Be Strategic in Your Job Search: Tips from Coach Colette

You've probably already heard that the January jobless rate fell to 9%, the lowest level since April 2009. Yet, if you're someone who is looking for work, this positive trend may not feel connected to your personal experience. And, it's true, we must look behind the numbers to get a sense of our individual experiences.

As someone who was impacted by corporate restructuring twice in my career, I'm committed to guiding and supporting the unemployed, leaders in transition and all working professionals who are seeking to advance their careers. Recently, I was interviewed by Monica Ross-Williams on Reach Out Job Search Radio to share my tips on how job seekers can gain a true competent advantage TM in today's New Normal -- namely, the tight employment marketplace.

Reach Out Job Search Radio provides the latest information on issues that affect unemployed, underemployed and American workers from all industries. I've uploaded my interview to my podcast channel on iTunes; but, thought I'd share my answer to one of Monica's questions here for you.

MRW: Where would you suggest job seekers begin their research of the current marketplace for trends, true opportunities or current issues to address during the interviewing process?

Coach Colette: Every industry and organization has its unique characteristics. Job seekers need to become investigative reporters who explore all of the issues, trends and opportunities for their target industry. Start with the major news and business news outlets (e.g., CNN, CNBC) to find out about general economic trends and growth areas. Media has also gotten very local; for example, Patch from AOL has over 700 sites with local news about specific locations around the country. If your next career move might involve relocation, sites such as these can help provide an inside scoop on job and/or housing opportunities.

Then, research to find the major websites and publications that are specific to your target industry. Become visible and establish yourself as an expert by commenting on industry blogs and websites. Finally, before your interview, visit the website of the company with whom you're meeting, so you can ask a targeted question about what's happening in their world.

Want to hear my full interview? Visit my podcast channel on iTunes to hear more tips on how you can be more strategic in your job search. Let me know which tips resonate most with you, and share your job search questions and success stories! Comment here on the blog or tweet me on Twitter -- @Coach_Colette.

Coach Colette to Speak at Women For Hire NY Career Expo - April 15

Social Media & Your Career: What's Your Strategy?
In today’s 2.0 world, social media has become a primary means of communicating information – like it or not! And, you know that to successfully market any product, image is everything. We decide what to buy based on the impression we have about a product’s quality and reputation. Often, we form our opinions from the product’s packaging – details we find on the label or features we've seen in a commercial.

As you know from our Competent Advantage TM program: "If you are embarking on a job search or seeking to advance in your industry, you are engaging in self-marketing. And, the product is YOU! The quality of your professional pitch can dramatically impact your success."

So, which social media outlets have you chosen to create a buzz about you and your accomplishments? LinkedIn, Twitter, or Facebook? Whom are you hoping to reach? What image or presence are you seeking to create?

All of these questions suggest that you develop a Strategic Social Media Strategy to help get your information in front of the “right” people in your target industry. For example, you need to be aware of the content of YOUR tweets and posts AND the people with whom you are linked — as 70% of HR executives indicate that they have disqualified candidates due to information they have found out about them via Internet searches. The implication here is HR executives do make judgments based on things they see/read about you on any website — even if it's not your own.
Want more ideas/suggestions?

On Thursday, April 15, 2010 at 10:30 AM, I’ll be leading a Power Seminar at the upcoming Women For Hire NYC Career Expo called: Social Media & The Job Search. Join me to learn 5 Key Tips to incorporate social media into your career management strategy.

For more information and to register, visit: http://www.womenforhire.com/career_expos/spring_2010/new_york

In addition, you’ll be able to meet Tory Johnson (founder of Women For Hire), connect with top employers and receive a resume critique. All that—and more—and it’s FREE! I look forward to seeing you in New York on April 15th!









The writer of this blog receives compensation when books featured herein are purchased from an ad.

AGENDA for Land Your Dream Job Teleclass - TONIGHT

Join me tonight at the FREE Land Your Dream Job teleclass TONIGHT at 8PM EST: http://bit.ly/4yWsMZ.  Here's the agenda of what you can expect:

• Introductions – Coach Colette Ellis and Simone Kelly-Brown of Own Your Power
• Coach Colette's Career Transition Story
• Intro of Competent Advantage™ Model – Exercises/activities:

            o Your Core Values: How They Relate To Your Work

            o Your Top 3 Strengths: How They Add Value to Target Market

            o Your Top 3 Champions: How They Can Help You Make Connections

            o Your WOW! Factor – How to Create a Buzz and Get Noticed

• Creative Visualization: Life With Your Dream Job
• Q & A and Info about FREE products/tools

Tweet me your search questions and join the discussion on Twitter using the #LYDJ hashtag.

