Changing Careers During the Great Recession: You Need to Know Where You Want to Go—and Why!

The following article first appeared in the December 11, 2009 issue of Westport News:

Faced with what they consider dim prospects for finding a position comparable to their last job, many of my clients are asking, “Is this the time for me to change directions in my career?” There is never a blanket answer to this kind of question, but there are certain questions that I ask my clients to help them reach an answer that is right for them. Before making such an important decision, I help my clients by making sure that they understand the basic options that are available for career change and then we begin an extensive “Q&A” to help narrow the options to the ones that work for that client. Because changing careers can mean so many things, it is important to understand the various options before embarking on one. This and the next three articles will focus on the decision-making process and the various options that are available to those who choose to follow a new road.

What Are the Options?

I use three basic categories of potential career change: working for somebody in a new field, using skills that haven’t been used before. For example, a financial analyst looks for a position in sales, or an advertising copywriter wants to get involved with a “green” company. A second option is where someone who has always worked for somebody, big company or small, decides to go out on his or her own, by buying an existing business or a franchise. The final category is where the individual has a passion or an idea that he or she wants to turn into a business, like a home cook who wants to start a catering business (think Martha Stewart), or a computer whiz who wants to design IPhone applications.

In each of these cases, the level of risk and reward varies significantly and the required personality traits and skills of the individual are key to whether the particular selection can lead to success.

Evaluate Your Skills and Personality

You’ll need to be honest with yourself about your skill set, particularly if you’re trying to find somebody to hire you to do something that you’ve never done before, or whether you have what it takes to start or run a business. In an economy where there are so many skilled applicants for a limited number of positions, you need to ask yourself why you would be the ideal candidate over somebody with experience in the field. If you’re thinking of going into business, you need to ask yourself whether you can make the kind of commitment necessary to make a business successful, and whether you have the variety of skills, including business savvy, what I call the “sales gene” and fundamental knowledge of how businesses work.

What Is Your Tolerance for Risk?

Risk tolerance can be measured in several ways. In looking for a position in a new field, risk tolerance is best measured by the amount of time you can afford to pursue a new career without jeopardizing your economic well-being. For example, you might want to give yourself a specific amount of time for a job search in a new area to see if you are a viable candidate, or you might want to pursue a traditional position and an alternative career at the same time.

If you’re considering starting a business, you need to assess the financial implications. How much can you afford to invest in a business? Can you afford to operate a business without positive cash flow? Can the business generate an income comparable to what you were earning as an employee? Can you afford the fringe benefits (like health insurance) that were previously paid by your employer?

Is This the Right Time for a Career Change?

A difficult economy adds another layer to the question of career change. Money is tight and employers as well as banks, which finance new businesses, are taking less risks. In order to succeed in a career change you’re going to need to be able to present a solid case to a potential employer that you’ll do a better job than somebody with experience. If you’re starting a business, you’re going to have to convince a bank, the person selling the business, the franchisor—and your spouse—that you have what it takes to make the business a success.

You can be successful in career change, even in these difficult times, but you may decide that the better approach for you is to continue your search with more vigor.

Next time: finding a position in a new field.

The Age Old Question

The following article appeared in the December 2, 2009 issue of Westport News.

The question that job hunters ask me more often than any other is: how do I handle the issue of my age? With so many highly talented and experienced job hunters in their 50s and 60s, one would think that this could be a golden opportunity for businesses to significantly upgrade their workforce. Even in companies that espouse a policy of welcome for older job candidates, the reality is that while they may talk the talk, few walk the walk.

Age bias exists; deal with it!

I advise my clients that they must overcome two primary issues regarding age. First, accept that bias sometimes exists and just deal with it. Second, devise a job search strategy that circumvents common road blocks.

Recruiters and hiring managers who have an age bias aren’t likely to be swayed by anything you do, so when I say, “Just deal with it”, I’m suggesting that you either find a way around these roadblocks, or move on to locate another opportunity. Older job hunters should lead with their strengths and minimize their weaknesses. Strengths are expertise and highly developed skills, people skills (in many cases, the gravitas that comes with age can be a very valuable commodity), work ethic. There are situations where emphasizing age can be a real advantage: if you’re 65 and have Medicare, you don’t need expensive health coverage, which can be a real plus to a small business owner.

