Just to let you know that my blog will now run from www.dorothydalton.wordpress.com!
Look forward to seeing you there.
Best
Dorothy
Friday, April 2, 2010
Tuesday, August 25, 2009
Executive search and recruitment: Who to trust...!
Many job seekers are often perplexed about how to handle unexpected calls from executive search or recruitment consultants, quite understandably because even in a Web 2.0 world, the process essentially involves releasing personal information over the phone to total strangers which is somehow more intimate! So how do you respond to those cryptic messages and conversations which could indeed lead to a golden opportunity for the dream job, but could equally turn out to be pernicious scams?
Why so cryptic? Discretion is in everyone’s interest. It is important to understand that very often the consultant’s hands are tied by their client who want any executive searches or recruitment drives kept under the radar for operational and strategic business reasons. Many companies don’t want their competitors to know what their plans are. Also as a potential candidate you may not want the process broadcast either. One high flying C level executive was approached by an executive search company to join a competitor. Somewhere during the process, (from the client not the search company I should add) confidentiality was breached and the exec was subsequently “let go” by his existing employer.
So how do you know who to trust? What is the best way to deal with consultants who might contact you?
If you follow the basic guidelines you will be able to establish pretty easily who can best represent you and the sort of red flags you should be looking out for.
1. Establish the identity of the caller: Get all the contact information immediately. Ask for the name of the consultant and the company they represent. Verify spellings, web site details and phone numbers. If possible ask about the specific opening they are calling about, the job title or level, the client company and any other details. Do not be overly concerned if the consultant will only give a thumb nail sketch - it is quite normal to be very discreet at this stage. A good, experienced consultant should be able to outline a position succinctly in a matter of minutes. I would suggest that there is very little to be lost at this point other than some time to at least hearing more about the opportunity if you are open for a career move
2. Schedule a call at a later date: preferably from, and to, a land line. Most ethical and professional recruiters are happy to oblige. If they are not prepared to do this, the chances are that they are working to meet daily targets. I would advise you to consider that thought seriously before continuing.
3. Environment: Arrange to speak in a quiet environment away from disturbances and interruptions. This could be that dream job we spoke about! Cars or kids combined with mobile phones are both high risk!
4. Research the caller: Check out the recruiters profile on Linkedin or the company web site. Check if the company is a member of a professional body. If the consultant lacks experience in search (e.g. if he/she were selling real estate or shoes 3 months previously) and doesn't have the necessary professional qualifications - be cautious. As someone who contacts candidates regularly I am happy to let anyone know how to check my credentials. My LinkedIn profile reference is included in my email address. All my qualifications and experience are listed in full on LinkedIn, together with professional recommendations. My email address also includes blog details which has an informative bio at the side. All this indicates to candidates that I am exactly who I say I am, so I never have credibility issues and am actually never even asked.
5. Research the opportunity: so you can present yourself in the best possible light and prepare appropriate questions. This call is part of the selection process and should be treated seriously. First impressions do count.
6. Verify the relationship with the client company: This is another way of asking if the consultant actually has the recruiting assignment. Some unethical recruiters go on fishing expeditions to harvest CVs to sell on later.
7. Is the arrangement for the search exclusive? This will let you know if they are a retained search company or if they are competing with other companies to present their candidates.
8. Query your suitability: Ask the consultant why he/she believes you might be suitable for the position. This opens a discussion that indicates if the consultant understands the job profile. It also tells you what you need to know so that you can orientate your CV if you decide to proceed.
9. Ask about the time frame and the process: If they are evasive - that is a red flag. Companies quite often ask for confidentiality because they don’t want competitors to know that they are recruiting key personnel. This does present issues for consultants, but an ethical consultant should be able to outline the process with a broad brush time frame. Thorough searches generally take between 3 and 6 months.
10. Ask for a profile. Preferred suppliers usually have an outline of one as a basic minimum, or can make a profile available after the initial contact. Clients don't want organisational details flying around cyber space until there is confirmed genuine interest. If there is any continued evasiveness, even at the client level about the job content, reporting arrangements, how performance will be measured – be very cautious
What to look out for….
1. CV Harvesters : if a recruiter can’t specify a specific search or a company – be cautious. Sometimes, as I explained, the company name is confidential, which to be fair happens frequently. However, a consultant can say for example “ US, multi-national, Fortune 500, B2B electronics , based in xx” etc)
2. Protect your contact information if you have any doubts: CV harvesters can pass on your resume to aggregators. These CVs are then used to cull contact information which is subsequently sold to the highest bidders. Don’t include your home address and do use a public email such as hotmail.
3. Vague or unresponsive to your direct questions: usually indicates a lack of knowledge = competence and perhaps even integrity. See above
4. The Trojan horse: Occasionally recruiters contact companies with known preferred suppliers, but where they are aware of an open vacancy. The consultant will go through the motions of presenting you as a candidate, even though candidates from the preferred supplier will get priority consideration. There is a risk that your application will be associated with a disreputable recruiter, which may jeopardise future and genuine applications.
5. Sales Targets: Some recruiting companies have a resume quota for their recruiters. They have to make x calls per day and receive x CVs per day. This encourages new recruiters to get resumes with any story possible. The chances of your resume being used for anything positive are very slim.
6. Arbitrary circulation of your CV: Resumes are randomly sent to prospective employers, with the recruiter’s contact information, not yours. Most companies do not follow-up on unsolicited resumes submitted by unknown recruiters. At best it will disappear at worst it will be associated with a poor recruiter.
7. Beware of job boards: Some unethical companies submit CVs to job boards. There your name and contact information are deleted and substituted with the recruiter’s details. Companies interested in your credentials, then have to go through the recruiter and split fees. One photovoltaic expert looking for a candidate for her own department, found what could only have been her own doctored CV on a job board!
Most search companies especially at the higher end of the market have strong reputations and would not want to damage those with unprofessional conduct. They are bound by codes of ethics from their professional bodies. These are just words of caution to protect against the odd " cowboys" that occasionally creep into any sector!
Good luck!
Why so cryptic? Discretion is in everyone’s interest. It is important to understand that very often the consultant’s hands are tied by their client who want any executive searches or recruitment drives kept under the radar for operational and strategic business reasons. Many companies don’t want their competitors to know what their plans are. Also as a potential candidate you may not want the process broadcast either. One high flying C level executive was approached by an executive search company to join a competitor. Somewhere during the process, (from the client not the search company I should add) confidentiality was breached and the exec was subsequently “let go” by his existing employer.
So how do you know who to trust? What is the best way to deal with consultants who might contact you?
If you follow the basic guidelines you will be able to establish pretty easily who can best represent you and the sort of red flags you should be looking out for.