Job-Hopper or Re-Careerist: How Often Should You Switch?

Thanks, Ram, for sharing your thoughts. It's cool to know that this NY-based blog can "ping" people in India!

Your comments about people with "high competencies and knowledge" who "want to venture in life, try new ideas, bring creative thoughts, [and] implement them" with different employers made me think. I can remember back-in-the-day when HR folks used to label people who changed jobs frequently as job-hoppers.

This typically didn't convey a positive image -- the connotation was: "This person doesn't have the ability or stick-to-it-ive-ness to hold down a job." Job-hoppers often were pre-judged to have been the cause of their own "demise" -- be it an attitude problem (didn't get along with the boss), a skill-deficiency (couldn't do the work) or a work-ethic issue (didn't get to work on-time).

Not to belittle the importance of the career success factors I just mentioned, I believe the hypothesis about people with high competencies and knowledge [like readers of this blog!] may be correct. Perhaps you've changed jobs to find the right "fit" (with your manager, team or company). Or, maybe you've made lateral moves to gain a cross-section of experience within a company.

These thoughts made me recall an MSN article I read last year about re-careerists. It didn't offer an exact definition, but suggested that re-careerists "challeng[e] established ideas about education, jobs, and careers, and [find] new opportunities for personal and financial growth in the changing job market." That's what Competent Advantage TM is all about -- people who are proactive about building their strengths to secure positions that enable them to achieve great things.

I figure I'm in my 9th "job" (not counting my teaching or independent consulting gigs while working for other employers) in my career. How about YOU?

Top 10 HOT Jobs for '07

It's 2-for-1 Friday! Actually since it's so COLD outside (brrrr!), I thought you might be staying in during lunch and looking for more interesting career info.

Fast Company has posted its take on the Top 10 HOT Jobs for 2007. Since one of the key components of the Competent Advantage TM program is Know Your Market, I thought it would be useful to share this with you. Two jobs that were of particular interest to me were:

1. Viral Marketers
2. Bloggers

They both have a similar underlying premise -- the ability to gain people's attention and convince them that they should listen to what you have to say. These jobs may make us all look differently at those who excel at spreading gossip around the office! :) Seriously, as you look back on your career (or even your personal life), have you been good at creating a buzz? Perhaps one of these jobs might be right for you. In any event, you may want to check out the linked article on using blogs to launch your career.

Fast Company suggests that "it takes a creative soul with an endless amount of determination and innovation to thrive in these [hot] fields." Review the list, and take time to envision your ideal career situation in terms of the role/position, environment and work/life balance. You might get lucky and find out that your Competent Advantage TM lies in one of these new growth areas!

Can Video Help You Land Your Next Job?

SONY Pictures recently announced the Grand Prize winners of "PURSUE IT" - The Ultimate Internship Contest on its website. Applicants were asked to submit videos of 5 minutes or less, which share their personal motto (or words to live by) and demonstrate how it makes them uniquely qualified for their chosen company.

Sound familiar? Remember Aleksey Vayner's video to UBS?

We've talked before about the pros and cons of electronic portfolios as a job search strategy in general, and his in particular. In this case, 7 lucky winners have earned internships with companies such as Gap Inc., NBC and Yahoo! One winner will even work at Morgan Stanley, which challenges my earlier premise that investment banking firms wouldn't see videos as a viable job search technique.

Of course, these video submissions focus on the applicants' personal philosophies, giving them a chance to articulate how their philosophy gives them a competent advantage over their peers -- which is what you want to do with any of the tools in your career portfolio. I'm sure this won't be the last time we see videos as a search technique.

LIGHTS, CAMERA, ACTION! What would you say?

Is Your Job on the Endangered Careers List?

