October 2024 Jobs Report: A Temporary Dip or Warning Sign?

By Stephanie Renk, MBA, CPCC, CERW, CDCS

The October 2024 jobs report came in below expectations, with U.S. employers adding a mere 12,000 nonfarm payroll jobs. This figure marks the smallest monthly gain since December 2020 and represents a significant slowdown from September’s revised 223,000 jobs. Economists had forecasted around 100,000 new jobs, making October’s performance a surprise and a potential cause for concern. 

But is this slowdown a temporary anomaly, or does it signal a broader trend? 

Below, we unpack October’s key employment data, explore the factors behind this slowdown, and consider what it means for job seekers navigating an uncertain market.

October’s Employment Data: A Snapshot of a Slowing Market

The October report reveals a labor market in flux, with mixed indicators across sectors:

• Minimal Growth in Nonfarm Payroll Jobs: The addition of 12,000 jobs fell far short of forecasts, bringing the national employment figure to an unexpected standstill.

• Unemployment Rate Holds Steady: The unemployment rate remained at 4.1%, accounting for approximately 7 million individuals without work, a slight year-over-year increase.

• Wage Growth Continues at a Steady Pace: Average hourly wages for private sector employees rose by 0.4%, or 13 cents, reaching $35.46. This marks a 4.0% increase over the last year, suggesting sustained demand for skilled labor despite a slower job market.

The mixed picture of low job gains alongside steady wages and a stable unemployment rate presents a labor market that, while temporarily stalling, still holds potential for job seekers, especially in specific sectors.

Sector-by-Sector Analysis: Where Jobs Are Growing and Declining

Each sector tells a unique story for October, with certain industries showing promise and others facing declines, largely due to external disruptions.

Healthcare and Government Show Steady Growth

• Healthcare: The healthcare sector continued its upward trend, adding 52,000 jobs, in line with the sector’s monthly average over the past year. This growth is driven by an aging population and the consistent demand for healthcare services and support roles.

• Government: Government employment grew by 40,000 jobs, following its usual monthly trajectory. The stable expansion in this sector highlights consistent hiring across federal, state, and local agencies.

Manufacturing and Temporary Services Face Declines

• Manufacturing: Manufacturing took a notable hit, losing 46,000 jobs. This decline was primarily due to labor strikes, most notably at Boeing, which saw approximately 33,000 employees off the job. Manufacturing job seekers may experience slower hiring in the near term, though activity is likely to rebound once strike actions are resolved.

• Temporary Help Services: Temporary help employment continued its downward trend, with a reduction of 49,000 jobs. This sector often experiences fluctuation during economic slowdowns as companies reduce short-term hires to manage costs.

External Influences on October’s Employment Data

Two major external factors - natural disasters and labor strikes - played pivotal roles in October’s job numbers.

• Hurricanes Helene and Milton: These storms disrupted employment across the southeastern United States, particularly impacting sectors reliant on outdoor work or location-based services. Such natural events often lead to temporary declines as recovery efforts unfold.

• Labor Strikes: The ongoing Boeing strike and other labor actions impacted manufacturing job numbers significantly. Labor disputes can have temporary effects on employment levels, but they often bring renewed discussions around wages, benefits, and worker conditions.

The combined effect of these factors contributed to October’s disappointing figures, though they may prove to be short-lived disruptions rather than indicators of a broader trend.

Economic Outlook: Will Job Growth Rebound?

Despite October’s weak job growth, economists are cautiously optimistic. Many expect job growth to pick up again as the effects of natural disasters subside and labor strikes resolve. Additionally, the Federal Reserve may respond to slower job growth with monetary policy adjustments. Some analysts predict that a potential interest rate cut in December could support economic activity by making borrowing more affordable for businesses, potentially spurring new hiring initiatives.

What October’s Report Means for Job Seekers

For those actively seeking employment, October’s report may feel like a cause for concern, but it also provides valuable insights and strategies. Here’s what job seekers should take away from the October data:

1. Be Strategic with Sector Choices

Certain sectors continue to show resilience, even in slower markets. Healthcare and Government employment, for example, are expanding steadily. Those considering or already in these fields may find more opportunities for growth and stability compared to sectors like manufacturing, which are seeing temporary setbacks. Consider aligning your job search with sectors showing positive trends or transferable roles within resilient industries.

2. Emphasize Flexibility and Resilience

This month’s job report highlights the need for adaptability. Natural disasters and labor strikes are reminders that external factors can impact the hiring landscape. Consider building resilience by:

• Strengthening transferable skills such as project management, technical proficiency, or communication. These skills are valuable across various industries and can enhance your employability in times of flux.

3. Focus on Networking and Relationships

During periods of slower job growth, networking becomes more important:

• Networking as a Path to Stability: Build and maintain professional connections through industry events, social media, and professional organizations. Networking can reveal opportunities that may not be publicly listed.

• Leveraging Industry Trends: By connecting with industry professionals, you can stay updated on which companies or sectors are actively hiring and anticipate changes in demand.

4. Stay Informed on Wage Trends

Wages continued to grow in October, which is good news for job seekers. This month’s data suggests:

• Negotiation Leverage: Consider negotiating for a competitive salary, particularly if your skills align with high-demand areas. Employers in growing sectors like healthcare may be open to competitive pay to attract skilled candidates.

• Market Awareness: Staying informed on average wages for your industry or role can help you set realistic expectations and identify where your skills are most valued.

5. Prepare for Extended Job Searches

A slower job market may require job seekers to adjust their expectations and prepare for a potentially extended job search:

• Setting Realistic Timelines: With hiring slowing in certain sectors, it may take more time to secure the right opportunity. Staying proactive with applications, follow-ups, and consistent networking can sustain momentum.

• Exploring Temporary or Contract Work: Contract work can provide income and experience, and many temporary roles can turn into full-time positions when companies ramp up hiring again.

6. Watch for Federal Support and Economic Shifts

With talks of a possible interest rate cut by the Federal Reserve, job seekers may find that hiring accelerates over the next few months. Lower rates make borrowing more affordable for businesses, potentially driving new projects and hiring initiatives. Keeping an eye on economic policies and adjustments can help job seekers understand broader hiring trends and anticipate shifts in demand.

A Temporary Dip or Long-Term Trend?

October’s job report underscores the importance of adaptability, patience, and sector awareness for job seekers. While the month’s weak numbers may seem concerning, they likely reflect temporary disruptions rather than a fundamental shift in the job market. As natural disaster recovery efforts progress and labor disputes resolve, economists expect job growth to rebound.

For job seekers, the key takeaway is to remain agile and strategic. Focusing on resilient sectors, enhancing transferable skills, and leveraging networking opportunities can help weather the current slowdown. With the possibility of supportive policies on the horizon, there’s reason to be optimistic about the job market’s long-term prospects.

Whether this is a temporary dip or the beginning of a slower growth period, October’s data provides valuable lessons in resilience and adaptability, reminding us that even in uncertain times, opportunities are available for those prepared to navigate the changing landscape.

Balancing Act: Productivity Gains vs Slower Hiring

By: Stephanie Renk, MBA, CPCC, CERW

As the U.S. labor market evolves through 2024, September has offered a mixed bag of insights, marked by slower job growth, sector-specific layoffs, and resilient hiring in certain areas. According to the latest data from the Bureau of Labor Statistics (BLS) Job Openings and Labor Turnover Survey (JOLTS), along with reports from Challenger, Gray & Christmas and the Federal Reserve Economic Data (FRED), we see signs of both resilience and potential slowdowns.

Slower Job Growth but Stable Hiring

The BLS JOLTS report for September shows job openings remaining relatively stable, with no major increases but also no alarming dips. This flat trend indicates that while the labor market hasn't surged forward, it remains steady. Hires and quits, however, have decreased slightly, signaling that both employers and employees may be proceeding with caution amid ongoing economic uncertainties.

Layoffs in Key Sectors

One of the most significant insights from the September job market comes from the Challenger, Gray & Christmas report, which details continued layoffs, especially in specific industries. The technology sector led the pack, with over 11,000 jobs cut during the month. Year-to-date, tech has seen 116,858 job losses, a notable decrease from 2023 but still indicative of a sector adjusting to new economic realities.

Other sectors also felt the pinch. Utilities, energy, and industrial manufacturing saw significant year-over-year increases in layoffs, reflecting broader concerns about rising operational costs and shifts in demand. For instance, the utilities sector recorded a 691% increase in job cuts compared to the same period in 2023.

Industry-Specific Trends

Industries like education and entertainment/leisure also experienced noticeable changes in their workforce. In the education sector, job cuts were up 220%, from 8,126 last year to 25,285 in 2024. Similarly, the entertainment and leisure sector, which includes companies in tourism, events, and recreation, saw a 136% increase in layoffs.

This may be driven by inflationary pressures affecting consumer spending, as well as companies streamlining operations to remain competitive in a shifting market.

Meanwhile, healthcare and professional services remain more stable, with healthcare continuing to add jobs. The demand for healthcare workers remains strong, especially in education and health services, which added 24,000 jobs. The financial activities sector also saw some gains, adding 2,000 jobs during September, reflecting a degree of stability amid sectoral upheaval.

A Dip in Seasonal Hiring

Challenger, Gray & Christmas also reported that seasonal hiring plans for September were the lowest since 2011, a stark contrast to typical pre-holiday season trends. Companies in retail and transportation are proceeding cautiously, with only 401,850 seasonal jobs announced, a 32% drop from 2023. This suggests that while consumer spending may be increasing, companies are bracing for uncertain demand as inflation concerns persist.

Productivity Gains Amid Slower Growth

In contrast to the slower job growth, data from FRED suggests that companies have made significant productivity gains. Revisions to GDP and labor hours data imply that businesses are becoming more efficient, possibly explaining why hiring has slowed despite healthy economic growth. Companies are managing to do more with fewer employees, which may have longer-term implications for labor demand and wages.

Conclusion: A Market in Transition

The job market in September 2024 presents a landscape of cautious optimism. While layoffs continue in certain sectors, particularly technology and manufacturing, overall hiring has not collapsed. The labor market appears to be stabilizing, with companies prioritizing productivity and efficiency. As we head into the final quarter of 2024, seasonal hiring trends and consumer demand will be key indicators of whether this cautious approach will lead to a more robust job market or further slowdowns.

By monitoring these indicators, we gain a clearer picture of the delicate balance businesses are striking between economic growth and labor market stability. The months ahead will reveal whether this balance holds or tilts towards further cooling.

Wage Wars: Are Workers Winning?

By: Stephanie Renk, MBA, CPCC, CERW

The August 2024 jobs report provides an interesting look at the current state of the U.S. labor market. While overall job growth remained positive, there were some challenges in specific industries, and revisions to previous months' data suggest that the summer labor market wasn't as strong as initially thought.

Job Growth: Slow but Steady

In August, employers added 142,000 jobs, recovering from the disappointing 89,000 job gains in July, which was revised down from earlier reports. This brought total job additions over the last year to 2.36 million, marking the slowest annual gain in over three years. Major industries that contributed to this growth included Education and Health Services, which added 47,000 jobs, and Leisure and Hospitality, which saw a rise of 46,000 positions.