1. Establish the identity of the caller: Get all the contact information immediately. Ask for the name of the consultant and the company they represent. Verify spellings, web site details and phone numbers. If possible ask about the specific opening they are calling about, the job title or level, the client company and any other details. Do not be overly concerned if the consultant will only give a thumb nail sketch - it is quite normal to be very discreet at this stage. A good, experienced consultant should be able to outline a position succinctly in a matter of minutes. I would suggest that there is very little to be lost at this point other than some time to at least hearing more about the opportunity if you are open for a career move
2. Schedule a call at a later date: preferably from, and to, a land line. Most ethical and professional recruiters are happy to oblige. If they are not prepared to do this, the chances are that they are working to meet daily targets. I would advise you to consider that thought seriously before continuing.
3. Environment: Arrange to speak in a quiet environment away from disturbances and interruptions. This could be that dream job we spoke about! Cars or kids combined with mobile phones are both high risk!
4. Research the caller: Check out the recruiters profile on Linkedin or the company web site. Check if the company is a member of a professional body. If the consultant lacks experience in search (e.g. if he/she were selling real estate or shoes 3 months previously) and doesn't have the necessary professional qualifications - be cautious. As someone who contacts candidates regularly I am happy to let anyone know how to check my credentials. My LinkedIn profile reference is included in my email address. All my qualifications and experience are listed in full on LinkedIn, together with professional recommendations. My email address also includes blog details which has an informative bio at the side. All this indicates to candidates that I am exactly who I say I am, so I never have credibility issues and am actually never even asked.
5. Research the opportunity: so you can present yourself in the best possible light and prepare appropriate questions. This call is part of the selection process and should be treated seriously. First impressions do count.
6. Verify the relationship with the client company: This is another way of asking if the consultant actually has the recruiting assignment. Some unethical recruiters go on fishing expeditions to harvest CVs to sell on later.
7. Is the arrangement for the search exclusive? This will let you know if they are a retained search company or if they are competing with other companies to present their candidates.
8. Query your suitability: Ask the consultant why he/she believes you might be suitable for the position. This opens a discussion that indicates if the consultant understands the job profile. It also tells you what you need to know so that you can orientate your CV if you decide to proceed.
9. Ask about the time frame and the process: If they are evasive - that is a red flag. Companies quite often ask for confidentiality because they don’t want competitors to know that they are recruiting key personnel. This does present issues for consultants, but an ethical consultant should be able to outline the process with a broad brush time frame. Thorough searches generally take between 3 and 6 months.
10. Ask for a profile. Preferred suppliers usually have an outline of one as a basic minimum, or can make a profile available after the initial contact. Clients don't want organisational details flying around cyber space until there is confirmed genuine interest. If there is any continued evasiveness, even at the client level about the job content, reporting arrangements, how performance will be measured – be very cautious
What to look out for….
1. CV Harvesters : if a recruiter can’t specify a specific search or a company – be cautious. Sometimes, as I explained, the company name is confidential, which to be fair happens frequently. However, a consultant can say for example “ US, multi-national, Fortune 500, B2B electronics , based in xx” etc)
2. Protect your contact information if you have any doubts: CV harvesters can pass on your resume to aggregators. These CVs are then used to cull contact information which is subsequently sold to the highest bidders. Don’t include your home address and do use a public email such as hotmail.
3. Vague or unresponsive to your direct questions: usually indicates a lack of knowledge = competence and perhaps even integrity. See above
4. The Trojan horse: Occasionally recruiters contact companies with known preferred suppliers, but where they are aware of an open vacancy. The consultant will go through the motions of presenting you as a candidate, even though candidates from the preferred supplier will get priority consideration. There is a risk that your application will be associated with a disreputable recruiter, which may jeopardise future and genuine applications.
5. Sales Targets: Some recruiting companies have a resume quota for their recruiters. They have to make x calls per day and receive x CVs per day. This encourages new recruiters to get resumes with any story possible. The chances of your resume being used for anything positive are very slim.
6. Arbitrary circulation of your CV: Resumes are randomly sent to prospective employers, with the recruiter’s contact information, not yours. Most companies do not follow-up on unsolicited resumes submitted by unknown recruiters. At best it will disappear at worst it will be associated with a poor recruiter.
7. Beware of job boards: Some unethical companies submit CVs to job boards. There your name and contact information are deleted and substituted with the recruiter’s details. Companies interested in your credentials, then have to go through the recruiter and split fees. One photovoltaic expert looking for a candidate for her own department, found what could only have been her own doctored CV on a job board!
Most search companies especially at the higher end of the market have strong reputations and would not want to damage those with unprofessional conduct. They are bound by codes of ethics from their professional bodies. These are just words of caution to protect against the odd " cowboys" that occasionally creep into any sector!
Good luck!
Tuesday, August 18, 2009
Job search for the 50 somethings
One of the most vulnerable groups in this or any other recession is the 50 somethings. This is not necessarily because they are poor performers, but usually because they are simply more expensive than junior employees. Severing a few senior execs or older employees can make an instant and positive impact on any organisation’s salary bill. Additionally, at this level employees are also costly in terms of perks and benefits, with company cars, phones, lap tops, health and pension plans and longer holidays etc all contributing to reducing a company’s overheads when they cease. So whether you’re pushed or decide to take advantage of voluntary early retirement schemes, there are lots of things to take into consideration.
So what can you do ?
Emotional support : The higher you are - the further the fall. Losing your job is hard for anyone, but being displaced from near the top of the chronological or professional pyramid can be especially tough. Quite often there are angry thoughts about how many years you’ve put in and perhaps how little time you have left in your career. Deal with the anger, grief and anxiety and any perceptions of failure you might have as effectively and as early as you possible. All of these challenging emotions will impede your ability to move forward. Set up some coping strategies, a structured daily schedule to support yourself through this difficult time. My friend Sarah Robinson calls this structure “Walking the Grid”( www.themaverickmom.com) She uses this strategy when “ ..I really don’t know what to do next, where I feel like I am grappling in the dark …” It might be walking, gym sessions, talking to close friends and family, networking, job search activities, relaxing, sleeping and eating correctly.
I knew one Coachee who didn’t tell his wife he had been laid off until 3 months after the event and every day he left the house as if setting off for the office as usual. In fact he was just sitting in cafés and parks until he came home at the normal time. So if your own efforts don’t work consider seeking professional support or visit your doctor.
2. Take stock: What do you really want to do? List your passions. How so you want to spend the rest of your career - your life? Consider personal development programmes: think about training in another field or updating old skills. An old college friend, Russell Lewis, an ex-lawyer has retrained in dry stone walling techniques and thatching– simply because he wanted to spend his post- retirement career working out of doors. What do you want to do?
3. Update your CV: many older job seekers have not looked for a job or written a CV for a number of years. It is key to update it in line with current job search developments and presentation techniques, as well as to keep abreast of modern technology in this field. This is one age group which I strongly believe benefits from professional career support. You are no longer obliged to state your date of birth, or even the year you graduated on your CV, but most experienced recruiters are savvy enough to work out if you try too much camouflaging
4. Indentify your transferable skills: look at the challenges in your life and career and ask how these can be used in other fields or sectors . You have amazing life and career experiences to call upon, so make these your USPs.