Draw attention away from your age

When you dwell on age, you’re drawing attention to it. It isn’t age, per se, that is the barrier. It’s the perception of your energy. What’s important is that you present as a dynamic and energetic individual. We’re in a youth culture, no doubt, so yes, it helps to look young. Wear current (but age appropriate) clothing and hair styles. Lose a few pounds. Many recruiters tell women that they should color their hair and maybe that’s right.

Bring subjects into the conversation that convey your energy and that let people know that you’re always interested in new innovations and the latest developments in your industry. Talk about activities you might engage in that are more action-oriented (athletics is obvious, but being involved in community activities or keeping a very active schedule also demonstrates a high level of energy). Drop remarks to demonstrate to employers that you’re up-to-date on technology (you might ask if their company uses Twitter as part of its marketing strategy) or other current issues.

Don’t emphasize your age in your resume or marketing materials. Avoid phrases like “more than 30 years of experience” when “highly experienced” conveys the same message. List your employment history under the heading “Relevant Employment History” and then list only the positions you’ve held during the last 20 years (how relevant is a position you held 30 years ago, anyway?), and consider omitting the year you graduated college. Don’t tell the interviewer how much she reminds you of your daughter (or granddaughter).

Effective networking reduces dependence on resumes which often emphasize age

What are the most effective strategies to find a position when you’re a bit older? My advice is basic and job hunters have heard it time and again. Network. Network. Network.

Assume that your resume will be screened and that recruiters who are “age adverse” will likely be on to the tricks I’ve described. The best way to avoid being screened out on the basis of age is to connect to a position before the recruiter has seen your resume. When somebody has the opportunity to meet you, when they’ve experienced first-hand the energy you project, when they see how plugged in you are to the current issues that face their company, they are far more receptive to review your resume, give serious consideration to your experience and appreciate how you can add immediate value to their business.

Most important, believe in yourself. One of my clients told me, “I may be in my 60’s, I may be bald, but you should see me whip the *** off some of these young guys on the squash court!” Believe me, when people meet him, they’re not thinking about his age!

A New Tool for the Job Hunt: Social Media!

The following article appeared in the October 7, 2009 issue of Westport News.

It seems that everywhere you go today, people are talking about the new social media: Facebook, Twitter and LinkedIn. If you’re in job-search mode, you need to know about these tools and how they can help you find your next job.

First, what, exactly, is “social media”? Social media is a 2009 buzzword that has come to mean a way to use technology to connect with people. According to Wikipedia, the internet’s encyclopedia, social media is a way to transform a broadcast of information from one to many. In other words, it’s a way to broadcast information to a broad audience quickly and easily.

How Can Social Media Help with a Job Search?

How can social media help with a job search? In several ways. By joining a social media website, such as Facebook or LinkedIn, you have the ability to communicate your message to a very large group. By using your Facebook page to announce that you are searching for a position as a dental hygienist, for example, all of your Facebook friends instantly become aware of your situation and can be mobilized to help spread the word for you. LinkedInhas a feature that sends all of your contacts a notice when you update your profile information. LinkedIn is geared to business and has many features designed to help with a job hunt.

One great feature of LinkedIn, which a client of mine recently used successfully, allowed her to search for people who were employed by a company that had posted an open position. Using a LinkedIn search function, she found a colleague from her past who was working in the same department of her target employer and was able to facilitate an introduction to the hiring manager!

Another great LinkedIn feature is jobs can be posted by individuals as well as human resource departments. The big advantage here is that you can use the person who posted the opportunity as your advocate to present your resume to the person doing the hiring.

Companies Post Positions on Twitter!

One new development is the use of Twitter by employers looking to fill positions. Rather than posting positions on websites, they find they can reach their desired pool of applicants more effectively using this new tool. Do a google search to find those companies that use Twitter and then make certain to join their sites so you can receive their employment tweets!

While Facebook and LinkedIn offer similar features, I suggest that jobhunters rely primarily on LinkedIn. Facebook pages are much more informal and contain information that may be appropriate for your friends, but not for prospective employers. Recruiters and employers tend to rely more on LinkedIn. LinkedIn focuses on your business connections, your skills and past employment relationships. You can also include other marketing materials you have created, such as papers you might have written, or presentations you have given, that can demonstrate your skills. You can include your photograph (make sure it’s professional—not from your vacation in Cancun)—so people will recognize you when you meet for coffee!


Social Media Websites Are Free and Easy to Use

It’s easy to open an account on any of these social media sites—and they’re all free! The websites are designed to be extremely user friendly. In just a few hours you will be able to consider yourself an experienced user.