Despite this, job growth in August fell below the pre-pandemic monthly average of around 190,000 jobs and significantly lower than the monthly average of 202,000 jobs over the past year. Notably, Manufacturing continued to struggle, losing 24,000 jobs due to ongoing challenges in the durable goods sector.

Unemployment: A Slight Increase

The national unemployment rate in August remained stable at 4.2%, representing 7.1 million unemployed individuals. This is a slight increase from last year, when unemployment was at 3.8%. Disparities persist across different demographic groups, with unemployment rates for African Americans standing at 6.1%, while Caucasians and Asians experienced lower rates at 3.8% and 4.1%, respectively.

Wages and Workweek: Steady Increases

Wage growth kept pace with inflation, with average hourly earnings rising by 3.8% over the past year. The average hourly wage in August was $35.21, reflecting a modest increase of 0.4% from the previous month. For private-sector production and nonsupervisory employees, hourly earnings rose to $30.27, showing incremental growth but leaving workers still facing the pressures of high living costs. The average workweek also saw a slight increase to 34.3 hours, signaling steady labor demand across most sectors.

Revisions and Economic Implications

One key takeaway from the August jobs report is the downward revision of employment data for June and July, which shows that 86,000 fewer jobs were added than previously estimated. These adjustments underscore that the labor market was softer during the summer months than initially believed. As a result, these revisions, coupled with ongoing challenges in key industries like manufacturing, might influence the Federal Reserve's decision to adjust interest rates in its upcoming September meeting .

Sector Performance: Industry Highlights

• Construction: The sector added 34,000 jobs, well above its monthly average from the past year.

• Healthcare: 31,000 jobs were added in August, driven primarily by growth in ambulatory healthcare services and hospitals.

• Manufacturing: Faced challenges with a significant loss of 24,000 jobs.

• Information: This sector also experienced job losses, with a reduction of 7,000 positions.

• Healthcare: Saw a solid increase of 31,000 jobs, with gains primarily driven by ambulatory healthcare services and hospitals.

• Leisure and Hospitality: This sector, which includes restaurants, hotels, and recreation services, added 46,000 jobs in August, showing strong recovery post-pandemic.

• Government: Experienced moderate growth, adding 24,000 jobs. Much of this increase came from local governments, which continue to hire to meet administrative and community service needs

• Professional and Business Services: The sector saw a modest increase of 8,000 jobs in August. Despite being a key driver of employment growth in previous years, the gains here have slowed.

Looking Ahead

While the August 2024 jobs report provides signs of steady, albeit slower, growth, the overall outlook remains cautiously optimistic. Industries like education, healthcare, and construction continue to be bright spots, while manufacturing and information sectors struggle with ongoing challenges. Moving into the fall, all eyes will be on the Federal Reserve as it assesses whether interest rate cuts are needed to support a slightly softening labor market.

Resources:

• https://www.burningglassinstitute.org/research/labor-market-outlook-august-2024

• https://www.astoncarter.com/en/insights/labor-reports/july-2024-labor-market-analysis

The Current Job Market: A July 2024 Overview

By: Stephanie Renk, MBA, CPCC, CERW

The U.S. job market has been a focal point of economic discussions, especially with the recent July 2024 job report highlighting significant trends and concerns. Let’s dive into the latest data, identifying insights into what these numbers mean for the economy and future job seekers.

July 2024 Job Growth Analysis

In July 2024, the U.S. job market added 114,000 jobs, significantly lower than the anticipated growth. This marked a slowdown compared to previous months, raising alarms among economists. Sectors such as healthcare and professional services saw modest gains, while retail and manufacturing experienced declines, reflecting a shift in economic dynamics.

Unemployment Rate on the Rise

The unemployment rate edged up to 4.3% in July, up from previous months. This increase suggests that more individuals are seeking work, but the slower job growth may not be sufficient to absorb them. The rising unemployment rate is a critical indicator of economic health, often preceding shifts in consumer spending and business investment.

Gross Job Gains and Losses in Q4 2023

The Bureau of Labor Statistics reported gross job gains of 7.8 million and losses of 7.5 million in the fourth quarter of 2023, resulting in a net gain of 344,000 jobs. While the net gain is positive, the close margin between gains and losses indicates a volatile job market where stability is shaky.

Market Reactions and Economic Concerns

Financial markets have reacted to the recent job data with caution. Sectors like health care and construction continue to show resilience, while information and other industries have experienced job losses or stagnation. The weaker-than-expected job growth and rising unemployment rate have fueled concerns about a potential economic slowdown. Investors are closely monitoring these trends, as they may influence Federal Reserve policies and future economic forecasts.

Conclusion

The July 2024 job report presents a mixed picture of the U.S. labor market. While there are areas of growth, the overall slowdown and rising unemployment rate signal potential challenges ahead. As we move forward, it will be crucial to watch upcoming job reports and economic indicators to gauge the health of the economy and prepare for any shifts that may impact job seekers and businesses alike.

By staying informed about these trends, job seekers can better navigate the market, and businesses can make strategic decisions to adapt to the evolving economic landscape.

Citations:

1. CNN: US Jobs Report July Markets

2. Washington Post: July Jobs and Unemployment

3. Bureau of Labor Statistics: Job Gains and Losses Q4 2023

4. CNBC: Job Growth July Report

By: Stephanie Renk, MBA, CPCC, CERW

As we traverse through 2024, the job market continues to evolve, presenting both challenges and opportunities. Understanding the current trends is essential for navigating this dynamic landscape effectively. Here’s a comprehensive look at the latest hiring and layoff trends across various industries.

Current Layoff Trends

The job market has seen significant layoffs, particularly in the tech sector. Major companies like Amazon, Alphabet (Google), Microsoft, Meta, and Dell have conducted substantial layoffs to counteract economic challenges and overstaffing issues post-pandemic. Startups are also feeling the pinch, with several shutting down operations entirely due to funding difficulties and market conditions (InformationWeek).

However, it’s not all bleak. While layoffs are prevalent, many skilled professionals quickly find new opportunities due to the high demand for tech talent (Intellizence). This underscores the importance of staying adaptable and continuously upskilling to remain competitive in the job market.

Key Hiring Trends by Industry

1. Technology and Digital:

• Emerging Roles: There is a growing demand for cloud engineers, machine learning engineers, data scientists, and AI-related positions like AI trainers and prompt engineers. Companies are leveraging AI and ML to optimize hiring processes and reduce costs (Uplers) (English).

• Cultural Fit: Companies prioritize cultural fit alongside technical skills to enhance job satisfaction and retention (Uplers).

• Remote and Hybrid Work: Hybrid work models are popular, with many employees valuing flexibility. Employers are balancing this with the need for in-person collaboration (Onward Search).

2. Healthcare:

• Administrative and Support Roles: Increased hiring for medical receptionists, administrative assistants, and office managers. Healthcare organizations are also adding more software engineers to support digital transformation (English).

3. Finance and Accounting:

• Tech Integration: The finance sector is hiring more tech professionals, including software engineers and data scientists, to enhance technological capabilities (English).

4. Manufacturing:

• Tech and Administrative Roles: High demand for tech roles such as software engineers and systems engineers, alongside administrative and customer support positions (English).

5. Consumer Products:

• Customer Support and Administrative Roles: Significant hiring for customer support positions, receptionists, and software engineers (English).

6. Education:

• Tech and Administrative Roles: Universities are increasing hires in administrative roles and tech positions like systems engineers to improve educational infrastructure (English).

7. Government/Public Sector:

• Diverse Roles: Expansion in administrative support, finance, and human resources roles, reflecting efforts to enhance public services (English).

General Hiring Trends

As we move through 2024, several overarching trends are shaping the hiring landscape across various industries. These trends are driven by a combination of technological advancements, legislative changes, and evolving workforce expectations. Companies are increasingly adopting pay transparency practices and emphasizing diversity, equity, inclusion, and accessibility (DEIA) in their hiring strategies. Additionally, the integration of artificial intelligence (AI) and machine learning (ML) into recruitment processes is significantly enhancing efficiency and reducing hiring timelines. Understanding these general hiring trends is crucial for job seekers aiming to navigate the competitive job market and for career coaches guiding their clients through successful job searches (Onward Search) (Uplers).

1. Pay Transparency: New laws and company policies are pushing for greater pay transparency. This trend provides a competitive edge for companies that adopt transparent pay practices, making them more attractive to job seekers (Onward Search).

2. DEI to DEIA: Diversity, equity, inclusion, and accessibility (DEIA) are central to hiring strategies, with a growing emphasis on inclusive practices (Onward Search).

3. AI in Hiring: AI and ML are crucial in streamlining the hiring process, from candidate screening to reducing time-to-hire, especially in tech and fast-paced industries (Uplers).

Tips for Career Coaches

1. Stay Updated: Keep abreast of industry-specific trends and legislative changes to provide informed guidance.

2. Promote Continuous Learning: Encourage clients to upskill and reskill, especially in tech and digital skills, to stay competitive.

3. Emphasize Cultural Fit: Help clients understand the importance of cultural fit and how to convey this in their applications and interviews.

Navigating the 2024 job market requires a keen understanding of the latest trends and a proactive approach to career development. By staying informed and adaptable, career coaches can successfully navigate the ever-changing employment landscape.

Is the Party Over? Don't Panic! A Guide to Thriving in the New (Slightly Slower) Job Market

By: Stephanie Renk, CPCC, CERW, CPRW

In April 2024, the U.S. labor market exhibited a noticeable slowdown in job growth, a development that economists and analysts are closely monitoring. Let’s synthesize data from several authoritative sources, including J.P. Morgan, The Wall Street Journal, and NBC News, to offer an overview of this shift and its implications.

Overview of April 2024 Jobs Data

According to J.P. Morgan, the economy added 175,000 jobs in April, marking a significant slowdown compared to previous months, such as March 2024, where the economy saw 303,000 jobs added. Similarly, NBC News reported a figure of 156,000 jobs, further underscoring the cooling trend. The unemployment rate has slightly increased, with figures like 3.9% suggesting a small but noticeable rise. Wage growth is also experiencing a deceleration, with increases falling below the 4% year-over-year mark that was previously noted.

Factors Influencing the Slowdown

The Wall Street Journal points to higher interest rates as a key factor in curbing business expansion and hiring. This tightening of monetary policy is part of broader efforts to manage inflation and temper economic overheating. Despite these pressures, certain sectors such as healthcare continue to add jobs robustly, with Barron’s highlighting a 56,000 job increase in the healthcare sector, maintaining its average growth over the past year.

Labor Market Dynamics

The current labor market dynamics suggest a complex interplay between slowing job growth and ongoing economic stability. Wage growth slowdown, as reported, could help mitigate inflation pressures without leading to significant spikes in unemployment rates. The labor-force participation rate holds steady at 62.7%, indicating that the workforce remains engaged, even as hiring paces decelerate.

Future Outlook

Looking ahead, experts suggest that the labor market may continue to experience moderate growth, influenced by current economic policies and global economic conditions. The focus remains on achieving a balanced approach to economic growth, where inflation is controlled without sacrificing job creation and economic vitality.

The April 2024 jobs report signifies a pivotal moment for the U.S. economy, reflecting broader trends that could influence future policy decisions and economic strategies. As policymakers and business leaders navigate these changes, understanding the nuanced dynamics of the labor market will be crucial in shaping effective responses that ensure long-term economic resilience.