5. Update your professional skills: it is really important now to be on top of all the latest developments in your field, profession or sector. You may not be operational in all of them, but being out of touch with current trends dates you.
6. Interim assignments: 50 somethings are quite often attracted to interim assignments, although this is a sphere that is challenging to break into because the Catch 22 applies that previous experience is quite often required. This is an deal sector for candidates who are nationally or internationally mobile and have had experience of hitting the ground running as project managers during their careers.
7. Networking: now is the time to really tap into your network. All those extra miles on the tires means lots more contacts on the Rolodex, which is a huge bonus. Maximise those connections. Make sure you attend all professional and alumni events. Sign up for news letters.
8. Become familiar with social media: make sure you have a presence on LinkedIn, Facebook, Twitter, and any social media pertinent to your field. This is not just about raising your visibility , it’s also about being seen to be current! 50 somethings who dismiss social media and modern technology out of hand and do so volubly, are immediately indicating that they are not at least in touch with modern trends. As a minimum you need to understand what it is all about and how it functions. If you reject it, do so from an informed position. It means that you can communicate with the 25 – 45 age group without your eyes glazing over or looking panic stricken.
9. Assess your image: now is the time to objectively ( and tastefully) update your image and make sure your clothes, hair style and general appearance are at least from the 21st century.
10. Look after your health: If you look healthy and fit ( and hopefully are) you will appear energetic.
11. Interviews: there is a strong possibility that everyone in the process might be younger than you. Try not to let this bother you. Don’t assume that because you are older, you know more, or better. Your area of expertise is just in another area. Appearing flexible, current and open will be key factors to emphasise. Try to keep your points of reference relatively recent. Referring to experiences from 30 or 40 years ago, unless it is of specific value, dates you. So forget Flower Power, Glasnost, Thatcher, Mitterand and Clinton and make sure you have a good general knowledge of recent national and international events plus general cultural developments. If you don’t know what an Ipod is you might be in trouble.
12. Re-location: older employees are sometimes less tied to specific geographic areas because of young families etc. If you are able to extend your job search net wider, so much the better.
13. Volunteer: Not- for-Profit organisations are happy to have senior level volunteers. This is always helpful for networking, refreshing old skills or learning new ones.
14. Become an Expert: Offering pro- bono consulting services is another way of raising your visibility and show casing your area of expertise. Write a blog or articles for your local newspaper or your professional newsletter, which also increases you visibility. Set up a web site. You have a lot to offer. There are certain areas where “Village Elder “ experience is invaluable. E-How (www.ehow.com ) offers the opportunity to make money on line by writing and publishing your own content.
15. Anti – social hours: Consider working hours that younger workers with families won’t/can’t work.
16. Is this the time to be self employed? With your wealth of experience could you start up your own business or join forces with someone else with complementary skills . You Noodle is a place to discover and support the hottest early-stage companies and university innovation. They develop decision-making technology and tools for the start up world. (www.younoodle.com) Check it out.
Some companies actually value expertise and experience. I hope you find them!
Six of the most costly words in life or business can be " This is what I've always done."
So what can you do ?
Emotional support : The higher you are - the further the fall. Losing your job is hard for anyone, but being displaced from near the top of the chronological or professional pyramid can be especially tough. Quite often there are angry thoughts about how many years you’ve put in and perhaps how little time you have left in your career. Deal with the anger, grief and anxiety and any perceptions of failure you might have as effectively and as early as you possible. All of these challenging emotions will impede your ability to move forward. Set up some coping strategies, a structured daily schedule to support yourself through this difficult time. My friend Sarah Robinson calls this structure “Walking the Grid”( www.themaverickmom.com) She uses this strategy when “ ..I really don’t know what to do next, where I feel like I am grappling in the dark …” It might be walking, gym sessions, talking to close friends and family, networking, job search activities, relaxing, sleeping and eating correctly.
I knew one Coachee who didn’t tell his wife he had been laid off until 3 months after the event and every day he left the house as if setting off for the office as usual. In fact he was just sitting in cafés and parks until he came home at the normal time. So if your own efforts don’t work consider seeking professional support or visit your doctor.
2. Take stock: What do you really want to do? List your passions. How so you want to spend the rest of your career - your life? Consider personal development programmes: think about training in another field or updating old skills. An old college friend, Russell Lewis, an ex-lawyer has retrained in dry stone walling techniques and thatching– simply because he wanted to spend his post- retirement career working out of doors. What do you want to do?
3. Update your CV: many older job seekers have not looked for a job or written a CV for a number of years. It is key to update it in line with current job search developments and presentation techniques, as well as to keep abreast of modern technology in this field. This is one age group which I strongly believe benefits from professional career support. You are no longer obliged to state your date of birth, or even the year you graduated on your CV, but most experienced recruiters are savvy enough to work out if you try too much camouflaging
4. Indentify your transferable skills: look at the challenges in your life and career and ask how these can be used in other fields or sectors . You have amazing life and career experiences to call upon, so make these your USPs.
5. Update your professional skills: it is really important now to be on top of all the latest developments in your field, profession or sector. You may not be operational in all of them, but being out of touch with current trends dates you.
6. Interim assignments: 50 somethings are quite often attracted to interim assignments, although this is a sphere that is challenging to break into because the Catch 22 applies that previous experience is quite often required. This is an deal sector for candidates who are nationally or internationally mobile and have had experience of hitting the ground running as project managers during their careers.
7. Networking: now is the time to really tap into your network. All those extra miles on the tires means lots more contacts on the Rolodex, which is a huge bonus. Maximise those connections. Make sure you attend all professional and alumni events. Sign up for news letters.
8. Become familiar with social media: make sure you have a presence on LinkedIn, Facebook, Twitter, and any social media pertinent to your field. This is not just about raising your visibility , it’s also about being seen to be current! 50 somethings who dismiss social media and modern technology out of hand and do so volubly, are immediately indicating that they are not at least in touch with modern trends. As a minimum you need to understand what it is all about and how it functions. If you reject it, do so from an informed position. It means that you can communicate with the 25 – 45 age group without your eyes glazing over or looking panic stricken.
9. Assess your image: now is the time to objectively ( and tastefully) update your image and make sure your clothes, hair style and general appearance are at least from the 21st century.
10. Look after your health: If you look healthy and fit ( and hopefully are) you will appear energetic.
11. Interviews: there is a strong possibility that everyone in the process might be younger than you. Try not to let this bother you. Don’t assume that because you are older, you know more, or better. Your area of expertise is just in another area. Appearing flexible, current and open will be key factors to emphasise. Try to keep your points of reference relatively recent. Referring to experiences from 30 or 40 years ago, unless it is of specific value, dates you. So forget Flower Power, Glasnost, Thatcher, Mitterand and Clinton and make sure you have a good general knowledge of recent national and international events plus general cultural developments. If you don’t know what an Ipod is you might be in trouble.