So get started today. I think you’ll be pleasantly surprised at how many contacts you will be able to find and how easy it is to put those connections to work for you in your search.

Finding the First Job: Any Job is Better than No Job

The following article ran in the August 12, 2009 issue of Westport News.

Recent high school and college graduates don't need to be told that this is the toughest time in memory to find a job. They are bombarded with the news and they face that fact daily as they pour over the job ads on Craig's List or they are told by the manager of the local Starbucks, “No, we're sorry, but we're not hiring.”

What is a young person to do? Everybody has a different suggestion: use this time to focus on determining your career goals; stay out of the job market and continue your education; take the first job that comes along; wait until you find something you’re passionate about.

Take a Deep Breath

My suggestion: take a deep breath, take a step back, and take stock of the situation, both yours and on the job front. And keep the following considerations in mind to help guide you.

1. Demonstrate that you will add value to the business from day one. This year, you're not just competing with other recent graduates, you're also competing with last year’s class, candidates with more experience who lost their jobs and are prepared to accept entry level positions, and from those who haven’t been able to move up from their first entry level job.

You’re first objective is to show that you can be as valuable to a business as these more experienced applicants. For example, you can do this by showing how you have the ability, with minimal instruction or training, to ease the burden of the person you’re working for, enabling him or her to devote their energies for more productive pursuits.


2. Emphasize your skills. As a new entrant into the workforce, you’re most likely not going to have significant business experience, but you are going to have skills that can be employed in a business setting.

If you were an Economics major, you know how to use Excel and how to build spreadsheets for financial modeling or budgeting. If you were a dorm RA, you know how to deal with any number of difficult social or interpersonal situations. If your summer jobs were in retail, you have sales skills that are applicable to a wide range of businesses where customer contact is important. You want to lead with those skills.

Clean Up Your Facebook Page!

3. Remember that you’re in the business world now! That means demonstrating that you are an adult many subtle ways. Your body language sends a message about your maturity: always maintain eye contact; watch your language (limit your “you know”s and “like”s) and no street talk or profanity. Make sure that you know the dress code of the work environment and then dress one step up for your interview or a networking meeting. Make sure that your Facebook page is free of any pictures or comments that might not reflect well on you. If there’s any question about whether something is appropriate, err on the side of caution and delete it.

Pluses from Taking the “Not Perfect” Job

4. Take the job! There are positive reasons beyond an income stream for being employed. You’ll be in a business environment, learning how businesses operate. You’ll be learning how to deal with people and situations in a new way. Significantly, it’s much easier for find a job when you have a job: businesses have a preference for hiring those who are employed (you’ll have a current reference and you’ll have real experience). Finally, even if the job is in a function or an industry that you didn’t think you were interested in, you might find it something that really suits you. Good recruiters often have an intuitive sense of a candidate’s aptitude for a particular position or field. And even if it turns out that you really don’t like the job, you will have learned from the experience why it wasn’t right for you.

Understand that the job hunt may be a lengthy one but don’t lose focus. Make sure that you stay in contact with friends and peers who are in the same situation as you and share your positive experiences; learn from each other. You will find a position, but right now your job is finding a job—so treat it as such.

Choosing the Right Resume

The following article ran in the July 8, 2009 issue of Westport News.

There’s a real debate going on among outplacement professionals about what kind of resume will best help you get a job. If you attend Matt Bud’s weekly meetings of FENG (Financial Executive’s Networking Group), where Matt helps his members refine their elevator speeches and provides tips on resumes, you’ll hear Matt shout his objections to functional resumes. On the other hand, if you were at the Westport Library a few weeks ago, you heard Steve Greenberg, the founder of Jobs4point0 and a commentator on the employment scene, extol the virtues of the functional resume, and then, just two days later, at another Westport library program, the speakers once again said no to the functional resume.

A job hunter could get befuddled! Who’s right? And what is a functional resume, anyway?

A Functional Resume—Defined

A functional resume typically lists the candidates skills, abilities and achievements without linking them to any particular job and are usually presented in an order that the candidate thinks best showcases what he has accomplished in his career, or those of his skills that are the most topical and will attract the most attention from a potential employer.

A traditional resume, on the other hand, usually describes the candidates job history in reverse chronological order (most recent job first), and describes what the candidate achieved in each position.

So why would it make a difference which resume to use—and why would employment professionals have such heated opinions one way or the other?