Navigating the 2024 Job Market: Trends to Watch

By: Stephanie Renk

As we move further into 2024, the job market continues to evolve, influenced by technological advancements, changing workforce expectations, and the global socio-economic landscape. This year, several key trends have emerged, shaping how organizations and professionals approach employment and career development. 

Embracing Flexibility: The Four-Day Workweek

One of the most talked-about shifts in the job market is the movement towards a four-day workweek. With a growing emphasis on work-life balance and employee well-being, organizations are exploring condensed workweeks as a means to attract and retain talent amidst a competitive landscape. This change reflects a significant shift in the Employee Value Proposition (EVP), aiming to meet employee expectations for greater flexibility while achieving organizational objectives. 

The Cost of Work and Climate Change Benefits

Another aspect is the cost associated with returning to the office. The pandemic-induced remote work era has heightened employee awareness of the expenses - both in time and money - of commuting and working from an office. Employers and employees are increasingly contending over who should bear these costs. Moreover, as climate change effects become more pronounced, organizations are beginning to offer climate change protection benefits, acknowledging the growing concern among the workforce regarding environmental sustainability.

The Evolution of Management

Management roles are also transforming, with a new emphasis on skills such as conflict resolution and the integration of Diversity, Equity, and Inclusion (DEI) efforts into everyday operations. These changes suggest that the future workplace demands leaders who can navigate interpersonal differences and foster an inclusive environment, moving beyond traditional DEI programs. 

Career Paths Redefined: Skills Over Degrees

The long-standing preference for college degrees in job descriptions is being reconsidered. The current job market, characterized by a tight labor pool and changing educational trends, is leading organizations to value skills and practical experience over formal education. This shift is part of a broader collapse of career stereotypes, welcoming atypical career paths and varied experiences as part of the mainstream. 

Artificial Intelligence: A Double-Edged Sword

Artificial Intelligence (AI) continues to be a major force in reshaping the job market. While there are concerns about AI displacing jobs, there is a growing recognition of its potential to create new opportunities. AI can enhance workforce capabilities, reduce the learning curve for new technologies, and create new roles. However, organizations are cautioned to manage the risks associated with GenAI experiments carefully, ensuring proper data governance and employee training to avoid costly mistakes.

The 2024 job market is characterized by significant transformations, driven by technological advancements, evolving employee expectations, and changing societal norms. Organizations and professionals alike must navigate these trends strategically to thrive in an increasingly dynamic and competitive landscape. By understanding and adapting to these shifts, we can all work towards a more flexible, inclusive, and technologically advanced employment future.

The insights drawn from these trends help us prepare for the immediate challenges and set the stage for long-term strategic planning in workforce development and organizational growth.

Citation: (Gartner, 2024)

Navigating the Shadows: 

A Personal Encounter with Professional Impersonation 

By Mark Misiano

The Incident

I've always taken pride in the integrity and value of the services I provide to those navigating their career paths. A recent unsettling experience – one I’ve come to simply call “The Incident” – brought to light a sinister side of our digital professional landscape: impersonation and scamming.

The unsettling discovery came on an otherwise ordinary afternoon as I conducted a routine check of people who had viewed my LinkedIn profile. I stumbled upon an account that bore an uncanny resemblance to mine… 

The Copycat Profile: 

Someone named “Lisa Olivia” created a LinkedIn page that was not just inspired by mine; it was a blatant copy. My headline, which I had carefully crafted to encapsulate my expertise and value proposition as a résumé writer and career coach, was replicated word for word. The experience section, a detailed account of my journey and achievements in the career services industry, was also duplicated, presenting her as a seasoned professional with a history identical to mine.

False Claims of Affiliation: 

Adding to the deception, this impersonator claimed to work for RésuméReady, LLC, the company I built from the ground up with a commitment to integrity and excellence. She also showcased a non-existent membership in the Professional Association of Résumé Writers and Career Coaches, leveraging the prestige of our community to lend credibility to her scam.

The Services Page: 

Perhaps the most infuriating aspect of this impersonation was the Services Page. It offered résumé writing and career coaching services, promising to help job seekers land their dream jobs. This situation felt like more than impersonation - it was a scheme to defraud unsuspecting job seekers by exploiting the trust and professional standards we uphold in our community.

A Familiar Pattern: 

“The Incident” bore a striking resemblance to a situation encountered by a colleague just a few weeks ago. It went beyond an isolated act of impersonation, and it seems it has become a larger pattern targeting professionals in our field. The realization that this could happen to any one of us made me realize how important it is to be vigilant.

The Response: 

So what could I do? I immediately reported the profile to LinkedIn for impersonation; however, the platform's reporting process felt inadequate, offering no space to explain the complexities of the situation. The impersonator's profile remained active, a lurking threat to the unsuspecting job seekers it aimed to deceive and a stark reminder of the vulnerabilities inherent in our digital professional lives.

The Broader Picture and Protective Measures

In the wake of my personal encounter with professional impersonation, I’ve realized that professional social networking has a darker side that can undermine our hard-earned reputations. “The Incident” highlights my own vulnerability and reflects a broader threat to all résumé writers and career coaches. We need to take protective measures against such deceitful practices.

The essence of our work – helping individuals present their best selves to potential employers – is built on trust and authenticity. When scammers impersonate us, they tarnish the credibility of the services we provide. This breach of trust has taught me that we must safeguard our professional identities and the integrity of the career services industry as a whole.

Let’s engage in proactive measures to protect ourselves and our clients from the pitfalls of online impersonation and scams. By fostering a culture of awareness, securing our digital presence, and advocating for stronger protective mechanisms on professional platforms, we can create a more secure environment for our industry. Here are some ways you can protect your profile: 

Vigilant Monitoring: 

Check out who’s viewing your profile and be alert for anyone suspicious or profiles that look too similar to yours.Consider watermarking original content to deter copycats.

Educate Your Network: 

Share knowledge and experiences related to impersonation scams with your network. Awareness is a powerful tool in preventing scams from taking root.

Report and Advocate: 

Beyond reporting impersonations to social media, advocate for more robust reporting tools and processes. Collective voices can drive platforms to offer better protection for their users.

Professional Solidarity: 

Engage with professional organizations such as PARWCC for access to valuable resources, support, and advice when navigating these challenges.

Legal Readiness: 

Understand the legal avenues available to you. In cases of identity theft or copyright infringement, you may want to send a cease and desist letter. Consult with a legal professional if you need to take swift action.

Moving Forward: Strengthening Our Defenses

“The Incident” was an eye-opener for me. It highlighted our industry’s vulnerabilities in an increasingly digital professional landscape and the imperative need to fortify our defenses. As we continue to engage on platforms like LinkedIn, let’s not shy away from creating content that reflects our genuine expertise or from engaging authentically with our audience.We can’t stop a copy/paste situation, but we can establish a digital persona that is distinctly ours to make it harder for impersonators to succeed. 

Navigating the 2024 Job Market: Trends, Challenges, and Strategies

By Stephanie Renk, MBA, CPCC, CPRW

As we enter the second quarter of 2024, the job market presents a landscape shaped by the aftermath of the pandemic, evolving economic conditions, and changing workforce expectations. Drawing from insights provided by Robert Half, SHRM, and Mercer, we will dive into the complexities of the current job market, highlighting the trends, challenges, and strategic responses by employers and employees alike.

Confidence Amidst Uncertainty

A significant trend observed in early 2024 is professionals' robust confidence in negotiating salaries. Despite the looming uncertainties of inflation and economic fluctuation, 63% of workers are poised to request raises, fueled by concerns over inflation, increased responsibilities, and perceived underpayment. This assertiveness in compensation discussions underscores a shifting power dynamic, where employees are more willing than ever to pivot towards new opportunities if their current roles do not meet their financial expectations. (Robert Half, 2024)

The Flexibility Factor

The preference for flexible work arrangements has solidified into a core component of the job market. An overwhelming 62% of employees now prioritize job roles offering flexibility over those with higher pay but rigid office-bound requirements. This trend is most pronounced among younger generations and working parents, illustrating a broader shift towards valuing work-life balance and autonomy over traditional compensation models. (Robert Half, 2024)

The Competitive Edge of Transparency and Benefits

Employers are recognizing the strategic importance of salary transparency and competitive compensation packages in attracting and retaining top talent. With the job market still being primarily candidate-driven, over half of the employers surveyed (51%) plan to increase starting salaries, while nearly as many (46%) intend to introduce new perks and benefits. This approach aids in attracting skilled workers and provides a competitive edge in a tight labor market. (Robert Half, 2024)

Industry-Specific Challenges and Adaptations

The impact of the tight labor market varies significantly across industries, with sectors like accommodations, food services, and retail facing the highest labor leverage ratio. This discrepancy underscores the importance of tailored compensation and benefits packages to navigate the challenges within these industries. (Mercer, 2024)

Towards Stabilization and Strategy

The overall labor market shows stabilization as hiring and job growth return to pre-pandemic levels. However, with a persistent labor shortage relative to job openings, employers are tasked with strategic workforce management to maintain hiring equilibrium. This includes understanding employee needs, actively engaging the workforce, and offering competitive salaries and benefits. (Mercer, 2024)

The Outlook for 2024

While the job market in 2024 is characterized by cautious optimism, the moderate pace of employment growth and anticipated slight increases in unemployment highlight the ongoing challenges. Nonetheless, the resilience of the labor market amidst economic pressures and the strategic adaptations by employers suggest a path forward focused on flexibility, competitive compensation, and a deeper understanding of workforce needs. (SHRM, 2024)

As we navigate the complexities of the 2024 job market, the interplay of economic conditions, employer strategies, and employee expectations will continue to shape the landscape. By fostering a culture of transparency, flexibility, and strategic compensation, businesses can navigate these challenges and thrive in an ever-evolving employment landscape.

By: Christopher Skerritt CRC, CVE, IPEC, ABVE/F, CLCP, MSCC, REAS, CPRW

christophertskerritt@gmail.com

As professionals dedicated to facilitating career development, Certified Professional Resume Writers (CPRWs) and Certified Professional Career Coaches (CPCCs) play a pivotal role in guiding individuals through the complexities of the job market. My unique blend of expertise as a Certified Rehabilitation Counselor, Certified Vocational Evaluation Specialist, and Certified Professional Resume Writer positions me to bridge the gap between recognizing an individual's potential and effectively navigating career pathways. This guide aims to share insights into utilizing the RIASEC model and various assessment tools, emphasized by practical case studies and an exploration of career clusters, to enhance the practice of CPRWs and CPCCs.

The RIASEC Model Deep Dive

John Holland's RIASEC model is instrumental in vocational counseling, categorizing careers into six personality types and aligning them with individuals' predispositions. The model suggests that people are happier and more productive when their work environments match their personal interests and personalities (McDaniel & Snell, 1999). The categories are:

• Realistic (R): Ideal for those who enjoy hands-on, practical tasks. Careers in engineering and skilled trades offer fulfillment.

• Investigative (I): Best suited for analytical minds drawn to science and research, where problem-solving is key.

• Artistic (A): For individuals seeking creative expression, careers in design, writing, or the arts are highly rewarding.

• Social (S): Those with a penchant for helping others find their calling in education, counseling, and healthcare roles.