12. Re-location: older employees are sometimes less tied to specific geographic areas because of young families etc. If you are able to extend your job search net wider, so much the better.
13. Volunteer: Not- for-Profit organisations are happy to have senior level volunteers. This is always helpful for networking, refreshing old skills or learning new ones.
14. Become an Expert: Offering pro- bono consulting services is another way of raising your visibility and show casing your area of expertise. Write a blog or articles for your local newspaper or your professional newsletter, which also increases you visibility. Set up a web site. You have a lot to offer. There are certain areas where “Village Elder “ experience is invaluable. E-How (www.ehow.com ) offers the opportunity to make money on line by writing and publishing your own content.
15. Anti – social hours: Consider working hours that younger workers with families won’t/can’t work.
16. Is this the time to be self employed? With your wealth of experience could you start up your own business or join forces with someone else with complementary skills . You Noodle is a place to discover and support the hottest early-stage companies and university innovation. They develop decision-making technology and tools for the start up world. (www.younoodle.com) Check it out.
Some companies actually value expertise and experience. I hope you find them!
Six of the most costly words in life or business can be " This is what I've always done."
Tuesday, August 11, 2009
Some recruitment myths debunked
Today, not only are there fewer job opportunities, but many individuals come away feeling disillusioned, depressed, inadequate and somehow short changed after their dealings with recruiters. A recent survey conducted by FPC Workplace Web Poll Data between March and July 2009, indicates that having no response at all to resume submissions is actually the greatest challenge to job seeking in this economy ( cited by 42% of the poll) .
In the last months I have talked to many job seekers who complain about poor experiences with recruitment and search companies, and a number have asked for support to explain how to negotiate what at times can actually be a more disheartening process than being out of work.
At the root of all of these issues seems to be mismatched expectations by potential candidates of the people, the process and the organisations involved in job search. It might be helpful to map out what you can realistically expect from any recruitment or search organisation. What can you do differently to avoid disappointment?
The recruiting process in a business context
· Talent Management / Human Capital / HR, whatever you want to call it, can be very much the poor relation in many organisations ( why is a whole other topic). Sometimes the function is not even represented at executive board level. This can weaken the strategic voice within a company.
· During the downturn, as a service function, HR professionals have seen their teams cut and many are simply overworked, under supported and beleaguered. They are caught between demanding executive committees and angry, confused employees. You may have read about demonstrations and actions taken against HR professionals as the “company voice” in many parts of the world, which is even called “ Boss Snapping” in France.
· Any pressure HR professionals are under to reduce their hiring costs, are then passed onto search and recruitment organisations. Sometimes companies will give the same assignment to multiple recruitment companies who will compete against each other to place candidates. The unsuccessful organisations will have invested resources in good faith in this process and will not receive a fee.
· At the same time recruiting companies themselves have been hit by the downturn and have laid off large numbers of staff , so many are also operating on reduced budgets and manpower. Some work on contingency (no placement = no fee) and it is not economically viable to invest time in candidates that are not on target. Additionally they are dealing with huge numbers of unsolicited CVs during this recession with lower staffing levels.
· When there is a drive to reduce costs in whatever sector you are in – this can impact the quality of the final product and service.
Anders Borg, President of Hansar International and current global Chairman of the AESC (Association of Executive Search Consultants) comments: " A retained executive search firm is in the Leadership consulting business and helps client corporations achieve their strategic goals. Talent acquisition is one of the activities, the goal of which is to give the client company an optimal return on investment. The global spend on recruitment is currently down by a considerable number, even in the retained executive search talent base. With an overall drop between 30-50% , hundreds of consultants are now leaving the profession".
Who do recruiters work for? Not you!
This is the first job search myth that needs to be dispelled. The recruiter works for the hiring company not you. Hoisting that one simple fact on board will help enormously in managing your expectations of the outcome of any contact.
There are a number of ways career opportunities come to the market but whether the company is a retained executive search company or a recruitment company working on contingency, in all cases the client is the hiring organisation – not you.
How do I find a high calibre recruiter?
There are large numbers of highly qualified, skilled and committed search professionals throughout the world. But clearly, as in any profession there are cowboys and there will always be degrees of excellence, or lack of it with the people you encounter.
The AESC is the professional body overseeing executive search and recruitment organisations and their members adhere to a globally agreed code of professional ethics and conduct. It is best to select organisations that are members of this body, or other similar local or regional groups. Nevertheless still a word of caution from Anders: "Beware though that it is not the firm's brand name that is the key attraction. It is still the individual consultant that counts".
In many countries there are no professional barriers to entry which allows anyone with limited or no relevant academic qualifications or even functional experience to set themselves up in this arena and claim to be a recruitment professional. If your consultant was selling real estate 3 months earlier – be cautious. It is perfectly OK to check them out as individuals before finally committing and to shop around until you find someone with the type of experience you are looking for. LinkedIn or the company web site would be a good place to start any verification process.
Anders advises " As in all professions, some are excellent, a few are abysmal and the rest are somewhere in between. Try to seek out the excellent ones."
Why won’t recruiters give me career advice?
While many recruitment consultants are also certified coaches (as I am) most are not. They are not your personal coach and their role is not to motivate you or help you map out your career path. Many will be helpful, but others may have little understanding that even throw away phrases can have a very negative impact on anxious job seekers. There is no ill will usually involved in this, they simply don’t know any better and have their own stresses to deal with.
Why do I get no response to my job applications?
The worst experience job seekers claim they have, is no response at all. Uploading your CV and it disappearing into the ether of cyber space and having no idea what, or if anything at all will happen to it is very disheartening. You should understand well that indeed nothing is happening to it. 97% of CVs are not identified by ATS systems.
Why do recruiters never follow through?
Many recruiters are working on contingency – sometimes multiple companies working on the same assignment competing against each other. If they don‘t place a candidate they don’t get paid. Consultants are working to targets and focus on candidates they can be sure of placing. Many will take the time to develop candidate contacts but others do not have time or resources for professional courtesies and admin, so their dealings can be transactional. It is up to you if you decide to work with such organisations – but at least you know now in advance that this is what is going on.
Generally it is better to have a few solid trusted contacts than sending out your resume to every search company on the internet. Focus your time energy on raising your general visibility and connectivity and making your job search strategic.
What can you do?
Don’t let your desire to spread your job search net as wide as possible cloud your judgement about which recruiter to use. Cherry pick. Job search strategies are just that - strategic !When you contact search or recruitment companies Anders suggests "Focus on transferable skills and spell out how they would be of value in different environments. Leadership qualities and change management experience are often the key factors in this context".