Hiring professionals admit that they have certain biases when they are reviewing resumes. They are usually looking for candidates who have followed a clearly defined employment history, moving from position to position, taking more responsibility as their career ascends. They’re looking at resumes to identify specific needs for their clients or companies to make sure that there aren’t any red-flags that would disqualify a candidate.

Recruiters fear that a functional resume may be hiding some problem about the candidate, like a gap in his employment history, an affiliation with a problem employer, or the candidate’s age. They like to be able to link achievements with specific periods of employment. Many professional recruiters say that they will not give serious consideration to candidates who submit functional resumes.

Functional Resumes May Be a Better Way to Tell Your Story

Here’s what I tell my clients: those who use functional resumes probably aren’t candidates that professional recruiters are going to consider anyway! If you have gaps in employment, if you’ve changed careers, if you’re a mom who’s returning to the workforce after raising your kids, most likely you don’t have the job history that would make you interesting to a recruiter. In your case, creating a resume that shows what you’ve done and what you can do—how you can add value to a business—is going to be far more important that showing how you rose from a junior copywriter to an account executive.

So here’s what I suggest: if you’ve climbed the traditional job ladder, stick with the tried and true resume format. Follow all the rules; make sure that your resume is chock full of action verbs that demonstrate the positive impact of what you’ve done for the companies you’ve worked for. But if a chronological resume doesn’t tell a clear story about you, rethink the resume, describing the skills you have, and the things you’ve accomplished, in a way that demonstrates you are the idea candidate for the position you want.

On the Job Hunt--Every Resume Tells a Story

The following column ran in the June 19, 2009 issue of the Westport News:

Every Resumé Tells a Story:

An Integrated Approach to a Successful Job Search

The first thing you’re told when you begin the job search is, “Put together a resumé”. You search the Internet for some sample resumés (there are thousands available) and see some that appeal to you. You put your name at the top, list your jobs in reverse chronological order, and include a few bullets to describe your past experience.

Then they say, “Network.” You find opportunities in your area to meet people. You move around the room with a bunch of cards in one pocket and a glass of wine in hand, looking hopefully (or wandering aimlessly) for people with whom to engage in a brief conversation. You chat about almost anything, give a card, get a card, and then move on to the next person.

Then you’re told, “Call everybody you’ve ever known, but don’t ask for a job. Ask them for advice about something, like an industry or a company you’re trying to break into.” You search your data base and make what seems like hundreds of calls. These mostly result in voicemail messages asking people to call you back. They rarely do.

And finally, you hear, “It’s a tough market out there. There are so many people who do what you do. You’re just going to have to wait until things turn around.” Discouraged, you stop sending résumés, stop networking and stop making phone calls. You think, “Maybe they will find me.” And part of you hopes that the job will fall from the heavens right into your lap.

Trust me, it isn’t going to happen that way.

You Need a Plan

In today’s competitive job environment, you need to do more than float your resumé, attend networking events, and make telephone calls. You need to have a plan. Most important, along with knowing what kind of position you want, you need to insure that everything you present to prospective employers, recruiters and networking contacts, is designed to tell a consistent story about you.

You Need a Story

The most effective way for a job seeker to make a memorable impression on prospective employers is to create a story. It should be a consistent story, reinforced through every part of the job search – from the résumé to the business card to the 30-second introduction to the message left on the answering machine.

Here’s an example. Our of our clients is employed in a small business that is declining because of competition from a national enterprise, and he expects to be laid off soon. Realizing that his niche is going to go away, he needs to reinvent himself. He’s held a series of other positions, but they don’t connect in any way—they’re not in the same industry, they’re not in the same functional position (i.e., he was in sales in one position, in finance in another, and he began his professional career in an entirely different kind of working environment).

But he was passionate in his interest in the environment, and had brought that passion to all of his prior jobs. So in re-designing his resumé, we created a story that showed his wide variety of skills that could be applicable to emerging “green businesses”. Then we created a 30-second introduction which began with his passion, and captured how he hoped to find a position that would marry that passion with the wide range of skills he had developed in his professional career.

Rather than attending a wide variety of networking groups, we urged our job seeker to research and attend organizations where individuals and businesses involved in the green world would participate. In this way his valuable (and limited) time would be spent where he would most likely meet people potentially helpful to his job search.

Finally, he created new business cards and other collateral material that emphasized not his history, but his new story.