• Enterprising (E): Energetic personalities excel in leadership positions within business, sales, and entrepreneurship.

• Conventional (C): Organized individuals thrive in structured tasks, finding satisfaction in accounting, administration, and data management.

Understanding and applying the RIASEC model enables CPRWs and CPCCs to offer career guidance that not only matches professional qualifications but also aligns with intrinsic motivations (Rounds et al., 1992).

Career Cluster Examples

Incorporating career clusters into counseling sessions provides a structured approach to exploring potential career paths within each RIASEC category:

• Realistic (R):

  • Clusters: Architecture & Construction; Manufacturing; Agriculture, Food & Natural Resources.

  • Careers: Civil Engineer, Auto Mechanic, Agricultural Technician.

• Investigative (I):

  • Clusters: Science, Technology, Engineering & Mathematics; Health Science.

  • Careers: Clinical Research Coordinator, Environmental Scientist, Biomedical Engineer.

• Artistic (A):

  • Clusters: Arts, A/V Technology & Communications.

  • Careers: Graphic Designer, Creative Director, Music Producer.

• Social (S):

  • Clusters: Education & Training; Human Services.

  • Careers: School Counselor, Clinical Social Worker, Special Education Teacher.

• Enterprising (E):

  • Clusters: Business Management & Administration; Finance; Hospitality & Tourism.

  • Careers: Marketing Manager, Financial Analyst, Hotel Manager.

• Conventional (C):

  • Clusters: Information Technology; Business Management & Administration.

  • Careers: Database Administrator, Accountant, HR Specialist.

These examples facilitate a more granular and comprehensive career guidance process, enabling CPRWs and CPCCs to navigate clients toward suitable career paths effectively (Deng et al., 2007).

Case Studies: Illustrating Practical Applications

• Case Study 1: Sarah’s Transition from Academia to Industry

  • Background: Seeking a career shift from academia to biotechnology.

  • Process & Outcome: Identified as Investigative and Enterprising through the O*NET Interest Profiler, Sarah was guided towards a project management role in biotech, leveraging her research background and leadership skills for a successful transition.

• Case Study 2: Mike’s Military to Civilian Transition

  • Background: Aiming to translate military experience into a civilian career.

  • Process & Outcome: Mike's Realistic and Social traits were highlighted through the Holland Code Career Test, leading to a fulfilling role in emergency management and public safety, aligning his military skills with civilian needs.

Conclusion

My role as a Certified Rehabilitation Counselor, Certified Vocational Evaluation Specialist, and Certified Professional Resume Writer equips me to offer a holistic view of an individual's career prospects. By integrating the RIASEC model, assessment tools, and an understanding of career clusters, I aim to assist CPRWs and CPCCs in refining their approach to career counseling. The case studies of Sarah and Mike exemplify the effectiveness of a tailored strategy, emphasizing the importance of aligning personal interests with appropriate career paths. This approach not only aids in uncovering fulfilling careers but also smoothens transition phases, ensuring a more satisfied and engaged workforce. Sharing these insights and methodologies is aimed at empowering CPRWs and CPCCs to enhance their services, contributing to the broader goal of successful career development for all individuals.

References

McDaniel, M. A., & Snell, A. (1999). Holland's theory and occupational information. Journal of Vocational Behavior, 55(1), 74-85. 

Rounds, J., Tracey, T., & Hubert, L. (1992). Methods for evaluating vocational interest structural hypotheses. Journal of Vocational Behavior, 40(2), 239-259. 

By: Stephanie Renk

As we move through 2024, the job market continues to evolve, shaped by economic, demographic, and technological forces. We’ll dive into the current state of the labor market to provide a comprehensive overview of the trends, challenges, and opportunities facing employers and job seekers alike.

Economic Stability Amidst Caution

The U.S. labor market in 2024 reflects a phase of stability and normalization after the hectic years of the COVID-19 pandemic. A recession seems less likely as inflation trends lower and the labor market holds steady. However, job gains are expected to moderate, with a slight uptick in unemployment and a cooling of wage growth. The full impact of tightened monetary policy over the past months remains to be seen, suggesting that further slowdowns could be on the horizon (SHRM, 2024).

Surprising Hiring Resilience

Contrary to expectations of a slowdown, January 2024 witnessed a surprising surge in hiring, with the economy adding a robust number of jobs, nearly doubling some economists' forecasts. This resilience in the labor market may influence the Federal Reserve's timing and approach to anticipated rate cuts, but it also offers hope for a soft economic landing (J.P. Morgan, 2024).

Key Labor Market Trends

Several trends are poised to shape the labor market in 2024 (Indeed, 2024):

• Cooling Hiring Rates and Potential Layoffs: As employer demand for workers shows signs of cooling, the labor market's stability may be tested. A rapid decrease in demand could lead to increased layoffs, while a more gradual cooling could maintain stability.

• Demographic Shifts: The aging U.S. population and decreasing prime-age workers pose long-term challenges for the labor market. The influx of younger workers is essential to counteract these demographic trends.

• Wage Growth and Inflation: Wage growth is expected to return to pre-pandemic levels, stabilizing at a sustainable rate. This trend, coupled with the uncertain trajectory of inflation, will play an important role in the economic outlook.

• The Impact of AI: The rapid adoption of AI technologies is transforming the job market, potentially boosting productivity and creating new job categories.

Changing Workplace Dynamics

The relationship between employers and employees is undergoing a significant reset, influenced by remote work trends and evolving management practices. Gallup's research highlights the need for leaders to adapt their strategies to address record-high worker stress levels, engagement challenges, trust issues with leadership, and the unique pressures faced by managers (Gallup, 2024).

The 2024 job market presents a complex landscape, with economic indicators pointing towards stability but with underlying challenges that need to be navigated. Employers and job seekers must remain adaptable, leveraging insights into current trends and preparing for the evolving demands of the workplace. By understanding these dynamics, both groups can identify opportunities for growth and success in a changing economic environment.

Build Your Community 

By: Stephanie Renk, MBA, CPCC, CPRW

AI and the Future of Career Coaching & Resume Writing: 

A Guide for Career Coaches & Resume Writers

Artificial intelligence (AI) is rapidly transforming many industries, including career coaching and resume writing. While AI has the potential to displace some jobs in the industry, it also has the potential to be a valuable tool for career coaches and resume writers who are willing to adapt and leverage its capabilities.

Personalized Career Reports with AI

Career coaches can utilize AI tools to generate personalized career reports for their clients. These reports can comprehensively analyze a client's skills, interests, and personality traits, helping them identify potential career paths that align with their aspirations and abilities. AI can also suggest relevant job openings, provide insights into industry trends, and offer personalized career advice based on the client's unique profile.

Targeted Marketing Campaigns Powered by AI

AI can revolutionize marketing strategies for career coaches and resume writers, enabling them to reach their target audience with laser-focused campaigns. AI-powered tools can analyze social media platforms, identify potential clients based on their interests and career goals, and craft personalized messages that resonate with the target audience. Additionally, AI can optimize marketing campaigns based on real-time data, ensuring that resources are allocated effectively and maximizing the return on investment.

Task Automation for Efficiency and Productivity

AI can automate many of the mundane tasks that consume the time of career coaches and resume writers, freeing them up to focus on higher-value activities like client interactions, strategic planning, and providing personalized guidance. AI can streamline tasks such as resume screening, interview preparation, and job search assistance, ensuring that these essential services are delivered efficiently and without compromising quality.

Mitigating Pain Points with AI Expertise and Collaboration

To effectively harness the power of AI, career coaches and resume writers should prioritize developing their AI skills. Taking online courses, attending workshops, and staying abreast of the latest AI developments will equip them to utilize AI tools effectively and integrate them seamlessly into their workflows. Additionally, partnering with AI companies can provide access to cutting-edge AI solutions, insights into industry trends, and opportunities for collaboration. By leveraging AI expertise and fostering partnerships, career coaches and resume writers can proactively address challenges and position themselves for success in the evolving industry landscape.

Examples of AI Tools for Career Coaches and Resume Writers

• Career Arc: This AI-powered tool generates personalized career reports, identifies relevant job opportunities, and provides personalized career coaching.

• JobScan: This AI-powered tool analyzes resumes and helps job seekers identify opportunities that match their skills and experience.

• Ryze: This AI-powered tool helps job seekers develop their resumes and prepare for job interviews.

• SumoResume: This AI-powered tool helps job seekers create resumes tailored to specific job openings.

• Upwork: This AI-powered platform connects freelancers with businesses seeking their services.

Additional AI tool examples for career coaches and resume writers:

Skill Assessment Tools

• HireVue: This AI-powered platform assesses candidates' skills and competencies using video interviews, behavioral assessments, and gamified challenges.

• Knack.ai: This AI-powered tool assesses candidates' skills and competencies through interactive coding challenges and technical assessments.

• Talent.com: This AI-powered platform assesses candidates' skills and competencies using a combination of behavioral assessments, cognitive abilities tests, and personality assessments.

Job Search and Matching Tools

• Indeed: This AI-powered platform uses natural language processing (NLP) to match job seekers with relevant job openings based on their skills, experience, and career goals.

• LinkedIn: This AI-powered platform uses machine learning to recommend job openings and connect job seekers with potential employers based on their skills, experience, and network.

• Monster: This AI-powered platform uses NLP to match job seekers with relevant job openings based on their skills, experience, and career goals.

Interview Preparation Tools

• Big Interview: This AI-powered platform provides mock interviews, personalized feedback, and tips on improving interview skills.

• Interview.ai: This AI-powered platform uses NLP to analyze candidates' responses to interview questions and provide personalized feedback.

• Tenfold: This AI-powered platform provides mock interviews with real interviewers and personalized feedback on interview skills.

Resume Writing and Review Tools

• Grammarly: This AI-powered tool checks for grammar, spelling, and punctuation errors in resumes and other written documents.

• Resumate: This AI-powered tool helps job seekers create resumes tailored to specific job openings and optimized for Applicant Tracking Systems (ATS).

• ResumeGo: This AI tool helps job seekers create ATS-friendly resumes and effectively highlight their skills and experience.

These AI tools can provide valuable assistance to career coaches and resume writers, helping them to streamline their services, enhance the quality of their work, and provide more personalized support to their clients. As AI technology continues to evolve, the range of available tools and their capabilities will expand, further empowering career coaches and resume writers to meet the changing needs of job seekers and employers.

This article was written with the assistance of Bard, a large language model from Google AI. Bard is a powerful tool that can help generate content, translate languages, write different kinds of creative content, and answer your questions in an informative way.

2024 Job Market Projection – Bureau of Labor Statistics 

By: Mark Misiano and Stephanie Renk

Coaching Likability in Job Interviews

Lili Foggle CIC

Founder, Impressive Interviewing

My husband, John, has a natural gift for striking up casual conversations. He effortlessly engages with people from all walks of life, in any setting.  It takes him mere moments to uncover shared interests, places, or connections, leading to unexpectedly vibrant discussions with anyone and everyone he meets. Whether it's your 94-year-old grandmother, your 5-year-old nephew, or your boss, John has an uncanny ability to establish rapport effortlessly. I love him for it - it’s a very likable thing. I wish I could do it. The few times I have tried, it’s been an awkward fail (“Oh, you’re from Wisconsin? I have a friend whose son went to school somewhere in Wisconsin, not exactly sure which school…but I hear the cheese is great!”)