According to the Bureau of Labor Statistics, demand for some jobs is expected to decline rapidly between now and 2014. Due to technology advances and factory automation, some of these declining job functions are “Operators,” including:

• Computer Operators (believe it or not!)
• Mail-Machine Operators
• Telephone Operators

Also mentioned were Stock Clerks, Telemarketers and Secretaries (EXCEPT Legal, Medical and Executive Secretaries). Even if your current job function isn’t on the BLS Endangered Careers list, you should be proactive and figure out your Career Portability™ Factor.

What do I mean? Well, Merriam-Webster Online defines portable as: “capable of being moved especially with ease.” From a career management perspective, it means determining what things you can easily take with you from one job to the next. No, I’m not referring to your stapler or mouse pad! I’m talking about your skills and work-related qualities that will help you succeed in your next opportunity.

The first step in figuring out your Career Portability Factor™ is a self-assessment. You might start by answering the following question:

If you had to pack up and leave your job tomorrow, what skills would you put in your briefcase?

Your answers will come from reviewing your assignments, accomplishments and responsibilities in your current role. What have you done? How have you added value to your organization? Under what conditions have you achieved your success? For each of the accomplishments and responsibilities, make a list of the associated skills and qualities. This is the first component of your Career Portability Factor™.

Later, we’ll talk about how to position your Career Portability Factor™ when you're seeking new opportunities.

What's Your Career Portability Quotient? (audio)

Refresh, Review and Renew your Career in May!

Spring is finally here -- time to shake off the winter cobwebs and refresh, review and renew! We kicked it off in March with an FUN anniversary party at Mannahatta -- thanks to all who came out to support! We're going to continue with three upcoming Competent Advantage TM seminars.

On Wednesday, May 3, I'll be helping Brooklyn's best and brightest graduating seniors from 14 colleges and universities market themselves to prospective employers. The Brooklyn College to Career Expo at the New York Marriott at Brooklyn Bridge will host 75-100 actively recruiting employers. The Competent Advantage TM seminar, at 9:30 AM in Salon A, will focus on practical strategies to develop a personal marketing pitch and enhance your job search portfolio.

On Wednesday, May 17, the Manhattan Chapter of National Coalition of 100 Black Women is hosting a Competent Advantage TM seminar to educate members and the wider community on career advancement and leadership development. At 6:30 PM, we'll be discussing practical ways to leverage your strengths and succeed in the workplace. The Manhattan Chapter of NCBW is dedicated to advocacy, leadership, and gender equity. This is accomplished through mentorship and a series of conferences, networking and special events. I'm excited to be part of their spring professional development programming!

On Tuesday, May 23, I'll be chatting with women entrepreneurs at the Network Enterprise, hosted at the Grace Institute. From 6-7:00 PM, we'll be talking shop about marketing and expanding small business enterprises. Like me, the Grace Institute believes in building a base for continuous professional and personal growth. I can't wait to meet all of you fabulous entrepreneurs!

How will YOU refresh, review and renew YOUR career this spring?

More Thoughts on Staying Motivating at Work

On Wednesday, I was on the Martha Stewart LIVING show on Sirius Radio 112. I had a BLAST chatting with Career Talk host Maggie Mistal about ways to stay motivated in the office. People called in from as far away as Indiana!

We talked about motivation from both the employee and manager perspective. Today, I wanted to share my TOP 3 Strategies for Managers to Motivate their Employees:

1. Set appropriate expectations – as you create job descriptions and define project responsibilities. Give people a “line of sight” on how what they do contributes to your company’s success. People want to see where their jobs might take them. Help your employees see the internal career paths so you don’t lose their intellectual capital to your competitors!
2. Keep communication lines open – Talk with your employees to find out how they’re doing on a regular basis, not just during annual performance discussions.
3. Use creative incentives – Effective incentives can include non-monetary recognitions of a "job well done," such as a feature in the company newsletter, or an opportunity to represent your team or company at a special event.

Thanks, again, to Maggie for having me on her show! :-)

It's Back to School Time ...

coWe all know what September means -- even if we're not actually in school anymore. It's time to hit the books, so to speak. The hazy, lazy days of summer are over; and it's time to get back on top of our respective games.

I must admit to a little end-of-summer blues myself. However, much as I relished posting audio blogs to you from the beach, I am excited about the new things in store for Fall 2005.