- Research the company beforehand. Check if it is a member of the AESC or perhaps a similar regional or local professional body. Very often the names of practise heads are published on the web site. Assess the experience levels of the consultants who are usually listed.
- Check if there is an open assignment section and see if anything is appropriate to your skill set.
- Sign up for alerts
- Upload your CV via their web site or by email using strong vocabulary, mirroring techniques (as appropriate) and keywords to make sure your CV comes to the top 3% that get past keyword recognition software. If your CV is regularly disappearing into the job search ether - you need to do something different and change your key words or personal branding presentation
- Understand that consultants are unlikely to contact you unless they have a specific opening. It’s a fine line to tread between being tenacious and a nuisance, requiring empathy and marketing skills when you contact these organisations.
- Absolutely do not pay any fees - If a recruiter asks for a fee just to receive your CV , they are not a recruiter. By definition, no recruiter should ever charge the candidate. If they have a search, the company pays. Just let that go. That process should not be confused with an outplacement or career coaching where a tangible service is provided and YOU become the client. Very often the company that has made you redundant will pay that fee and you should look into that too.
What to do when you find a recruitment or company to trust :
1. Develop a relationship with the recruiter: People work with those that they like and trust.
2. Be correct, courteous and efficient in all your dealings - remember first impressions count
3. Add value : Source colleagues, friends or even competitors who might be suitable if you are not. Recruiters appreciate and will remember that courtesy.
4. Develop a reputation as an industry or sector source or technical specialist. If you gain a reputation in this area then the chances are that the recruiter will come back to you.
Coming next! Tips on :
- Inside recruitment and search companies
- how to handle recruiters and search professionals when they contact you
In the last months I have talked to many job seekers who complain about poor experiences with recruitment and search companies, and a number have asked for support to explain how to negotiate what at times can actually be a more disheartening process than being out of work.
At the root of all of these issues seems to be mismatched expectations by potential candidates of the people, the process and the organisations involved in job search. It might be helpful to map out what you can realistically expect from any recruitment or search organisation. What can you do differently to avoid disappointment?
The recruiting process in a business context
· Talent Management / Human Capital / HR, whatever you want to call it, can be very much the poor relation in many organisations ( why is a whole other topic). Sometimes the function is not even represented at executive board level. This can weaken the strategic voice within a company.
· During the downturn, as a service function, HR professionals have seen their teams cut and many are simply overworked, under supported and beleaguered. They are caught between demanding executive committees and angry, confused employees. You may have read about demonstrations and actions taken against HR professionals as the “company voice” in many parts of the world, which is even called “ Boss Snapping” in France.
· Any pressure HR professionals are under to reduce their hiring costs, are then passed onto search and recruitment organisations. Sometimes companies will give the same assignment to multiple recruitment companies who will compete against each other to place candidates. The unsuccessful organisations will have invested resources in good faith in this process and will not receive a fee.
· At the same time recruiting companies themselves have been hit by the downturn and have laid off large numbers of staff , so many are also operating on reduced budgets and manpower. Some work on contingency (no placement = no fee) and it is not economically viable to invest time in candidates that are not on target. Additionally they are dealing with huge numbers of unsolicited CVs during this recession with lower staffing levels.
· When there is a drive to reduce costs in whatever sector you are in – this can impact the quality of the final product and service.
Anders Borg, President of Hansar International and current global Chairman of the AESC (Association of Executive Search Consultants) comments: " A retained executive search firm is in the Leadership consulting business and helps client corporations achieve their strategic goals. Talent acquisition is one of the activities, the goal of which is to give the client company an optimal return on investment. The global spend on recruitment is currently down by a considerable number, even in the retained executive search talent base. With an overall drop between 30-50% , hundreds of consultants are now leaving the profession".
Who do recruiters work for? Not you!
This is the first job search myth that needs to be dispelled. The recruiter works for the hiring company not you. Hoisting that one simple fact on board will help enormously in managing your expectations of the outcome of any contact.
There are a number of ways career opportunities come to the market but whether the company is a retained executive search company or a recruitment company working on contingency, in all cases the client is the hiring organisation – not you.
How do I find a high calibre recruiter?
There are large numbers of highly qualified, skilled and committed search professionals throughout the world. But clearly, as in any profession there are cowboys and there will always be degrees of excellence, or lack of it with the people you encounter.
The AESC is the professional body overseeing executive search and recruitment organisations and their members adhere to a globally agreed code of professional ethics and conduct. It is best to select organisations that are members of this body, or other similar local or regional groups. Nevertheless still a word of caution from Anders: "Beware though that it is not the firm's brand name that is the key attraction. It is still the individual consultant that counts".
In many countries there are no professional barriers to entry which allows anyone with limited or no relevant academic qualifications or even functional experience to set themselves up in this arena and claim to be a recruitment professional. If your consultant was selling real estate 3 months earlier – be cautious. It is perfectly OK to check them out as individuals before finally committing and to shop around until you find someone with the type of experience you are looking for. LinkedIn or the company web site would be a good place to start any verification process.
Anders advises " As in all professions, some are excellent, a few are abysmal and the rest are somewhere in between. Try to seek out the excellent ones."
Why won’t recruiters give me career advice?
While many recruitment consultants are also certified coaches (as I am) most are not. They are not your personal coach and their role is not to motivate you or help you map out your career path. Many will be helpful, but others may have little understanding that even throw away phrases can have a very negative impact on anxious job seekers. There is no ill will usually involved in this, they simply don’t know any better and have their own stresses to deal with.
Why do I get no response to my job applications?
The worst experience job seekers claim they have, is no response at all. Uploading your CV and it disappearing into the ether of cyber space and having no idea what, or if anything at all will happen to it is very disheartening. You should understand well that indeed nothing is happening to it. 97% of CVs are not identified by ATS systems.
Why do recruiters never follow through?
Many recruiters are working on contingency – sometimes multiple companies working on the same assignment competing against each other. If they don‘t place a candidate they don’t get paid. Consultants are working to targets and focus on candidates they can be sure of placing. Many will take the time to develop candidate contacts but others do not have time or resources for professional courtesies and admin, so their dealings can be transactional. It is up to you if you decide to work with such organisations – but at least you know now in advance that this is what is going on.
Generally it is better to have a few solid trusted contacts than sending out your resume to every search company on the internet. Focus your time energy on raising your general visibility and connectivity and making your job search strategic.
What can you do?
Don’t let your desire to spread your job search net as wide as possible cloud your judgement about which recruiter to use. Cherry pick. Job search strategies are just that - strategic !When you contact search or recruitment companies Anders suggests "Focus on transferable skills and spell out how they would be of value in different environments. Leadership qualities and change management experience are often the key factors in this context".
- Research the company beforehand. Check if it is a member of the AESC or perhaps a similar regional or local professional body. Very often the names of practise heads are published on the web site. Assess the experience levels of the consultants who are usually listed.
- Check if there is an open assignment section and see if anything is appropriate to your skill set.
