January 2016 |
Transition-e-news Volume 4 Issue 114 |
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USA Today Veterans Affairs - Special Edition Magazine
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Veterans: How to Avoid 5 Fatal Job Fair Mistakes© Sultan Camp, Used with Permission EveryVeteranHired.com It never fails. I’m at a job fair looking for high-performing, motivated professionals to place into great opportunities with our Fortune 500 client companies. Yet I walk away every time shaking my head in disbelief at how many seasoned officers and NCOs blow their chance to get hired. Here are five fatal mistakes most military job seekers make at career fairs, and how you can avoid making them:
1. You Have No Idea Why You're HereMost folks think the key to job fair success is to “dress smartly and bring lots of resumes.” Well, what if I told you that you don’t go to job fair to get a job? To go a little further, DON’T BRING ANY RESUMES!!! You’re probably a little shocked right now, because this flies against everything you’ve been told in your transition. I’ll ease your inner conflict and tell you that job fairs are an absolute must on your to do list, but not for the reasons you think. (As for the resume thing, we’ll get to that in a bit.) One of the critical first steps of your job search strategy is to have a targeted list of companies. Before you invest your time and money to attend a job fair, you must have a sense of what industries and companies can utilize your skill sets and have opportunities in your geographic preferences. Many folks disregard the smaller companies they’ve never heard of before. This is a HUGE mistake! You should actually target and start off with the smaller companies. Why? Well, let’s get to the basics of business. Job fairs cost a lot in terms of money and time away from the office. If a smaller company is willing to invest that level of commitment and resources to a job fair, it’s far more likely they have an immediate vacancy they’re trying to fill. Even better, there’s a very high probability that a hiring decision-maker will be present at the booth. Another mistake many job seekers make at a job fair? They wait in the long lines at the front of the fair to speak with the “big box” employers. Instead, be smart and start at the physical rear of the job fair and work your way forward. Here’s the strategy behind this: Some of us recruiters don’t want to pay the big bucks to get the prime real estate at the front. We’re typically twiddling our thumbs, because everyone is bottlenecked up there. Your reward for taking this approach is that you get more one-on-one interaction time, while your less-informed competition is wasting precious networking opportunities standing in line to talk to someone who generally doesn’t have any authority to hire them. Your win. You may be wondering why I said you weren’t at a job fair to get a job. Well, your reason to attend a job fair is to grow your professional network. (Click here to tweet this thought.) If, in the process, a genuine connection is made, that’s serendipity at work and you’ve become the one-in-a-million job fair hire story. Always remember this so you stay focused on your reason for being at the event.
2. You Can’t Tell Me What You Can Do for MeLet’s imagine for a moment that you’re watching TV, and a commercial comes on that looks like a resume (and sounds like one, too). How long would it take for you to change the channel? Likewise, you have about 10-15 seconds to give me a reason to continue listening to you. You have to craft your elevator speech towards the positions you know my company is typically hiring for, while at the same time expressing how your skills match. And please don’t give me the “I’m a transitioning…yada yada.” That tells me that you haven’t done anything with your elevator speech since you practiced it in a transition course, and it “sounded good” to someone who has never hired or placed someone in years — or possibly ever. There’s no substitute for hard work here. That’s why focus is important. In 2013, in the age of smartphones, there’s no reason why you shouldn’t be able to tell me about what my company does and how you can add value to my clients and customers. You should be seizing on the opportunity to use all of your branch of service’s outplacement resources to test drive your elevator speech before you even get to a job fair. Those professionals will provide you with frank, candid feedback. Trust me, your friends and family will tell you that your elevator speech sounds great, but my fellow recruiters and I have to mentally check out when you tell us you’re a “leader” and that you can “manage.” We recruiters don’t like dealing with generalities. So, how do you engage our attention? Lead off with your technical skills — such as your degree, certifications and hard skills — before you even think about talking about the transferable ones. Take it from me, save sharing your transferable skills until I’m really interested and ask you to elaborate a little more about yourself after your 10-second promo. Please don’t wing your elevator speech. If you do, you’re likely to be tuned out.