The ability to make easy small talk and find quick commonalities is a great talent, but it is not necessarily essential to being likable in an interview (unless it’s an interview for a position where those traits are required skills – such as a sales job). The first and most important rule for our clients in job interviews is this: Don’t be unlikable.  Awkward small talk is rarely a deal breaker or a critical factor in hiring decisions.

Assessing likability during interviews is a critical part of the hiring process. It’s a quality that makes candidates more appealing as direct reports, collaborators, and potential leaders. Effective coaching starts with helping our clients understand exactly what “being likable” means in the context of an interview - and then showing them how to strike the fine balance between showcasing their strengths and scoring likability points.  When helping clients improve their likability quotient, I evaluate how they come across in a few key areas and provide practical strategies to help them express these qualities more effectively. Here are six critical likability factors in job interviews:

Authenticity is at the core of likability. The inverse of that truth, however, is the more important concept for interviews: inauthenticity is extremely unlikable. And there are, unfortunately, many ways to appear inauthentic in an interview. For example, memorized answers can transform an interview conversation into a robotic recitation.  When a candidate jumps right in with a canned answer to a question, they risk appearing overly rehearsed - and they miss an opportunity to demonstrate authenticity. Proficient interview skills require our clients to wean themselves off fully written answers - and instead learn to listen well and speak authentically when delivering their value messages in response to an interviewer’s question.

Enthusiasm equals money. It’s expensive to recruit and onboard new employees. Nobody wants to hire a candidate who doesn’t seem to really want the job and who may always be keeping an eye out for a better fit somewhere else.  Candidates with high levels of enthusiasm for the company and the role have better retention rates - and are less likely to jump ship during challenging times. Our clients need to demonstrate a high level of enthusiasm for the particular position at a specific company - and do it without appearing desperate or fake. 

Accountability is a non-negotiable quality for most employers. They want employees hungry for growth and eager to learn.  They know that everyone makes mistakes, but not everyone turns mistakes into learning opportunities. An interviewee who fails to take accountability - who attributes mistakes, failures or dissatisfaction to others - becomes an employee more concerned with preserving their image than personal growth and improvement. The absence of accountability is a common way candidates make themselves unlikable during an interview.  Interviewees need to demonstrate their willingness to own and learn from their actions, behaviors, choices, and mistakes.

A positive attitude is an indication of a learning mindset. A negative attitude in an employee is highly unlikable - and dangerously contagious. No one wants to hire someone they believe will bring negativity into the workplace. Some interview questions (“Why are you leaving your job?” “What is your least favorite part of your job?” “Have you ever gotten critical feedback?”) are specifically designed to elicit negativity so that the interviewers can screen out candidates who fail to stay positive. It’s a common interview pitfall. Our clients need to have authentic answers that show they bring a learning mindset to challenging situations.

Respect is the bedrock foundation of likability. Treating others with respect is a fundamental expectation, and any indication of disrespect will quickly eliminate a candidate from consideration. Most clients understand that acting in a respectful manner during a job interview is the bare minimum for success. Some clients, however, may need specific guidance about appropriate interview attire and etiquette.

Lastly, building a connection with interviewers can be the make-or-break factor when it’s down to the final few candidates. Building rapport creates a sense of mutual trust and understanding between the candidate and the hiring team. This connection suggests that the candidate is someone the team would genuinely enjoy working alongside. Being able to quickly forge an interpersonal connection highlights more than skills and qualifications - it demonstrates a potential good fit with the team. Some clients may need specific strategies on ways to establish the kind of rapport that will make a lasting impression.

Likability in job interviews is not a secret sauce. Talent, charm, and extroversion are not required ingredients. While my husband’s natural ability to create an instant connection with anybody is a helpful skill, it is not determinative of an interviewee’s capacity to come across as “likable”. We can help our clients make a likable impression by assessing key factors and offering communication strategies to successfully demonstrate those traits. In the end, it's about teaching our clients that being likable in interviews is well within their reach - and assuring them that we're here to guide them every step of the way.

Interested in strategies and resources about interview likability? Register now for PARWCC’s Members 4 Members session on November 16th“CICs Talk: Coaching Likability in Job Interviews''.  We will dive into this topic and share the strategies that we have used to increase our client’s likability and unlock their true interview potential.

By Mark Misiano, MBA, CPRW, CDCS and 

Kristina Drobocky Baitoo, CPCC, CPRW, CIC, CDCS

Leveraging cutting-edge technology can be a game-changer for you as a career services professional, especially when it comes to optimizing a client’s LinkedIn profile. ChatGPT is highly versatile and can offer insights to save you valuable time as you write quality, customized content. 

You can use ChatGPT not only to streamline the writing process but also to focus on strategy and personalization, elevating the overall impact of your client's LinkedIn presence. Let’s explore some ways you can prompt ChatGPT to enhance your workflow and deliver standout LinkedIn content to make your clients more competitive in the job market.

When you first start a conversation, feed ChatGPT your client’s résumé and cover letter. Don’t include their contact information – keep that part confidential. Start like this: 

I’m a résumé writer and career coach. I’m going to give you the content from a client’s résumé, and I want you to remember it for the duration of this chat. You don’t need to do anything with it yet – I’ll ask you for help in a moment.

Sometimes ChatGPT will give you feedback on the résumé even when you didn’t ask for it. Once it has the résumé in its memory, you can start using prompts to have it create content for LinkedIn. Here are some examples: 

Headline

Use the résumé content I gave you to craft a [unique / engaging / creative] headline for LinkedIn. This client is trying to land a new job at the [manager / director / C-suite] level, but I don’t want to let everyone on LinkedIn know that they’re looking for a new job.

Write a [concise / clear / simple] LinkedIn headline that encapsulates this client’s skills, experience, and what makes them unique in the [current / target] industry.

Craft a [bold / customized / non-traditional] value proposition for this client that I can use as a headline on LinkedIn. Remember that the client is looking for a job in the [target industry] arena. 

About

Write an engaging introduction for this client that sets the tone in the About section of their LinkedIn profile. Briefly summarize the client’s career achievements and notable projects along with the areas of expertise that are most relevant to landing them a [target job title] in the [target industry] field.

 Use the résumé and cover letter to draft the About section on LinkedIn. Don’t focus too specifically on individual positions, and don’t include accomplishments; give the reader a brief, 3-paragraph overview of this client’s professional experiences.

Please give me a 2-paragraph summary of this client’s professional history to include in the About section on LinkedIn. Include a list of the client’s core competencies or most marketable skills. I want the tone to be [conversational / formal / fun].

Experience

Write me a brief, 5-sentence overview of the [job title] position from the résumé to use in the Experience section on LinkedIn. Write in the first person [past / present] tense and be sure to highlight the most impressive outcomes and accomplishments. You don’t need to use all of the content – only focus on what is most important.

Use the [job title] information from the résumé to create 5 bullet points I can use in the Experience section on LinkedIn. Please be as concise as possible.

Create a narrative for the Experience section on LinkedIn about the most transformative experiences from the [job title] role, showcasing the most important skills and impact.

Incorporating ChatGPT – or other generative AI language models like it – into your LinkedIn profile optimization process can provide you with a competitive edge and save you tons of time. This type of technology serves as a powerful assistant, allowing you to produce tailored content with efficiency; however, it can’t replace your expertise or nuance. 

By Myriam-Rose Kohn, MCD, CCMC, CPBS, CPRW, CJSS

At first, remote work looks great. You don’t have to go to the office, you save time and gas, and you are home with your family. Not to mention your boss is no longer looking over your shoulder.

But then you start to notice a slow erosion between work and family. The working hours are not so delineated anymore. To make up for the daytime hours when you take care of the family, you now have to work late into the evening or night and you are spending more hours at work than you would if you had gone to the office.

And you begin to wonder whether you are on track. Are you still in touch with other colleagues or team members? What about the camaraderie around the water cooler, the brief encounters in the hallways, or the greetings at the office door?

So how do we regain team spirit?

Tsedal Neeley, in her book Remote Work Revolution, writes about the importance to talk about how to work together, how each member contributes to the team goals, and to know how to find the necessary resources. You need to demonstrate your unwavering dedication.

When the team is apart, that is to say, without the benefit of time and mutual closeness, it is much harder to establish trust. As a team leader, you need to establish emotional trust to convey the feelings of mutual care and concern between coworkers based in shared positive emotional bonds. To reach this objective, share yourself. It will get you closer to your team members.

For trust, you need transparency, effective communication, clearly identified tasks, reliability, and standardized internal processes. Awareness technologies (GPS tracker, software to track your key strokes, and so forth) inherently create distrust.

Neeley explains that to build trust in virtual teams, you need direct and reflected knowledge. Periodic face-to-face meetings allow for direct knowledge to develop. You can see how other team members work under pressure, for example, and which team members are more likely to meet for working lunches. You can take the time to question other team members about their life and work; e.g. “What type of equipment do you use?”

Reflected knowledge, just as important as direct knowledge, is when you see your norms and behaviors through the lens of distant collaborators. Reflected knowledge is insight about how others see us and develop our empathy about how others experience us. It allows for each sub-team to learn the inaccuracy of their perceptions. 

It would enable each group to better understand and adjust their perceptions. Consider the fact that in The Netherlands and in Belgium, it was ordained by royal decree that managers not allowed to contact their staff after office hours. They are penalized when they do. Under attenuating circumstances, employees sometimes may have to work overtime. Their pay: double for the first four hours and triple for the next four hours.

Consequently, they work fewer hours. By U.S. standards, are these employees then lazier because they don’t work as many hours? Studies have shown the contrary: people who work fewer hours are more effective and productive when they do work their shifts. Reflective knowledge allows you to understand this. All kinds of holidays are observed as well and not just in those two countries, but all over the world. In our global economy, this has an effect.

I have digressed since I was talking about trust so let’s get back on track.

Show your teammates appreciation by giving them your undivided attention, hearing their ideas and concerns, and by responding with the available resources.

Neeley continues by stating that it is imperative to be attentive to your clients’ needs and create virtual experiences that promote cognitive and emotional trust with them.

How do we build trust with clients from afar when office visits, business meals, and conferences are no longer viable? It requires more creativity, time, and intentionality. Increasing frequency of contacts is absolutely necessary. Enter the range of digital tools now available: social media, videoconferencing, and email, among others.

With these tools, it is vital to have a virtual conversation feel as in-person as possible. Concision and precision are now required. When interacting virtually, you have to identify the most essential details and communicate them clearly in just a few lines. You can create short, colorful videos that detail new products or services in less time and more engaging ways than a traditional presentation.

 When assessing productivity, you should focus on process and not outcome; emphasize strengths, not status. Lean into the inherent flexibility of the remote format. Instead of monitoring team members obsessively, encourage their autonomy which will allow them to gain confidence, agency, and efficiency. This will create a more productive team. Collaborate using digital tools for continuity; e.g. think whiteboards on which every one can contribute on their schedule. Promote a common purpose.

Whether as a team member or team leader, be prepared for radical changes that may be required. In this global economy, a crisis can emerge at any time.

