in and ability to move within a reasonable amount of time? Should you put a friend's Boston-based address on your resume just to get initial consideration?

A: I am seeing more and more candidates apply for positions out of their geographic area, so this is not uncommon. If you have ties to the Boston area, that certainly helps (example: attended college in Massachusetts or lived here as a child).

Also, you should explain that you have researched Boston, especially the cost of living. I have extended job offers to candidates and they have accepted, but after a few hours of internet research, some realize that residential real estate prices here are very different than, say, Kansas City. It becomes a difficult situation. They end up wanting a higher salary or more money for relocation.

Lastly, I would not recommend using a friend's local address on a resume. I think that is misleading. Instead, I would recommend stating in your summary or cover letter that you are willing to relocate.

Is HR a safe career?

Posted by Elaine Varelas December 11, 2008 09:45 AM

Q. How safe do you think a job in HR would be? I'm thinking of going from sales (too much stress in these times) into HR as a generalist. I do have a recruitment background. Do you think HR would be a good move to have a career in?

A. "Safe" is an interesting concept when it comes to careers or jobs. Many people want a safe career -- meaning little stress, lots of opportunity, no risk of losing a job, and reasonably good money. Sadly, if you can find that job, a different career will be considered "safe" just a few months after that!

If you asked human resources professionals if their jobs were stressful, they would say "yes!" If you asked if their jobs were safe, the answer would be "no safer than other roles."

Most organizations have HR staff that represent a percentage of the total workforce. If the size of the workforce drops, as you are seeing today, the size of the HR staff decreases accordingly. HR people right now are stressed by having to plan and carry out workplace reductions, also called "reductions in force" (RIF). The number of hours it takes to plan a RIF, and to have it run flawlessly, makes HR more than just a 9 to 5 job. They are trying to help managers eliminate vacant positions and lower budgets. HR people are working creatively to think about how to retain top talent, and develop leadership skills in the next level of managers.

While your recruitment background is nice to have, it isn't the need of the day. And in better economic times, recruiting is also a stressful role. But having said all that, the HR people I know wouldn't have it any other way. Most days, they love the work, and they enjoy being part of the strategy that keeps business successful and competitive. They value the work they do developing leaders, and the results that work brings. They enjoy the challenge of developing the desired culture, and managing change based on the issues of the times.

HR can be a great career, but not as an escape from stress or delivering results.

Networking from out of state

Posted by Pattie Hunt Sinacole December 4, 2008 12:05 PM

Q: I'm a legal aid attorney in Maine (I've been practicing for three years) and I'm hoping to both transition back to Massachusetts and out of the non-profit world. I'm having a hard time making contacts. Any suggestions?

A: Well, first welcome back to the Massachusetts job market. It is both a difficult time to land a new job (now that we are officially calling it a recession), as well a difficult time of year (December) to find new work, especially from afar. Difficult but not impossible.

First, you mention that you are "transitioning" back to Massachusetts. So I am assuming you lived here at one time. Do you still keep in touch with key contacts? Think about using the month of December to re-connect with some of those contacts. Your professional contacts and former colleagues will be key to your search. Additionally, I am curious where you went to law school. If you attended a college or university in Boston, contact the alumni association or career services office. Even if you didn't attend college in Boston, I would bet that you attended a college or university that has a Boston-area alumni group.

Also, think about ways to gain entry back into the state's professional and legal communities. Think about attending seminars or briefings in the Boston area if possible. As a practical matter, December is not the most robust hiring month, but that quickly changes in January.

Because you are launching a job search from out of state, a placement agency (with a focus on the legal profession) might be especially helpful.

Lastly, I am a firm believer in holding yourself accountable. Set yourself a goal (weekly is probably best) for networking and developing contacts. It could be 3, 4, or 5 a week. Pick up the phone, e-mail a former colleague, connect on Linked In or attend an alumni association event. Don't be afraid to ask a colleague for a favor -- getting introduced to someone via e-mail introduction or something similar can be considered a reasonable request! Hold yourself to that networking contacts goal.

Good luck.

Welcome

Posted by Jesse Nunes November 26, 2008 02:09 PM

Welcome to the Job Doc blog.

Here, you will get job advice from all of the Job Docs you've grown to love, except the advice will come more frequently than once a week, and you can get more immediate answers to your burning employment questions.

Because this is primarily a Q&A blog, it doesn't work unless the Job Docs have some Q's to A. So, use that box on the right-hand side of the blog, where it says "E-mail your question," to send your query to our career experts.

You can also leave comments in the box below each post, but keep in mind the comments box are is not the best place to ask a Job Doc a question... you're better off using the e-mail form to the right.

That's about it. Stay tuned as our Job Docs get used to their new space on the Web, and provide you with a lot of useful information and advice on the world of work, which is especially important in these tough times.