3. Are You TRULY Ready to Transition?Ditch the uniform, already! I know this may rub some the wrong way, but if you’ve read my other posts, you already know I’m here to give you information that works, not flatter your ego. I’m pretty confident that you’re trying to make a good impression, but here’s why a uniform is a bad idea: Employers want to envision you as a part of their team. Also, wearing your uniform may sink your job search ship before it even sets sail. One reason is that you risk being perceived as unprepared. Which demonstrates more effort? Simply putting on a service dress uniform or donning an interview-ready suit? Believe it or not, I see many candidates treat the job fair as some type of marginal event where they think a uniform or slacks and a shirt are “good enough.” The lesson here is that I ALWAYS remember the candidates with the polished, professional image. Another reason not to wear the uniform is that it allows the prospective employer to disqualify you before even hearing your elevator speech. Recruiters who are fellow veterans can immediately tell by looking at your uniform whether or not you’re retiring, how much salary you’re currently making (i.e., whether they can afford you or not), and some have even said it creates doubt as to whether or not you’re truly ready to hang the uniform up.
4. You Sound Like the Other 200+ People I Spoke with TodayA very good friend of mine is also a recruiter. I walked up to her once during a job fair we were both attending, and her immediate response was, “How can I help you?” She’d become so “punch drunk” by the hundreds of job seekers who’d walked up to her that day that she barely recognized me by the time I stopped by. If your approach is along the lines of, “Here’s my degree and my military experience; now you figure out if I’m a good fit (then hire and train me),” you’re in effect saying “me, me, me” all day long. (Hint: This is NOT a good thing.) Now, I know firsthand, having facilitated the Transition GPS Course, that the instructors explicitly stress that this “me, me, me” technique is the worst way to work a job fair. But I guess the vast majority of graduates think they don’t have to give much thought about how to differentiate themselves from the standard job seeker. How do you accomplish this? You can do this by extending your hand, giving a firm handshake and telling me your name. Then ask mine. Then ask me briefly what my actual position is with the company, as I may not even be a recruiter. Once that’s out of the way, acknowledge the fact that my time is precious, hit me with your 10-second elevator speech and ask if your skills are a match for my company. (Which should be “yes,” if you’ve done your homework and identified the companies that are a good fit for you.) If you’re told “no” or “apply on our website,” don’t take offense; it effectively gives you honest feedback that you haven’t stimulated enough interest. Instead, ask the person what type of folks the company typically hires, so that if you have any sharp people in your network, you can refer them. Trust me, the quickest way to stay in a recruiter’s or hiring decision-maker’s mind is to send exceptional candidates their way. Once your conversation has ended, thank them graciously with a smile, ask if they have a business card and determine if it’s OK to email them. Once you leave the job fair with all of your new contacts, email each of them and use the subject line “Thanks…and a cup of coffee?” Thank them in your message for the time they took to speak with you, and offer to meet in future to learn more about what they do and the company. I can tell you that 95% of the people at job fairs will not do this. But you should also take it a step further. In the email, note that you saw the person’s LinkedIn profile and ask if it’s OK to connect with them on there. You can also look that person up on Twitter and start following them (if they have a professional profile). Because two out of three job seekers are effectively using all three big social media sites to find their next job, many less-qualified people are getting hired as a result of more-qualified candidates still stuck in the “resume & cover letter” age. Just by adding one person, such as me, to your network, you’ve increased your professional contacts by over one million connections. (Connect with me now, and let me know that you read this post.)