Now he is telling a compelling story. He is able to express his passion for the environment, to which he is committed to bringing his considerable business skills. He networks with those who can introduce him to opportunities in green businesses. He leaves a compelling phone message, and makes a strong impression on the people he meets. He is making effective use of his time and other resources. And he is well-positioned for success in his search.

On the Hunt--Solutions for Job-Hunters

Beginning this month, I'm writing a monthly column called "On the Hunt" for the Westport News. The column will address issues which confront people who are in job-search mode. Future columns will focus on how to create the right resume for you (and, no, there is no "one size fits all" solution), how to use social networking skills and how to address issues such as age, among other topics. I will be posting these articles as they appear, generally on a monthly basis. I welcome your questions and comments. Even though I'm an outplacement professional and an experienced career coach, I find that I learn a great deal from my clients and from others in my field. One thing I will say with certainty: there is no one right way to do anything in a job search. I believe my approaches yield the best results, but I'm always interested in hearing how other techniques have been helpful.

Don't Wait, Mediate

A potential client called me last week, asking for a recommendation for a forensic accountant. She was in the midst of a divorce and was trying to do most of the work herself, including finding an accountant who could analyze the condition of a family business and provide her advice on its valuation. I made some suggestions about how she should go about finding an accountant, for which she thanked me and then said, "If things get ugly, maybe I'll call you to mediate."

Without knowing the specifics of this woman's situation, I can't say whether her approach was the right one for her, but my general advice is: don't wait for the ugliness, mediate now! As I explained to her, the best time to resolve a dispute, especially a marital one, is before the parties have dug in their heels and entrenched their positions. People are much more willing to make compromises before they have made a an emotional investment in their position. In this woman's situation, I think she would be best advised to do her research, get all her ducks in order, know her options, etc. and then, if possible, find a mediated, non-adversarial environment to present them.

Once you've sent an initial demand letter, it's far more difficult to create a settlement environment. Even though most people understand that the demand letter is just an invitation for a counter-offer, it does set the stage and level set your expectations. Maybe those expectations are reasonable, maybe they're not. Whatever the case, initial demands are almost always met with shock. "You can't believe what she's/he's asking for", you've heard a million times from your divorcing friends. A far better approach is to find a way to present your position and expectations in person so that you can explain the rationale behind them. And if a mediator is present, he can act as a facilitator to make sure that your position is presented with a minimum of interruption. A mediator can also monitor the situation to make sure that your counterpart is hearing what you are saying, even he's not agreeing with them. Additionally, a mediator can make certain that you are hearing you're counterpart's position.

In my experience, it is much more difficult to "bring the volume" down once the situation has gotten ugly, as my potential client called it. That's not to say that a mediation on the eve of a trial isn't worthwhile or effective, but my interest is in finding practical approaches to resolve disputes quickly, at the least expense and with the best outcome. And I have found that early mediation is the one of the best ways to achieve these goals.

Welcome to the Blog!

In conjunction with our consulting businesses, we are creating a blog in which we hope to post helpful hints in two areas: dispute resolution and outplacement/job search/transition management and planning. We utilize prove problem-solving techniques and a real world approach to these areas and believe that our methodology helps our clients find faster, less expensive and more practical solutions to the issues that they come to us for help with.

We're going to focus here on case studies from our files and practical hints and suggestions that we hope will help readers resolve problems, whether, personal or business, legal or otherwise, and for those who are in job or career transition mode, we hope that our suggestions will be helpful to you as you pursue your job or career search.

Here's today's tip for jobhunters:

Today's employers can be, and in fact are, very selective about who they interview, so when they select the candidates for face-to-face interviews, they have already reviewed many, perhaps even hundreds, of resumes. So, if you are one of the lucky ones to get the call, you should know that you have passed all the major hurdles and that the employer actually WANTS to hire you! It is no longer a situation where, with full employment, employers were choosing from dozens of semi-qualified candidates. Now, they have many highly qualified candidates, and if you have been selected to interview, you know in advance that you are qualified. So now, it's up to you to show your interest in the position, by being prepared for the interview.

Be prepared; know who you're going to be speaking with, what his or her background is and history with the company. Make sure that you're armed with questions about the position and the company and most importantly, make sure that your questions are genuine and not loaded. Don't turn off the interviewer with negativity! Pretend that you're going to Carnegie Hall--practice, practice, practice!

Feel free to contact Stanley Witkow Associates at StanleyWitkow.com for help building a compelling resume, effective networking and interview training.