- Sign up for alerts
- Upload your CV via their web site or by email using strong vocabulary, mirroring techniques (as appropriate) and keywords to make sure your CV comes to the top 3% that get past keyword recognition software. If your CV is regularly disappearing into the job search ether - you need to do something different and change your key words or personal branding presentation
- Understand that consultants are unlikely to contact you unless they have a specific opening. It’s a fine line to tread between being tenacious and a nuisance, requiring empathy and marketing skills when you contact these organisations.
- Absolutely do not pay any fees - If a recruiter asks for a fee just to receive your CV , they are not a recruiter. By definition, no recruiter should ever charge the candidate. If they have a search, the company pays. Just let that go. That process should not be confused with an outplacement or career coaching where a tangible service is provided and YOU become the client. Very often the company that has made you redundant will pay that fee and you should look into that too.
What to do when you find a recruitment or company to trust :
1. Develop a relationship with the recruiter: People work with those that they like and trust.
2. Be correct, courteous and efficient in all your dealings - remember first impressions count
3. Add value : Source colleagues, friends or even competitors who might be suitable if you are not. Recruiters appreciate and will remember that courtesy.
4. Develop a reputation as an industry or sector source or technical specialist. If you gain a reputation in this area then the chances are that the recruiter will come back to you.
Coming next! Tips on :
- Inside recruitment and search companies
- how to handle recruiters and search professionals when they contact you
With Special thanks to Anders Borg: President Hansar International and Chairman of AESC http://www.hansar.com/
Friday, July 31, 2009
Facts Talk
Last week I posted a blog about dealing with negative thinking. Surprisingly, two words prompted more response and questions than any other part of that piece. Facts talk. What did I mean? My response was met with disbelief! Facts get us out of our comfort zones.
Here’s why it shouldn‘t be!
A commonly used acronym for FEAR is: False Expectations Appearing Real. I first saw that phrase in the early 90s, but ironically, I have actually seen it twice in the last week alone in blogs written by Lolly Daskal and Conrad Palmer. It's worth repeating.
When we feel any sort of pressure or stress, we all have a tendency to lose sight of things as they really are. This is no "holier than thou " stuff, so don’t think I've got it all sorted . You are reading someone who has begged for air-rescue from a bunny ski slope! Essentially we become fearful (full of fear).
When we all lived in caves that sensation very conveniently kicked in to make us more alert for any potential "attacks". To protect ourselves against lions, tigers and bears our bodies are hard- wired to educate us to anticipate risk ( things that may or may not happen). So adrenalin kicks in and we shift into fight or flight mode, activated by the best kind of stress - motivation, energy, whatever you want to call it, the upward part of the curve. Now this good feeling switches to anxiety, when at a basic level we "fear" that we don't have the resources ( physical or psychological) to cope with perceived threats to our security and well being. We believe rightly or wrongly, that ultimately we might fail. Good stress therefore becomes bad stress (de-motivation). When lions, tigers and bears are involved, one could reasonably be forgiven for preparing for a gory death, a horrific maiming, or perhaps a long hard run for it.
Clearly now in our more evolved state, that is less likely to happen. However, our primal response facilities are still in place. Nobody told our DNA that. These fears are activated by more subtle circumstances: the unknown, rejection, or people discovering who we are, with all our weaknesses and flaws and that we will be deemed unworthy. For most of us, being full of fear is not the greatest sensation ( racing pulse, churning stomach, sweating, high pitched voice) The best way to avoid feeling out of breath, nauseous, sweaty and sounding squeaky, is simply to avoid fear inducing situations. Makes sense right? This means that we withdraw into a nice safe place when we feel fearful. Or we don't act at all. This means we stay in our nice safe place to prevent feeling fearful. In my case the hotel lounge!
We all have different things that make us anxious ( our weaknesses, actual or perceived ), so it is impossible to make sweeping statements in any generic fashion. But happily that too enables us to escape discovery. Someone might skydive with impunity, but worry about writing a mission statement. An engineer might deal with complex technical problems, but feel nervous about interviews. A graphic designer might make brilliant lay outs, but have no idea how to write a CV. Who would have thought? Exactly! No one. We're free and clear plus totally undiscovered. But wait...
At the same basic level we know that we should be out doing the things that make us breathless, sick and sticky, ( aka guilt). We have bills to pay, expectations to meet and our partners or friends are asking probing questions, so we have strategies in place to convince ourselves and "others" to create smoke screens. A computer is great for "busy-ness" and not doing anything. We tell ourselves that it is simply events or circumstances that are conspiring against us. Today, more than ever we are able to pass on our individual responsibility ( blame) to something amorphous and unaccountable. The recession.
But sometimes "others" don't buy into what we're saying , because they have "other" fears and somewhat inconsiderately, they feel perfectly comfortable with the job search process. Then we start making excuses. I could fill a whole page with the reasons I have invented not to ski so I wouldn't look "less than" or disappoint people who were important to me. Some of them were very creative. So in the words of Peter Williams " Unworthiness is the foundation of the comfort zone" .
Finally we're here. This is where facts talk. Facts are a big step. They get fear and guilt out into the open. You can then see that although everything is not perfect (nothing is ever perfect) , but they can be perfectly manageable. Facts provide messages. Messages lead to thought. Written thoughts leads to actions. Actions lead to solutions.
When looking for a job everyone should keep a job search log/progress sheet whatever you want to call it. Doesn't matter. You can make one yourself or use an online tool such as Jibberjobber (http://www.jibberjobber.com/) Keep an accurate record of all the positions applied for and each stage of the process with dates: position, company, contact, date CV sent, method ( direct, on-line), response( telephone interview, direct interview etc) feedback. Most people, when asked, have no idea how many jobs they've applied for. Most people claim that they spend 6-10 hours a day looking for jobs. I can usually tell by the results, how engaged they are. It's quite often less than 6 -10 hours. If they need to network and only have 10 LinkedIn connections - I know they're not putting in the hard yards and so do they. More guilt. Having all that information laid out in factual form enables you to easily track all the detail relating to your job search and time management. Even not having feedback sends you a useable message.
So, if you are sending off CVs (more than 10- 15 depending on level, function, geographic location) with no response at all, what is that telling you? You need to play around with the CV, change something and monitor that result. Change it again if that doesn't work. If you get no further than a telephone screening - could it be that your telephone interview techniques needs some work? Same if you fall at the interview stage. If you can't find any jobs to apply for ( and there are still some jobs, they are just not advertised as openly) then perhaps you need to expand your network or online presence. But unless you can see it written down you will convince yourself that you are active on the job market, when really, although you're in front of your computer, perhaps spending more time reading something of personal interest (sports results, celeb gossip, international affairs) than researching openings. So track your time too - keep a time management log. Be brutally honest. Are you really engaged as much as you say, or just fooling around on Facebook or Twitter? Facts talk.