5. You’re Downright Scared to Talk SalaryHopefully, you already have an idea of what you need to know about salary and are prepared to have some answers when asked. You may try deflecting or redirecting when I ask you “How much are you looking to make?” by saying something along the lines of “I’m more interested in learning more about the job…” But understand that you’re essentially speed dating at the job fair. Most companies are aware of their current needs and have to determine whether or not you’re going to be a match for those positions in terms of skills, location and salary. Your answer to the salary question shows us how prepared you are, because it shows you understand the norms for the company or the industry and location. I often chuckle inside when I ask the money question and a job seeker’s answer has nothing to do with the position’s range, but is strictly in tune with what that person is making in terms of their military salary. Once again, the fatally flawed thinking of “me, me, me.” Just like the popular dating sites out there, we recruiters are truly trying to match you up with your skills, location and salary preferences to create a win-win situation. But understand that, at the end of the day, all of us are specialists looking to fill very specific positions, so don’t get annoyed or frustrated if there isn’t a match. Instead, say to yourself, “There isn’t a match today,” and use it to your advantage by making us your wingman. That way, if we do come across someone who’s looking for a candidate with your background, you’re the first person we think of.
One Final Thought and SuggestionRemember when I told you not to bring a resume to a job fair? Well, if after your elevator speech and subsequent conversation you’ve really connected with us and we ask you for it, offer to email it to us recruiters. Better yet, for hiring decision-makers, send it via FedEx or UPS with tracking, then call about 30 minutes after you get the delivery notification. That’s how you leave a game-changing and job-creating impression. Have your eyes been opened to any job fair mistakes you’ve been making? Tweet at us!
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Integrity Is the Bottom Lineby Cory Steiner Author of “Sell Like a Marine” available on Kindle and Amazon at: amazon.com/dp/B00SGRIZB0 - selllikeamarine.blogspot.com Integrity Is the Bottom Line It seems like not too long ago when I was in your shoes - departing the Marine Corps for civilian pastures with eager anticipation and not much direction (at least in my case anyway). My sights were set on manufacturing management and had already read several books on the topic. Figured that my leadership training would be a perfect fit for this endeavor and began the journey into the unknown. I somehow learned of a recruiter who places military personnel into civilian careers. They had a few offices around the country including one near my current location of Camp Pendleton and also in my hometown of Philly. Couldn’t have been more perfect. Most of my interviews were with great companies serving in manufacturing plants on any one of their production line shifts. Really enjoyed every visit, but I just didn’t feel ready to take the leap in any particular direction. It was then that my recruiter (in Philly) suggested sales. Sales never entered into my consciousness, but many fingers started pointing in that direction. I had learned of an abnormally large number of Fortune 500 CEO’s with prior military experience and that the typical starting point for them was in sales. My perception of sales might have been born from a bad car buying experience, but a greater understanding of true professional sales was developing. And it was no accident that some of the top companies in the world were seeking out my peers and I with great intensity. True professional selling has integrity, character and honesty as its foundation. Leadership, as you know, is helping others to perform at their best. Professional selling is providing all of the information necessary for others to make the decisions that are best for them. Selling and leadership have quite a bit in common. Both put the needs of others before your own. Both have a deep sense of caring for others at their core and constantly striving to be better, do better and always do the right thing (especially when no one’s watching). They say to, in sales, never mention politics and religion (not sure who “they” are and I tend to disagree anyway), but I can touch on one of those topics by saying that the world craves the qualities that define us now more than ever. The leadership traits and principles that are ingrained into every fiber of your being are in such high demand that you might be bursting at the seams as you begin to recognize your very high value (that others profoundly recognize and desperately seek). My interviews into medical sales began and ended quickly with a remarkable connection and my first job in Pittsburgh, PA selling chemistry analyzers. I’ve since transitioned into orthopaedic sales and can’t be thankful enough for my first opportunity. It was then that, after one year, I was #1 in my region, #2 Rookie of the Year (runner up) and #4 in the nation (in a Fortune 50 company at the time). Writing this article has caused me to reflect a bit and it seems like the more I learn the more I recognize how important your good values are. In most cases you entered the military with those values (which is why you entered in the first place), but they were honed into a precision instrument from your training and experiences and everyone knows it. I’ve often said that people like you can’t be obtained at any price and after 24 years of this I see no evidence to the contrary. With that, maybe I can continue to serve by offering my contact info if you have any questions at all. Please don’t hesitate to reach me at my personal email address of corsteiner@aol.com and I’d be honored to instantly respond. I wish you the very best of luck as you discover what you already know as a universal truth - and that is that your success will come in direct correlation to the extent that you help others to achieve theirs. And thank you for your service at a time when you were desperately needed.