J. Richard Hackman, the legendary Harvard professor, understood team dynamics like no one else. He established three criteria for successful outcomes for teams:

1. Delivering results or achieving expected goals;

2. Facilitating individual growth or a sense of personal development or well-being;

3. Building team cohesion or ensuring that the team is operating as one unit.

The key ingredient to this learning process is social connection.

Bottom line: both employers and employees need to readjust and find the best and most flexible schedule and still operate as one team. Team members must feel sufficiently connected if they are to collaborate effectively as a singular group (Neeley).

The remote work revolution has also had other effects, namely on the real estate and the hospitality industries. If people don’t come to the office or only part-time, why should corporations invest in office space? 

This now ripples out: less business travel means hotel rooms are not retained. This and the fact that employees are working at home means that the restaurants and small cafes in and around the business parks are affected as well. If corporate headquarters are disappearing, how does it affect the real estate value of the homes in the immediate area?

The brighter side of this is that states and cities are now focused on attracting people rather than corporations. They now offer better schools and parks.

Founder of Impressive Interviewing

“I get BAD interview anxiety.”

“I skipped an interview because I was so nervous.”

“I’ve not gotten the job twice because of my anxiety at the interview.”

“Skipped so many interviews and job opportunities due to crippling anxiety!”

“Please help!” These are just a few of the comments on my TikTok posts asking for help with interview anxiety, and it’s heart-breaking. Symptoms like a racing heart, profuse sweating, and even forgetting everything they’ve prepared can really throw off a candidate during a job interview. In fact, studies have proven what most recruiters already know: interview anxiety negatively affects interview performance. The higher the anxiety, the worse the interview goes.  Crippling nerves can sabotage even the most prepared candidates. And it’s not a rare thing.

93% of job candidates experience interview anxiety. This statistic from a 2020 survey by employment screening company JDP may come as no surprise to interview coaches. A staggering number of my clients ask for help in preventing nerves and anxiety from impacting their performance. An essential component of interview coaching is addressing anxiety. How can we help our clients cope?

Identify the type of interview anxiety. The first step in addressing a clients’ anxiety is to recognize that not all anxiety is created equal. Interview anxiety exists on a spectrum from sweaty palms to paralyzing panic. Interview anxiety also comes in various forms, each with its own distinct characteristics. In 2004, researchers Julie McCarthy and Richard Goffin distinguished 5 dimensions of interview anxiety:  

1. Appearance anxiety: This type revolves around concerns regarding physical appearance and the fear of triggering bias or rejection based on looks.
2. Social anxiety: Here, the focus is on the ability to effectively navigate social interactions during interviews, such as handshakes and building rapport.
3. Behavioral anxiety: This dimension encompasses the autonomic reactions our clients' bodies experience during interviews, like a racing heartbeat and sweaty palms.
4. Performance anxiety: Fear of failure, anxiety about experiencing anxiety itself, and concerns over the interview outcome are all elements of performance anxiety.
5. Communication anxiety: Nervousness surrounding the ability to communicate effectively fall under this category.

Use an assessment tool. Interview coaches understand that a one-size-fits-all approach won't cut it when it comes to reducing interview anxiety. That's why it's essential to identify the specific anxiety type(s) our clients are dealing with. Incorporating an assessment tool into our intake process can provide insight into the specific anxiety dimensions at play and enhance our ability to choose the most effective strategies for that client.

Choose targeted strategies. After assessing what type of anxiety is holding back our client, coaches can choose the appropriate approach.  There are literally hundreds of effective anxiety-reduction strategies. Google “interview anxiety help” and you might be quickly overwhelmed by the hodgepodge of advice and tips. Knowing which of the 5 types of interview anxiety are the issue is key to narrowing down the options. Let's explore a few targeted strategies for each category:

1. Appearance anxiety: Help clients dispel myths about conformity and provide detailed guidance on appropriate attire to alleviate their fears.
2. Social anxiety: Review and practice expected social skills, such as handshake techniques and appropriate eye contact. Teach "small talk" hacks.
3. Behavioral anxiety: Teach clients relaxation techniques like “square breathing” or suggest listening to calming music to manage physical manifestations of anxiety.
4. Performance anxiety: Address the fear of failure by fostering a growth mindset, normalizing the anxiety, and providing evidence-based support that boosts clients' self-belief. For some, striking a power pose may inspire strong feelings of confidence. 
5. Communication anxiety: Teach structured communication strategies to answer common questions and concisely deliver messages of fit and value. Offer opportunities for practice and constructive feedback to enhance communication skills and boost confidence.

Informed coaching can make the difference. Interview anxiety is a real challenge that most clients face, but it doesn't have to define their outcomes. As interview coaches, we provide the support, guidance, and personalized strategies to help our clients overcome their anxiety and excel in interviews. By understanding the different types of interview anxiety, conducting an assessment, and employing targeted approaches, we can make a significant impact on our clients' success.

By Cassie Hatcher

CEO & Lead Résumé  Writer Career Confidence LLC

Intelligence Quotient (IQ)

Emotional Intelligent (EI)

with

Artificial Intelligence (AI)

https://screenpal.com/watch/c0hOXIVAK0I

One of the funniest stories I heard was from a resume writer who was working with a recent college grad and was asking questions about their resume, she asked, “So tell me how you increased sales by 20%.” The client responded, “I don’t know, that’s just what ChatGPT wrote.” Recruiters/hiring managers will be running into this same scenario more and more, where job seekers will throw a resume together using AI and expect to land a job.

I decided to work with ChatGPT and see how well it could write a resume. I’ll be honest, I wasn’t impressed. The language was very generic and it didn’t come up with the quantifiable, results-based metrics. However, I did find it very valuable in coming up career coaching, and job searching. So let me share what I found. For example, I put an Air Force E-7’s resume into ChatGPT and asked, “Provide job ideas based on this resume….” I copied the resume in and here is what it came up with…

Based on the experience and skills listed in the resume, here are some job ideas:

1. Project Manager: The candidate has extensive experience in operations management and program management, as well as overseeing budgets and training programs. These skills make them a great fit for a project management role in a variety of industries, including construction, engineering, and technology.

2. Operations Manager: The candidate has experience leading teams ranging in size from 5-55 in a dynamic, fast-paced environment around the world. This experience would make them an excellent candidate for an operations manager position in a company that has a global presence or in the military.

3. Program Manager: With experience overseeing budgets and training programs valued at $1.8B, the candidate would make an excellent program manager in a variety of industries, including defense, healthcare, and education.

4. Risk Manager: The candidate’s experience managing risk, safety, and quality assurance would make them an excellent candidate for a risk manager position in a variety of industries, including insurance and finance.

5. Consultant: With extensive experience in leadership, team building, and policy implementation, the candidate would make an excellent consultant in management consulting, human resources, and government consulting.

6. Business Development Manager: With experience in developing people and building teams, the candidate would make an excellent fit for a business development role in a technology, aerospace, and defense.

7. Supply Chain Manager: With experience in logistics and overseeing large teams, the candidate would make an excellent candidate for a supply chain manager position in a variety of industries, including manufacturing and retail.

Then I asked ChatGPT to, “Find me 5 remote Project Manager roles for someone with 20 years of experience:”

1. Senior Technical Project Manager – Remote at Salesforce This role requires a seasoned project manager with 20+ years of experience managing technical projects. Responsible for leading the project team, managing the project scope, and ensuring the timely delivery of the project. The ideal candidate will have experience with agile methodologies and managing remote teams.

2. Senior Project Manager – Remote at Dell Technologies Dell Technologies is seeking a Senior Project Manager with 20+ years of experience managing large-scale technology projects. Responsible for leading cross-functional teams and ensuring project success through effective communication and stakeholder management. The ideal candidate will have experience with project management methodologies such as PMP, Agile, or Scrum.

3. Remote Project Manager – Financial Services at BlackRock BlackRock is seeking a Remote Project Manager with 20+ years of experience managing complex projects within the financial services industry. Responsible for leading cross-functional teams and driving project execution, ensuring that the project meets the business objectives. Experience with project management methodologies, such as Agile, is required.

4. Senior Technical Project Manager – Remote at IBM IBM is seeking a Senior Technical Project Manager with 20+ years of experience in the technology industry. Responsible for leading complex projects, managing project scope, and ensuring timely delivery. The ideal candidate will have experience with Agile methodologies and leading remote teams.

5. Remote Program Manager– Healthcare at Philips Philips is seeking a Remote Program Manager with 20+ years of experience in the healthcare industry. Responsible for leading cross-functional teams and managing the execution of complex programs. Experience with project management methodologies, such as PMP or Agile, is required.

Then I narrowed it down even further and asked, “Find me 5 job links for Project Manager roles for someone with 20 years of experience, in Arlington Virginia, working for a Government Contractor:”

1. Project Manager at Leidos:

2. Senior Project Manager at BAE Systems

3. Program Manager at CACI International

4. IT Project Manager at General Dynamics Information Technology

5. Senior Program Manager at SAIC

Guest blog submitted by Cassie Hatcher CEO & Lead Resume Writer Career Confidence LLC cassie@careerconfidence.us 801-668-2180 careerconfidence.us

Through her work, she is able to share her professional joy and passion for cultivating talent in people powered businesses. She pairs ethical, inclusive and community conscious recruitment practices with process driven hiring processes in order to create impact, value and progress for the hospitality industry and F&B community.

Hanae has expertly matched hundreds of job seekers with employers nationwide and overseas. She currently serves on the board of advisors to Another Round Another Rally, a non-profit assisting hospitality workers in crisis, and is a certified CPRW and member of the Professional Association of Resume Writers and Career Coaches (PARWCC). She has also previously served on the Program Advisory Committee for the Institute of Culinary Education in Pasadena.

A Korean-American woman with an entrepreneurial spirit, Hanae is committed to supporting her clients in building visionary workplaces and championing representation of diverse talent. Certified in both Unconscious Bias and Optimizing Diversity in Teams, she continues her education in DE&I in order to help create belonging, accessibility and equity for everyone that shares her lifelong passion for all things hospitality, food and beverage.

ChatGPT Hacks for Interview Coaches

By Lili Foggle (CEIP)

Founder, Impressive Interviewing

Online and mainstream media have been effusive about the capabilities of ChatGPT—a text-generating artificial intelligence released to the public by Open AI on November 30th.  The AI bot produces original written text and can create just about anything on any topic—including poems, lyrics, scripts, novels, textbooks, articles, emails, research papers, and essays. To demonstrate its prowess, ChatGPT was given a Wharton School of Business exam. It passed with a B range score.

ChatGPT is as easy to access as any website. I registered for a free account at openai.com, and after logging in and confirming that I was human (“Please select all images of deciduous shrubs”), it patiently waited for my first “prompt” to tell it what to do. Within seconds, this mystical bot was churning out material at a superhuman pace.  From a descriptive haiku about kayaking to a sincere, heartfelt note congratulating a family friend on their retirement, ChatGPT turned every writing task into an eight-second miracle. I learned just how much I don’t know when I asked it to generate a table of contents for a textbook titled “Introduction to Cryptocurrency.”  Chat CPT whipped out each of my requests in mere moments.  My skeptical Emergency Room doc husband was totally uninterested in joining the fun—until he saw ChatGPT’s ability to spit out step-by-step instructions for self-administering home injections of any medication…in Polish.