If you are struggling with any parts of the process over an extended period, please look at seeking support from friends, family, your network or a professional. You are your best asset - it's an investment in your future. If you don't act, you won't fail, but you won't succeed either.
Remember .. as Audrey Hepburn suggested, the letters in impossible also write I'm possible!
Friday, July 24, 2009
Mind Management - No More Negative Thinking
Every day I coach incredibly talented, successful people with amazing skill sets, backgrounds and experience. But whether they are entry level, mid career or CEOs with long track records, many struggle to market themselves in the right way. One thing most have in common is without exception, they self -sabotage and block their own progress, not so much with what they do directly - but what they think. These thoughts not only control the outcome of any actions, but equally significantly, can also be at the root of inaction, lack of engagement and follow through. This is particularly hard to track if we develop strategies for seeming to be active (" busy-ness") when indeed the opposite is going on. There is a lot of truth in the old adage "mind over matter". Or mind matters!
I'm not talking about people losing sleep over being losers or useless. That would be too obvious. These thoughts are much more passive, pernicious,subtle and insidious, so ultimately more damaging. They are small disruptive internal messages that insinuate our sub-conscious thinking and keep re-playing in our heads until we believe them and ultimately act on them. We don't know why, or sometimes that these notions are even there. My son has a great phrase "drowning in my own thoughts" to describe those negative messages, which pop up when we least want them. Worse still, they provide an invisible, sub- conscious structure for our decision making processes but just as importantly for our lack of decision making.
I had a Skype call with a guy based in London this week who wanted some job search support. No problem. During the conversation he mentioned several times " being out of work for 2 years" and a need to explain a " 2 year gap on my CV". I scanned his CV. I checked and double checked. Nothing. Eventually I asked him when this 2 year gap had started. He replied December 2008. Okay.. we're now July 2009 - how was that 2 years? That thought was a complete mind fabrication !
At some level he had persuaded himself that his mid career decision to take a 12 month MBA course was " opting out" and therefore a period of unemployment, so he would need to defend his position with recruiters and interviewers. I have no idea where this pressure came from, that is complex and we only talked for 45 minutes. I just saw the outcome. Another approach could be that he had taken a brave risk, left a great job in a top company to strategically develop his career. It required leaving his own country and moving to a foreign one, adapting to a different culture and learning another language. His graduation coincided with the height of the credit crunch. That was the fault of a group of out of control bankers and a global trend in mindless consumerism. Nothing to do with him. Not only should recruiters not see this career enhancement step as a negative, but they should recognise it for what it is - a great series of achievements. (GC I hope you're reading this!)
So if you feel that anyone doesn't understand you, start asking them some relevant questions to check they have insight into your situation. In this case they might be monolingual or mono cultural and lived in the same town all their lives. If they can't see what you're about - perhaps you need to change the type of recruiter you're choosing to work with.
Negative thinking is at the root of most self sabotaging coping strategies: procrastination and perfectionism to name just two. We all do it because we fear what other people will think of us and ultimately we fear failure. In the words of Eleanor Roosevelt "No one can make you feel inferior without your consent". No one is unique, everyone goes through this at different times over different issues and even outwardly successful senior people have doubts at times.
So how can you tackle that? Simple. Write the thought down. When written down a thought becomes clearer. Let's pick one and track the subsequent underlying thinking that might be churning beneath the surface and needs to be teased out. This is a very typical negative thought process that I work through with many people on a weekly basis.
ORIGINAL THOUGHT " Hmmm... I should apply for that job" write that down and then track in writing, your subconscious ,internal negative dialogue which might be something along these lines:
**But.. wait... if I send in my CV, they might call me .. **and I won't know what to say ... **then I'll make a complete idiot of myself on the phone and maybe in the interview... **then they'll know how useless I am..** then I won't get the job .. .**then they might tell everyone....**then everyone will know I'm stupid and laugh at me.. **then I'll let my whole family down... ** then I won't get any job anywhere, ever... **then I'll never work again... then I'll have no money so I'll be bankrupt ... **then I'll lose my house .. *then my wife/girlfriend/boyfriend/husband/kids/goldfish will all leave me forever.. **then I'll be on benefits/welfare or living in a box ... **then everyone in the world will hate me...then
I'm not talking about people losing sleep over being losers or useless. That would be too obvious. These thoughts are much more passive, pernicious,subtle and insidious, so ultimately more damaging. They are small disruptive internal messages that insinuate our sub-conscious thinking and keep re-playing in our heads until we believe them and ultimately act on them. We don't know why, or sometimes that these notions are even there. My son has a great phrase "drowning in my own thoughts" to describe those negative messages, which pop up when we least want them. Worse still, they provide an invisible, sub- conscious structure for our decision making processes but just as importantly for our lack of decision making.
I had a Skype call with a guy based in London this week who wanted some job search support. No problem. During the conversation he mentioned several times " being out of work for 2 years" and a need to explain a " 2 year gap on my CV". I scanned his CV. I checked and double checked. Nothing. Eventually I asked him when this 2 year gap had started. He replied December 2008. Okay.. we're now July 2009 - how was that 2 years? That thought was a complete mind fabrication !
At some level he had persuaded himself that his mid career decision to take a 12 month MBA course was " opting out" and therefore a period of unemployment, so he would need to defend his position with recruiters and interviewers. I have no idea where this pressure came from, that is complex and we only talked for 45 minutes. I just saw the outcome. Another approach could be that he had taken a brave risk, left a great job in a top company to strategically develop his career. It required leaving his own country and moving to a foreign one, adapting to a different culture and learning another language. His graduation coincided with the height of the credit crunch. That was the fault of a group of out of control bankers and a global trend in mindless consumerism. Nothing to do with him. Not only should recruiters not see this career enhancement step as a negative, but they should recognise it for what it is - a great series of achievements. (GC I hope you're reading this!)
So if you feel that anyone doesn't understand you, start asking them some relevant questions to check they have insight into your situation. In this case they might be monolingual or mono cultural and lived in the same town all their lives. If they can't see what you're about - perhaps you need to change the type of recruiter you're choosing to work with.
Negative thinking is at the root of most self sabotaging coping strategies: procrastination and perfectionism to name just two. We all do it because we fear what other people will think of us and ultimately we fear failure. In the words of Eleanor Roosevelt "No one can make you feel inferior without your consent". No one is unique, everyone goes through this at different times over different issues and even outwardly successful senior people have doubts at times.
So how can you tackle that? Simple. Write the thought down. When written down a thought becomes clearer. Let's pick one and track the subsequent underlying thinking that might be churning beneath the surface and needs to be teased out. This is a very typical negative thought process that I work through with many people on a weekly basis.