Cory Steiner Cory Steiner Author of “Sell Like a Marine” available on Kindle and Amazon at: amazon.com/dp/B00SGRIZB0 - selllikeamarine.blogspot.com |
New Career Success Requirement and Responsibility: Stay Current© Copyright, 2016, Susan P. Joyce. All rights reserved. If you are over 30 years old, you know that many things around you have changed substantially since you were young(er). And, if you are paying attention, you know that the velocity of change has increased dramatically in the last few years. Change Is Everywhere; Technology Is EverywhereMUCH is new in our personal environments today! From how we communicate with friends and family 5 minutes or 5,000 miles away to how we shop for, evaluate, and purchase essentials (and non-essentials) for our lives and for holiday gifts, we have new processes and information available to us. Data for seasonal hiring in 2015 is very telling about the major changes happening in something as basic and essential as shopping:
2015 was the first year that employers who were filling shipping-related seasonal jobs were at the top of the list of seasonal employers. The impact of technology on the holidays is obvious, and will become more clear in the future. (For more details on 2015 seasonal hiring, read 755 Holiday Seasonal Jobs Open on our sister site, Job-Hunt.org.) Saying Up-to-Date Is NOT Optional NowAre you up-to-date? Are you comfortable using the technology required by most employers for your job? Are you paying attention to the technology that is impacting your industry and profession? Don’t assume that someone is watching over you, ensuring that you are staying current. Two Sad Examples of Why Staying Up-to-Date Is Required and Your Personal ProblemHere are two real-life examples of job seekers I know who ignored the reality around them:
Unfortunately, these two people are not exceptional. These sad stories are too common. As long as they had jobs, even in old-fashioned businesses, they didn’t worry about their future or keeping their skills current for the job market. Their employers didn’t train them to use newer technologies, and they didn’t recognize that the world around them was changing so dramatically. But, when those businesses ended, those careers ended, too, and these two people were completely unprepared for the current job market — a very large handicap! Getting Up-to-Date Is EASY NowIf you are reading this blog, you are familiar with how the Internet works. Presumably you also use email, and understand basic word processing and spreadsheet software. Today, that understanding is a minimum! Whether you are employed or unemployed, taking personal responsibility for your own skills and knowledge is no longer optional. Few employers invest in their staff these days because, on average, people change employers every 4 years. Even if you have been unemployed for 2 years (maybe, especially if you have been unemployed for an extended period), employers need to see proof that you are up-to-date. BTW, being employed doesn’t prove you have current skills and knowledge, either. So everyone in a job search or who is trying to manage their career needs to be demonstrably up-to-date. Know What’s Happening in Your FieldBeing well-informed is not optional now. Fortunately, while technology may be the villain in this situation, it is also probably your best way to pay attention to what is happening around you:
What are your employer’s competitors doing? How is technology impacting your employer’s business? Take Control of Your Professional TrainingThis is easier to do now than it has ever been in the past. Knowing what is happening in your field and industry (above) shows you what you need to become more informed about. More than ever before, amazing training and education are now available to anyone, any time as long as you have a good connection to the Internet. Check out the online learning venues to learn about the new technology and techniques impacting your field or industry:
Today, none of us really has a good excuse for not staying current with our field and industry. Technology is causing the changes, but also making it easier to stay up to date. More About Modern CareersThe Key to Career Security — Lifelong Learning Career Lessons Learned from Two Layoffs To Be Hired, Be Clear About the Job You Want 21st Century Career Management About the Author… Online job search expert Susan P. Joyce Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. In 2011, NETability purchased WorkCoachCafe.com, and Susan has been editor and publisher of WorkCoach since then. Susan also edits and publishes Job-Hunt.org, is a Visiting Scholar at the MIT Sloan School of Management, and a columnist on HuffingtonPost. Follow Susan on Twitter at @jobhuntorg and on Google+ |
Navy working to fill large number of firefighter, police openings on basesby By Julia Bergman - Used with Permission ©
