Recovery & Reinvestment Act

The government is seeking to put the pieces back together of a damaged economy with its American Recovery and Reinvestment Act of 2009 (“ARRA”). Certainly job losses of 3.6 million in this current recession dwarf the recessions of 1990-91 and 2001. Regardless of your political views on whose fault it is or how the government and/or the private sector should get us out of this, the fact remains you need a plan to secure employment if you’ve lost your job or to keep your job if you are employed. I vote for creating your Personal Recovery and Reinvestment Act (“PRRA”). Unlike the government’s plan, the PRRA does not necessarily involve spending money. It does require recovering the skills, education and other currency you might have left on the table and reinvesting those assets to build your value as an employee or consultant. You can jump-start your career and job opportunities Learn more...

How to Leave a Job

Whether you are unceremoniously fired and asked to leave the premises immediately or you choose to leave after a stellar run with your employer, it pays to leave on a high note.  The specific behaviors vary depending on the circumstance, but the common thread when parting company is to maintain your dignity and professionalism.  Regardless of circumstance, here are some tips: If you have time before leaving, take personal items from your office or space as well as documents you might have produced that can be useful to you, but are non-proprietary or confidential (from the company’s standpoint). Don’t be greedy or vindictive and raid the supply closet or take items that are not yours. Say good-bye to as many co-workers as possible and exchange contact information. Ask to leave a voicemail message for a week or two after your departure so that people calling in are directed how to Learn more...

When You Hate Your Job

Someone wrote in urging me to address this issue.  I hate to think that things have gotten so bad that you are in “hate” mode.  Being unhappy, dismayed, apathetic are all bad enough, but “hate“?  I’m sorry.  So let’s put together two plans.  One plan is to cope, the other to get out! The problem is that when you are in this mode, it can be mentally and emotionally debilitating and depressing, so we must find diversions, both inside and outside of the workplace to allow you some momentary relief from the pain of hating what you are doing. Get your head right – consciously shift your attitude and refrain from announcing to anyone who will listen that you “hate” or even “don’t like” your job. Find some positive people in your workplace who can talk you down and lift you up every day. Figure out what it is that Learn more...

No Shame in Your Game

Many of us have taken jobs we wished we hadn’t, were let go from a position and never really regained our footing, been part of a start-up that failed or just hoped to have been farther along in our careers by now.  When you are in transition or considering a career change, it is crucial that you are not having to be defensive of, ashamed of or embarrassed by where you are or what you have done in your career.  You must come to terms with whatever missteps you might have made or failures you encountered to be able to move ahead with confidence and conviction.  Here are some tips to get your head straight and words/phrases to use with others so that you are proceeding with your head held high: Forgive yourself!  In the privacy of your own mind, analyze what might have gone wrong, what you wouldn’t do Learn more...

Roadblocks and Detours

Job loss is among the Top 10 most stressful events in one’s life.  Job hunting doesn’t make the Top 10 list but it is certainly one of the most anxiety-producing activities known to man.  Letters and phone calls go unreturned. Family members who have good intentions can pile on extra angst by constantly asking how things are going.  It feels as thought you are making absolutely no progress.  It’s easy to feel overwhelmed, panicked, irritable or depressed, especially if finding a job is taking longer than anticipated and if there are mounting financial pressures.  There are a few things you can do to  push through the tough times: ·         Breathe – really.  We hyperventilate when we are anxious and it inhibits clear thinking – calm down.  Consider meditation; it got me through my divorce and I still do it. ·         Don’t beat  yourself up; forgive yourself for not having sent 10 letters last week Learn more...

Executive Recruiter Q & A – Part V

How do you learn which recruiters you can trust with your career and which you cannot? Philosophically, the only person you can trust with your career is you.  While you might establish good relationships with certain recruiters, the relationship is largely transactional.  Your favorite recruiters are genuinely looking out for you, but the opportunities they present to you are what their clients are hiring them to fill.  If you are actively looking to transition, you must establish your own strategy of which recruiters will be a part.  Remember only a fraction of all hires are made through intermediaries like recruiters; at least 80% of all jobs are filled through networking.  Nevertheless, here are some ways to screen recruiters: If they contact you, check the company web site and the bio of the consultant who called to get a sense for their experience, speciality, reputation, etc.  Google them to see, for Learn more...

Thought of the Week

The greatest danger for most of us is not that we aim too high and we miss it, but we aim too low and reach it.                                                                              – Michelangelo

10/1/09 Executive Recruiter Q & A – Part IV

I have an offer for a job that was introduced to me by a recruiter and I want to negotiate some of the terms.  Should I use the recruiter as the go-between or just work with my prospective employer directly? It can be hugely advantageous to work through your recruiter with at least some of the negotiations.  Here’s why: ·         The recruiter usually knows what the upper limits for compensation are for the employer and can advise you and filter your requests so as not to cause ill will in the negotiations. ·         Your recruiter also knows what market compensation packages are for your role at other companies and can advise the client on what they need to pay to get and keep you. ·         Sometimes lawyers are called for to understand complex employment contracts.  They can add a layer of angst in the process that a recruiter can diffuse Learn more...

Executive Recruiter Q & A – Part III

I get calls from executive recruiters about once every two weeks.  I’m not interested in changing jobs, so I ignore the calls.  Am I missing something? Indeed you are missing something!  Most of the people recruiters place are not seeking new opportunities, but performing well in their current role.  Keep an open mind.  Figure out which firms/boutiques are most actively recruiting in your industry or function – at least know the top 5 firms if you have a national/global platform (Korn/Ferry, Heidrick & Struggles, Spencer Stuart, Russell Reynolds and Egon Zehnder).  Ideally, get to know the names of the consultants/partners in those practice areas and call them back when they reach out to you.  Here’s why: ·         Get on the radar; tell the recruiter what would get you interested, when, where and how much.  Send them your résumé to keep on file.  Good recruiters keep your confidence. ·         Even if Learn more...

Executive Recruiter Q & A – Part II

A recruiter I’ve worked with before called in a rush and wants to present me to one of her clients.  I’m qualified, but not sure I’m interested in the role.  I have a hunch she is using me to fill up her slate of candidates.  Should I go to the interview? Since you have a relationship with this recruiter, I would ask her – point blank – if she is using you to fill the slate.  If she wants to have you continue to return her calls, she should be honest with you.  You can also pose a few questions to get a sense if she won’t come clean. ·         How do I compare to the other candidates you have presented? ·         How many other candidates has the client seen and when did they last see a candidate? ·         How long has this search been open? ·         Have they extended Learn more...

Next Page »