ORIGINAL THOUGHT " Hmmm... I should apply for that job" write that down and then track in writing, your subconscious ,internal negative dialogue which might be something along these lines:
**But.. wait... if I send in my CV, they might call me .. **and I won't know what to say ... **then I'll make a complete idiot of myself on the phone and maybe in the interview... **then they'll know how useless I am..** then I won't get the job .. .**then they might tell everyone....**then everyone will know I'm stupid and laugh at me.. **then I'll let my whole family down... ** then I won't get any job anywhere, ever... **then I'll never work again... then I'll have no money so I'll be bankrupt ... **then I'll lose my house .. *then my wife/girlfriend/boyfriend/husband/kids/goldfish will all leave me forever.. **then I'll be on benefits/welfare or living in a box ... **then everyone in the world will hate me...then
Hmmm ... OK.... I just need to go to the supermarket/pub/shower ...I'll send the CV off after dinner.
Sound vaguely familiar? So how do you deal with this?
Ok, now write down some opposing thoughts. Look at the facts. Realistically just by sending off your CV, what are the chances of you living in a box, with everyone thinking you're a fool and everyone completely hating you? Right.. Absolutely ZERO. You indeed be might be mismatched for the opening or your CV is not strong enough, but that is quite different. Why? All those things can be changed. There is quite often underlying wisdom in humour and as the joke goes everyone doesn't know you. Keep a job search log so you can't convince yourself into thinking that you're active when you're not. Facts talk.
The reality will be that the most damaging outcome is nothing. Your CV will not be selected by the ATS and you will sink to job search oblivion. Nothing is not good. So any action or activity from that process, even the messages you don't want to hear, are learning experiences and not negative ones.
What have you learned from doing nothing? That you you need to act now, otherwise the whole process repeats itself .
Saturday, July 18, 2009
The recession's silver lining: FunEmployment:
We are now heading towards the summer and those that can afford a holiday are looking forward to a break. Some are nervously awaiting half year results. Companies in all sectors are trying to find ways to reduce their salary bills, to synchronise operational activity with reduced customer demand. Some have made straight lay offs and redundancies, others are able to be more creative. Organisations from BA and KPMG to smaller companies in addition to forced lay offs, are offering employees voluntary extended vacations, sabbaticals,and reduced working days or weeks. The hope is that when the economic upturn does kick in, they will not have lost the pool of talent that has taken years to recruit and train.
In the past 6 months as a coach I have seen individuals transition from grief, shock, panic and despair, through adaptation and acceptance, but increasingly (in the last weeks only) to the slight beginnings of optimism, even from those who had to deal with the out- of- the- blue shock of losing their jobs. This is not to detract from the reality of everyone's situations. I am absolutely not doing that. Pensions and property values have been slashed the world over, bills still have to be paid and life savings are dwindling wherever you live. Out of work young adults are returning to the family home, with other unforeseen consequences, plus a myriad of other things too numerous to mention
What I am saying is despite all of these clearly negative experiences, it is amazing to observe a shift in response. People still claim, somewhat surprisingly, to see an unexpected "silver lining" in their circumstances.
I talked to an HR Director in the hospitality sector last week and he maintains that the response to his company's offer for employees to voluntarily reduce hours or take extended vacations has been very positive. "Employees seem to be jumping at the chance, even to take an unpaid sabbatical." he stated.
In the past 6 months as a coach I have seen individuals transition from grief, shock, panic and despair, through adaptation and acceptance, but increasingly (in the last weeks only) to the slight beginnings of optimism, even from those who had to deal with the out- of- the- blue shock of losing their jobs. This is not to detract from the reality of everyone's situations. I am absolutely not doing that. Pensions and property values have been slashed the world over, bills still have to be paid and life savings are dwindling wherever you live. Out of work young adults are returning to the family home, with other unforeseen consequences, plus a myriad of other things too numerous to mention
What I am saying is despite all of these clearly negative experiences, it is amazing to observe a shift in response. People still claim, somewhat surprisingly, to see an unexpected "silver lining" in their circumstances.
I talked to an HR Director in the hospitality sector last week and he maintains that the response to his company's offer for employees to voluntarily reduce hours or take extended vacations has been very positive. "Employees seem to be jumping at the chance, even to take an unpaid sabbatical." he stated.
I wondered if my observations were regional. To test the water I put a mini-poll out on LinkedIn and found that the international responses did actually coincide with my own personal and local experiences. Yes, there was residual anger and unease about the future, but for most people there had been some very positive outcomes. Those that have opted to take reduced hours or were forced out of the job market, have now found that once they cut their cloth to match their new, reduced budget, they are enjoying a slower paced life.
So what are the overall benefits can individuals see in this dark cloud?
- people have more time and energy to spend and share with their families and partners or nurture other close relationships
- people enjoy waking up in their own homes and eating proper meals
- some are travelling - perhaps on a budget, but getting to see new places now they have time
- others are studying, renewing old qualifications or learning new skills
- some are volunteering
- almost all said they were focusing on their health dealing with weight or exercise issues
- many said they are taking up the hobbies they had always wanted to, or picking up old ones
- others are enjoying the extended vacations or sabbaticals - they had simply never been able to take the time out of the office or workplace before
- some are working from home or looking into new business ventures
- many said they hadn't been happy in their jobs anyway
Paul, a Customer Service Manager from Minnesota had his working week reduced to 4 days in January wrote " I initially panicked, wondering how we would survive financially. But then I realised I had been working 50 hour weeks, maybe more for years. With a 32 hour week ironically my hourly rate is probably higher than it has been for a long time! "
Christophe, was laid off in the chemical sector in Belgium earlier this year and as a gifted linguist is using his period of unemployment to add to his skill set by learning Dutch. He is also supervising the remodelling of his house himself, something he really enjoys, but would have previously outsourced to an architect simply through of lack of time. The upside of Michael's period out of full time employment is feeling fitter, healthier and weighing in 14 pounds lighter! He is spending time with his wife and kids, as well as playing some golf. With a long career in the IT sector he is working from home as a consultant and looking at joint ventures and start ups.Shawna from Oregon describes herself as recovering workaholic. " For me, being laid off meant the opportunity to not be in an airplane all the time, the chance to work on home improvement projects that were too big to do when I had a full time job. .... "She explains how she wanted to get beyond the pain points " I typically chose to feel that since I don't want to regret the things that happened, I can always use the events to learn from and get stronger. That doesn't make the event positive or negative - it just means I re-tell the event as a positive so that I can work with it, instead of against it."
Marina from San Francisco added "If I had not been laid off recently I would have missed out on some wonderful and necessary things. "Will this feeling of enjoying the moment last? I have no idea. One discussion the recession has generated is the perennial chestnut of work/life balance. I think we have all been profoundly changed by what has gone on around us - hopefully for the better. It will be interesting to see if when economies do pick up, whether we will have learned any useful lessons, or we will all drift seamlessly back to our old ways.
It seems that a year ago, we might have had more money in our pockets but perhaps we were less well off in other ways. Somehow, are we seeing that now?
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