After amusing myself with quirky prompts for about a week, I turned my attention to exploring how I could harness the power of this new technology in my business as an interview coach. I engaged in some trial-and-error to fine-tune each prompt to produce the most relevant responses.  Below I’ll share the six most useful prompts I created for ChatGPT. There is a limit to the size of the prompt you can input, but ChatGPT can remember everything in the whole conversation, so one prompt can clarify, edit, or build on previous prompts. I recommend that you give the prompts to ChatGPT in the order below, to ensure the best responses.

My 6 Most Useful ChatGPT Prompts for Interview Coaches

Copy and paste a prompt into ChatGPT - then fill in the blanks. Copy and paste the client’s entire resume and/or the target job description into the prompts as called for. 

1. Distill Job Description into an Interview Preparation Rubric: “Create an interview preparation rubric for a candidate interviewing for the below job description. Make the interview preparation rubric a bulleted list.  Identify all job requirements in each of the following areas: Experience, Knowledge, Skills, Abilities, and Attitude. Job description: (Insert full job description).”  

2. Identify Mission and Core Values: “Act as a researcher. Identify the mission and core values of (insert name of target company/institution). Note which core values are relevant for someone applying for (insert position title) with (company/institution).”

3. Research the Targeted Company: “Act as a researcher. Identify three specific and detailed examples of how (target company/institution) has demonstrated their commitment to (insert one of the core values listed in #2 above). Include quantifiable measurements of success.”

4. Write a Targeted Cover Letter: “Write a cover letter from the person with the resume below applying for the (position title) role at (company/institution). Include specific relevant experience that the candidate has for the role. Use the research you did about the (company/institution)’s mission and note the candidate’s personal alignment with that mission. Use the research you did about (company/institution)'s core value of (insert core value from #3 above) and note that the candidate's shared commitment to that core value is one reason why the candidate is excited and motivated to work there.”

5. Write a Follow-Up Thank you Note: “Write a thank you note in follow up to my interview for (insert position title) with (company/institution). Include my gratitude for the opportunity and reiterate my interest in the position. Include the following specific details about our conversation during the interview: (insert details from interview).”

6. Create Targeted Sample Interview Questions: “Create a list of interview questions targeted to the following interview preparation rubric list: (insert list from #1)”

I also asked ChatGPT to identify 5 additional ways it can help candidates prepare to impress during their job interview.  Here is the exact list that ChatGPT created:

Conversation Starters: ChatGPT can generate a variety of conversation starters that are relevant to the job and industry the client is applying for, such as current events or recent developments in the industry, or even something more specific like recent projects or initiatives that the company is working on.

Identifying Key Players: ChatGPT can be used to research key players within the company, to help your client understand the company's leadership and management style, as well as the backgrounds and experiences of the people they may be interviewing with.

Analyzing the Company's Online Presence: ChatGPT can be used to analyze the company's online presence, such as its website, social media accounts, and press releases to help the candidate understand the company's branding and messaging.

Identifying Industry Trends: ChatGPT can be used to research industry trends and development to help the candidate identify potential challenges and opportunities.

Generating Questions to Ask: ChatGPT can generate a list of questions that the candidate can ask the interviewer during the interview to help the candidate show interest in the company and gain a deeper understanding of it.

This innovative technology is surely here to stay—with the potential to impact and transform every industry and service. ChatGPT is the beginning of what will certainly be a flood of text-generating AIs and apps to come. The API key that runs ChatGPT has already been made available to app developers and a quick look at Apple’s App Store shows dozens of apps that target specific niche markets for the technology. You can purchase apps that build resumes, conduct mock interviews, or optimize LinkedIn profiles.  

For the time being, however, ChatGPT is still free to use—a win for accessibility. Those who quickly master how to harness and monetize its power may find themselves on the leading edge of their industry. And just as the internet (1983) and search engines (1998) ushered in the information age, text-generating AI seems to be the next unstoppable revolution of the 21st-century digital world that is destined to become integrated into our daily lives. For better or for worse.

Fun video, yet educational, based on the Science of Human Behavior

with the basic 4 DISC styles concept.

Singing Styles

if the link doesn't work, use copy and paste:

https://screencast-o-matic.com/watch/crlo27V2g1v

By Steve Milano, MSJ, CPRW, Brand Content Strategies, info@brandcontentstrategies.com

When a candidate makes it to the final round of interviews, the people sitting in front of her often have a printed copy of her résumé  in their hands, even if she only sent it in digital format.

Quite often, after a candidate has made it past the ATS and a screener, a recruiter might print copies of the résumés of the final candidates she’s going to interview. Recruiters often make notes on printed résumés and circle areas they want to discuss during the phone call, video chat or in-person interview.

If the candidate is meeting with several managers or executives from the company, those people often each have a copy of the candidate’s résumé  printed from the office copy machine.

Do you print and photocopy each résumé  you create for a client before you send them the first draft? While you probably don’t need to print and copy each résumé  you create for a client, you should at least print and copy the basic template(s) you use for clients to see how they turn out when printed on a desktop printer and an office copy machine.

In addition, what are your computer monitor settings? Are you looking at client résumés in less than 100% size? If so, your résumé  might look fine on screen, but when printed at 100%, might look like you just created a children’s coloring book.

That’s why it’s a good idea to see what your résumés look like when printed and copied.

How do you compare to your peers?

PARWCC recently surveyed its membership and asked:

Question 1: Do you print your résumés out to see how they will look when printed by a recruiter or panel who will hold your client’s résumé in front of them when interviewing finalist candidates?

The answers were:

65.4% - Yes, I print out my résumés before sending them to the client.

26.9% - No, I don’t print my resumes or templates out to see how they will look on paper

Broken down by years of experience, the answers were:

Question 2: tenure in role

<1yr                 3.8%

1-3 yrs              19.2%

3-5 yrs             7.7%

5-10 yrs            26.9%

10+ yrs            42.3%

How Do Your Background Screens Print and Copy?

Many professional résumé  writers use shaded boxes for their résumé  sections. Some use a default color, while others screen the shades back. For example, here are example of black text on a gray background with 30% shading and a second example at 15% shading.

If you use the 30% shading option, how much toner will that suck out of a recruiter’s 3-in-1 desktop printer and how readable will the type be?

If you use the 15% option, you’ll use less toner to print and the text will be more readable. However, is 15% too light (will the screen fade in and out and leave white spots)? You won’t know until you print and photocopy these résumés.

Do you ever use colors when creating boxes or for job titles or other information?

Most recruiters, HR managers and headhunters probably have their printers set to print résumés and cover letters in black and white as their default setting. When they print your colorful résumé, what will it look like when that blue or gold or red is now changed to black or gray by the printer?

Do You Ever Use Reverse Type?

What happens to the crispness of the reverse-type letters when your résumé  are printed? Does the black toner bleed into the letters, making the edges ragged?

You’d know if you printed a copy of your résumé  with a full toner cartridge.

If you use reverse type in several areas on a résumé, will the excess toner get on a recruiter’s fingers (and eventually, clothing)?

Non-Repro Blue Might Not Photocopy

Do you use light blue on your résumés? You might end up using non-repro blue. This is a light blue that doesn’t show up when it’s shot on a graphic arts camera and might fade out when printed on a copy machine.

Even if your blue letters and backgrounds look fine when printed, what about when they’re photocopied? While this was a problem with older photocopiers, today’s machines are able to pick up this light blue and copy it.

But have you ever checked your résumés?

Spend a Few Dollars to Check

If you aren’t 100% sure what all of your résumés will look like when copied and printed, why not print and copy a few to find out?

How much will it cost you to make a few photocopies at your local Office Depot or Kinko’s? While you’re there, you can do some testing of your résumés that use other colors and shades, black text on gray backgrounds and reverse type in black boxes.

###

Traditional Approach

Mentoring, in the traditional sense, is where a seasoned professional is matched with a more junior employee, in a one-to-one ratio. Sessions may be held over video conference or via phone, or in a pre-pandemic world, usually in-person over coffee. The formal mentorship might last a defined period of time, but may continue informally thereafter. What I have observed, is that after those preliminary chats, the mentorship sometimes falls short on creativity. The mentee craves more interactive engagements, shadowing opportunities, or tangible learning moments. But in a virtual environment, that yearning for creative interactions becomes even more difficult. How might we reframe or rebrand a mentorship, and move beyond our traditional conceptualization of this vital partnership?

Practice Interview Questions

Surely not all mentees or clients are in the mentorship 'game' to secure a new job, but shouldn't they always be prepared should an opportune interview arises? Consider opening up a session with a warm-up interview question. This approach sets a focus or a theme such as managing up or communicating with opinionated teammates. The beauty of a practice interview engagement is that the mentor can provide immediate feedback. Further, this exercise allows the mentee to think aloud about a current professional example that they might share during an elevator pitch, or perhaps, that last-minute interview!

Audio Recording

I can recall that during a stretch of a few weeks, my mentee and I were both traveling and our schedules didn't line up to meet for our scheduled chat. Not wanting to lose momentum, I proposed an exercise utilizing audio clips. I recorded myself posing several interview questions, some more straightforward, some more behavioral or hypothetical, and one multi-layered to demonstrate a soft or technical skill. I reminded my mentees to utilize the STAR Method when framing their responses, as this method proves helpful in organizing the situation, sequence, and result. The mentee could replay their responses: did they miss a key talking point, or did they successfully articulate passion and enthusiasm through voice alone? I provided feedback, also in an audio clip, so that they could replay the input and understand where and how they could improve their responses. For the multi-layered questions, the exercise is an excellent way for the mentees to ensure that they capture and address all of the components of the posed question.

Dedicate Time for Wrap-up

Just like any meeting wrap-up, I commit to concluding with summarizing the main points discussed, reiterate any points that desire clarification, and set a goal for the next session. However, it is important to first ask the mentee to highlight some top take-aways from the session. Did the mentee glean anything new? Each member of the mentoring pair, ideally, should walk away from the conversation with a sticky-note of at least one item to ponder so the subsequent mentoring engagement can commence with a focus.  

Shadowing a Mentor in Action 

What better way to observe a great leader than during an actual meeting setting! Mentees relish observing from the sidelines, noting how a mentor facilitates a meeting, reads the room, and ensures all voices are brought into the conversation. In my experience, they welcome the chance to observe preferred communication styles in action, or how a mentor addresses team deficiencies and encourages innovation. In a virtual setting, these shadowing opportunities become even more plentiful.

Attend an Event or a Webinar Together

When schedules allow, a great way to bond and to build confidence with your mentees is to attend an event together or to tune into the same webinar. This could be a panel event on a relevant topic, or when feasible, an in-person event. Consider using the next mentoring session to reflect on the top takeaways from the event as a warm-up. The mentee will appreciate both that their mentor carved out time to attend the event, and is genuinely interested in discussing the highlights.  

Accept the Invite

Perhaps one of your mentee's goals involves improving public speaking or facilitating a meeting. A mentee might invite the mentor to observe them in action. Mentors, accept the invitation with enthusiasm and listen actively; in advance of the meeting or event, ask if there are any specific focus areas. A mentor's observations, feedback, and constructive input will undoubtedly be invaluable. 