Stars and Stripes
GROTON, Conn. (Tribune News Service) -- Last year, 33 firefighters with the Naval Submarine Base's fire department spent more time at work than they did at home -- a result of vacancies that went unfilled almost all year. "It was a long year for everybody," John Dwire Jr., president of IAFF Local F219, said in a recent phone interview. "We didn't see a lot of our families." The Groton base isn't the only one aching for fire department personnel. Security officers also are in short supply. As of Jan. 4, the Navy had 229 full-time, civilian fire and emergency service position openings, and in the next few years expects to hire up to 723 civilian police officers for its installations across the U.S. and Guam. Problems from a hiring backlog came to a head last year. "Enough was enough" last fall, when Dwire reached out to the office of U.S. Rep. Joe Courtney, D-2nd District. "It's unfortunate," Dwire said, that it took reaching out to a congressman to get the firefighters "some relief." Courtney's office brought the issue to the attention of Navy officials. "The issue of overtime and the stress factor that they were feeling because of ... the dearth of hiring was something that clearly had reached a point where we felt it was time to go up the food chain and alert people," Courtney said. "At some point this really does become a public safety problem when people are working too many overtime hours." The average time for "onboarding" -- the period between a conditional offer of employment and the time an employee starts work -- was 56 days last year for firefighting, emergency services and security jobs. Various challenges led to the vacancies not getting filled at an efficient rate, but "the overall greatest delays appear to be the time it takes to schedule and receive appointments for pre-employment physicals and to receive the results of those physicals," said Fred Henney, deputy director of public affairs for Navy Installations Command. Retirements, moves and personnel accepting other positions all contributed to the increased number of openings in both fire and security departments across the Navy's installations. Force requirements for fire and emergency services and security force personnel increased, according to Henney. Navy officials are working to reduce the "overall number" of vacant positions "at many locations across the Navy," Henney said. The Navy is on track to fill all of the 229 fire and emergency services openings by the beginning of April, he said, and anticipates hiring up to 723 civilian police officers between now and fiscal year 2018. When fully staffed, the number of civilian police officers across the U.S. and Guam is 3,684 and the number of civilian fire and emergency services personnel is 2,666. One of the seven Groton firefighter vacancies eventually was filled by someone who started two weeks before the start of 2016. Two physical agility tests have been administered within the last few weeks, with those prospective firefighters expected to receive start dates soon, Dwire said. A posting on USAjobs.gov that appeared from Dec. 8 to 14 listed five firefighter job openings at the base with a salary range of $35,207 to $51,023 per year.
When fully staffed, the department has 40 members, all full-time employees. They work a 72-hour week, adding up to 144 hours in a pay period. Some overtime already is built into the firefighters' schedule. The shortage of manpower has been the most severe in recent years, both because of the number of vacancies and the period for which they remained open, according to Dwire, who's been with the department for more than 12 years. The department is expecting six to seven members to retire over the next two years and also will need to fill those positions, he said. The sub base's security department has "some 11 civilian vacancies," according to Chris Zendan, spokesman for the base. Four prospective employees have accepted tentative job offers "and those personnel are working through onboarding requirements," Zendan said. A reduction in funding for security personnel in 2013 led to difficulties with recruiting and retention. The Navy Installations Command has developed a strategy to open more opportunities at lower pay grades "to recruit candidates who are interested in this career path and offer them the appropriate training for long-term growth within the enterprise," Henney said. Late last year the command established a working group, Henney said, "to focus on process improvements for pre-employment physicals, drug testing, agility testing, eligibility verification, etc., to improve the timeliness of the hiring process for F&ES and security personnel." © 2016 The Day. Distributed by Tribune Content Agency, LLC. |
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