1. COMING SOON: "What's Your Competent Advantage?"TM goes LIVE! I'll be conducting workshops in conjunction with the upcoming launch of the KIP Learning Center. Keep an eye out here or visit their website for dates and registration information.
2. My company is launching a new employee orientation program called Getting Onboard! It's designed to help people like you (as you get new, exciting jobs!) to navigate the waters so you can truly exhibit your skills and talents once hired. Help me to "create a buzz" about the program -- check out the description on our website.

I would be remiss if I did not share my regards and prayers to those who have been affected by Katrina and its aftermath. I know we each are trying to do our part to support and assist. At the bottom right of this site, there is now a direct link to the American Red Cross website.

Not to say that anyone needs additional motivation to assist, but perhaps mobilizing a volunteer effort at one's job or school on behalf of Katrina survivors may be a way to "step out of a comfort zone" to demonstrate one's leadership and project management abilities ... Just a thought.

My best regards to you all!

Are you PROUD of your job?

According to a Harris Interactive poll, the top five professions with the most prestige are:

1. Scientist & Doctor -- 52% (for both)
2. Firefighter & Teacher -- 48% (for both)
3. Military Officer -- 47%
4. Nurse -- 44%
5. Police Officer -- 40%

We're all affected by public perception of ourselves (even if we don't like to admit it). When you go to a networking event or social function, are you excited to tell others about what you do? Do you proudly talk about your company and your role or position?

In the Competent Advantage TM program, we discuss the benefits of aligning your work with your personal drives and motivators. Simply put -- when you're excited about your doing your job, you're more likely to make an effort to do it well. Even if it means you have to learn something new or discover innovative ways to solve your workplace challenges.

We also talk about the importance of Creating a Buzz about what you do. If you're motivated by your job, you're more likely to tell others about it -- be it your manager, colleagues or friends. The buzz starts when people begin to associate you with specific accomplishments. Then, the buzz spreads as they tell MORE people about you, and so on ... Now, you're really humming!

Don't forget to "buzz" us about your career moves via the Competent Advantage TM survey!

So, why DO men earn more than women?

In honor of Women’s History month, I thought I’d start a dialogue about a pretty controversial topic. I’m really interested in hearing your thoughts on this one!

Dr. Warren Farrell, PhD argues in his new book Why Men Earn More: The Startling Truth Behind the Pay Gap -- and What Women Can Do About It that 25 different workplace choices that men make lead to the fact they earn more than women. The workplace choices he identifies include:

• Putting in more hours
• Taking on more hazardous assignments
• Moving overseas or to undesirable locations
• Training for jobs with less people contact

He contends that women’s choices are driven by their desire to achieve a balance between their lifestyle and their career. Therefore, he argues that women tend to pursue jobs that offer this balance, and are lower on the pay scale. Dr. Farrell suggests that women actually earn equal pay (or more) for equal work – i.e. in jobs with the same level of responsibility and hours.

According to the Bureau of Labor Statistics “Highlights of Women’s Earnings in 2003” (September 2004) “women’s median earnings for full-time wage and salary workers in 2003 were $552 compared to $695 for men.” Women’s earnings in management, business and financial operations occupations were 69.9% of men’s in 2003. [Data provided by Catalyst]

So, what do YOU think?

Is it different workplace choices or are there other factors that lead to the earnings gap between men and women? What has been your experience? What have you observed in your industry?

I look forward to hearing your thoughts.

Are You in the Right Job?

The activities in the What’s Your Competent Advantage? workshop are designed to help you examine the alignment of your strengths and driving forces with your current job or business endeavor.

In other words, are you using your best skills to fulfill your responsibilities? Or, do you spend most of your time doing tasks that are above (or below) your skill level?

Are you performing your functions with energy and enthusiasm? Or, do you approach your workday with lethargy and indifference?

In today’s job market, it can be challenging to find the “right” job at each stage in your career. However, contemplate the short- and long-term consequences of working in a job that does not challenge or inspire you.

• What does it do to your productivity?
• How does it impact your ability to progress through the organization?

As managers and team leaders, find ways to “check the pulse” on how people are aligned within your organization.

• How can they learn (and demonstrate) new skills or talents?
• Where are there opportunities for people to grow or advance?

Let me know what you think.