Sweet Rewards

When I ask my mentees or clients 'how might you make networking a game?' I often get a puzzled look. But if I pose the question 'how might you reward yourself after securing new connections?' a sense of excitement passes over their faces. Who doesn't love a little friendly competition or incentive to keep the motivation high? I'm not talking about lavish vacations, but treating oneself to a specialty latte, or a shiny new magazine are completely reasonable! Kick off the competition by offering to schedule an informational interview with your mentor, advisor, or another essential person in your network. Consider this, for every 3 or 5 new contacts for which your mentee adds to their network, encourage them to reward themselves. Then, encourage them to pay it forward and link others up! It's the game that keeps on giving.

Co-author an Article

What better way to sum up a fantastic mentorship than to reflect on all the high points or takeaways! Does your organization have a regular publication or journal? Consider co-authoring an article that allows both parties to contribute freely and creativity, sharing the benefits of the mentorship. You both might be surprised with what the other person writes, and what stands out as a memorable exchange, conversation, or learning moment. 

Relish in Exploring the 'Non-Traditional'

By testing out fresh approaches, both sides will find new challenges, and perhaps, more fulfillment than the traditional mentorship built mainly around a mentor-lead conversation. Give it a try and share your observations and reflections early and often with your mentee or client. Let's flip tradition on its head and find new ways to engage in this new virtual world.

Informational Interviews – The Job Market’s Best Kept Secret

By Kim Richmond

Director, 26 West Entrepreneurship Center

What if you were looking for a new position, aspiring to move up to the next level, or considering a career change? What advice would you want someone to give you?

Even though there are so many elements to a job search, there is one that is frequently overlooked – informational interviews. They are a powerful combination of information gathering, networking, and relationship building. More important, informational interviews can be an extremely effective strategy in a job search plan. Surprisingly, informational interviews are one of the least used job search strategies simply because most people are unaware of and how to use them. This is where you can deliver value to your clients.

What is an informational interview? It is an informal meeting (in person, virtually, or by phone) with someone who has a position or experience in the industry or company in which a job searcher wants to explore. It’s not a job interview and it’s not a job shadow. Instead, it is the perfect opportunity for a career changer to learn about a new position or industry or a seasoned professional to gain one-on-one insights that will help them be successful in their job search. It is an ideal way to make a personal connection that can be built into an ongoing professional relationship. That is why job seekers should set an objective to conduct at least three informational interviews every month during their job search.

Informational interviews may sound a bit intimidating to a job seeker. However, this is the perfect time to coach your clients to get comfortable with the idea of being uncomfortable. The more informational interviews job seekers go on, the more they gain insight and confidence about their search and the more connections they can make. While an informational interview is an excellent opportunity to learn and build relationships, it’s essential to remind job searchers that it is not the time to ask for a job.

Who can job searchers ask for an informational interview? Job seekers can and should ask a variety of people for an informational interview. Anyone from a C-level executive to a mid-level manager can be an ideal person with whom to have an informational interview. This is where research comes into play. Some people may be identified during the development of a networking list or target company list, while others might be discovered from targeted searches on LinkedIn.

The best way to find the right people with whom to have an informational interview is from a colleague and public relations professional, Ike Richman. He says, “Find someone that does what you want to do and go talk to them.” This simple advice makes it easier to identify the right people with whom to engage.

What is the best way to ask for an informational interview? If a job seeker asks a professional for an informational interview, the answer will likely be, “No,” or, “I can’t right now.” That is because there is nothing in it for the interviewer and he/she believes the interviewee will ask for a job. Help your clients avoid that trap. Instead, advise them to leverage two key tenets of successful people:

• They love to talk about themselves
• They love to give advice

Realizing these truths, job seekers can greatly increase their success rate when asking for an informational interview simply by saying something like,

“You do what I think I might want to do. I was wondering if I can talk with you to learn about how you got into the business.” 

This phrasing focuses on the interviewer (rather than on the interviewee) and opens many doors.

How should job searchers prepare for an informational interview? Although an informational interview is an informal meeting, preparation should be done as if it were a formal job interview. That means researching the person, the company, dressing appropriately, and coming prepared with questions, resume and work samples.

No matter where the informational interview takes place, the interviewee should always dress for success. That means interview attire. It demonstrates how important the meeting is to the interviewee. It’s always good for the interviewee to bring a few copies of his/her resume to ask for feedback. The same is true for a portfolio, no matter what position the interviewee is seeking. There is nothing more powerful than showing work samples during a conversation.  

Being prepared with appropriate questions is critical. This is the purpose of the interview. Here are some common questions that should be asked during any informational interview:

• Where did you go to school?
• What was your major?
• What was your first job?
• How did you get to your current position?
• What is an average day like?
• What do you like about your job?
• If you could change one thing about your job, what would it be?
• What advice would you give to someone like me who might want to get into the industry?

The final question is the most important question. The perfect way to close an informational interview is with the following:

“I’ve learned so much from you today. Can you give me the names from some other people I can learn from.”

This is an excellent way to network and gain referrals and access to like-minded people.

How should job searchers follow-up after an informational interview? Follow-up is as important as the interview itself. A thank-you email is an absolute requirement. In addition, a handwritten thank-you note is the perfect way to make a positive impression. The follow-up should continue with regular updates and sharing of articles that align to the topics discussed, ideally every six weeks or so. This is how to establish an ongoing relationship. Of course, connecting on LinkedIn is a good idea and sharing content on the platform helps establish credibility.

Informational interviews should be a core strategy in every job searcher’s plan. And every job searcher should also be prepared to pay it forward and give informational interviews after they land their dream job.

Learning Communication Styles and Behavioral Traits of the 4 basic DISC styles can be fun, which helps make the concept memorable.

When clients remember the basic styles and are aware of their own style traits and preferences, they can start to become more people-aware.

Being more people-aware is the EQ/EI that helps enhance relationships, fosters harmony in the workplace, contributes to conflict resolutions, establishes effective teams/teambuilding.

This is the same information that is used for interview prep, interview materials, in addition to the initial resume and cover letter. 

Building rapport with your clients is much easier when their communication is understand from the beginning of your client services.

Using the validated, reliable, and accurate assessments to garner this information is easy and streamlines the information gathering process for showcasing soft skills in all job search campaign materials. 

Keep your clients as YOUR clients by using their assessment reports for networking help, time management, stress management, and coaching after job aquisition. They will stay your happy clients and refer many more clients to YOU.

You can learn more about becoming an Authorized DISC Administrator and Behavioral Consultant with ProfilingPro at: www.profilingpro.com.   To your continued success!  Jane

Staying Relevant

5 Ways Certifications Can Help

Having been in the Careers and Human Resources industries 20+ years, I have seen my fair share of resumes and LinkedIn profiles. One thing has always made me take a second look – individuals with certifications.

Professionals with certifications have taken the extra step in their careers – above and beyond a formal education. Certifications take time, an investment of money and dedication to seeing it through to completion.

As Robin Reshwan, the instructor for the Certified Digital Career Strategist (CDCS) credential so aptly put it, attaining this certification will provide you with a 360-degree view of your clients for comprehensive coaching, provide social proof of your expertise and help differentiate you in the market. I could not agree more!

Career professionals provide products and services to professionals in a vast array of functions and industries. Keeping up with the latest trends in our industry is imperative to remaining relevant, viable and sought after in a competitive market.

Here are 5 ways that certifications can help you in your business or career and allow you to provide higher caliber services to your clients:

1. Differentiate yourself from the hordes of career professionals available online

   Demonstrate your ability to present your clients in both traditional and digital environments.

    

2. Overcome ageism – being perceived as too experienced or not experienced enough

   We all know this bias exists both for our clients and ourselves. Getting a brand-new certification goes a long way in combating the stereotype of the older professional as someone unwilling to learn new things. Also, it can help someone starting out in the field create a solid professional identity. Ageism is often seen as a questioning of real-time relevance and a certification such as the CDCS confirms your credibility.

3. Closing education / experience gaps

   If your client or you have a gap in experience or education, a certification can help close it. If you are not totally comfortable with all the intricacies of LinkedIn, and there are many, explore learning more and getting a certification to back up your knowledge. The CDCS is perfect for this.

4. Self-development – continuous improvement

   Staying stuck in a rut is not good for business! The world is changing rapidly and, as careers professionals, we need to be ahead of the curve in terms of how these changes impact careers. In addition, the CDCS credential provides access to a network of like-minded professionals for on-going learning and sharing of best practices.

5. Do something just for yourself for a change

It feels wonderful to accomplish something just to prove you can do it. Your mind will expand and investing in yourself can lead to all sorts of wonderful new experiences.

Hope you enjoy your certification journey!

Fran Kelley, MA, SPHR, CPRW, JCTC, SHRM – SCP, CDCS        

Fran Kelley is a Careers Industry and Human Resources Professional with expertise in resume writing and career and job search coaching. Ms. Kelley has an exceptional knowledge of the end-to-end corporate staffing process and designs products and services tailored to modern professionals who are looking for a comprehensive presentation of their achievements both traditionally and digitally.

Fran’s career has included positions in corporate Human Resources as a Senior HR Business Partner and Executive Coach. Fran founded and directs a successful consulting practice specializing in professional résumé writing and career coaching. In addition, she is a Managing Consultant with LHH in Paramus, NJ.

Fran Kelley holds the following credentials: Master of Arts in English, Certified Senior Professional in Human Resources, Certified Professional Résumé Writer, Certified Job & Career Transition Coach, Society of Human Resources Management – Senior Certified Professional and Certified Digital Career Strategist.

Fran Kelley, MA, SPHR, CPRW, JCTC, SHRM – SCP, CDCS

frankelley@optimum.net

https://www.linkedin.com/in/careermuse

www.careermuse.com

#parwcc

#csadvising

Our Careers were extraordinary! So now what?
Coaching and Résumé Writing for Transitioning Government Employees

Deciding to leave a Military, Intelligence, Foreign Affairs, National Security, or other government career, for whatever reason, could be the hardest decision one will ever make. I would know. I have been down that road.
On the emotional side, it can be scary, exciting, intimidating, liberating, thrilling, and  depressing  --  all  at  the  same  time.  It’s  normal  to  have  all  those  conflicting feelings. It is also human to second- guess a decision to resign/retire/separate from a career where one spends 5–40 years working side-by side in highly challenging situations with amazing people in a very mission-focused profession. Handing over a badge, taking off a uniform, walking out the door, and leaving dear friends and colleagues behind is no small decision.
Still, every career has a beginning, a mid-point and an inevitable ending (whether that is the end of an enlistment contract, a mid-career change, or a government retirement).
Fearing loss. During the 2020 Covid-19 Global Pandemic lockdown, I conducted research with a group of 33 successfully transitioned  federal  government  employees.  Among  other  topics,  they  were  asked  about  their biggest fears when it was time to separate from government. Some of the fears they discussed were typical for transitioning employees from any profession: worry about finances,  wondering  how  to  fill  their  time,  concerns about health and  fitness,  angst  about  getting  up-to-speed  in  something  new.  However,  the  vast  majority  of these Interview Subjects stated that their own biggest career  transition  fears  were  related  to  “loss”,  specifically: loss of personal and professional relationships • losing their sense of identity • losing a sense of purpose.
While fearing the loss of relationships and a loss of identity are normal for anyone transitioning out of any long-term employment situation, fearing the loss of purpose is especially strong in public servants, whose motivations and loyalty to their employer tend to be strong and highly ideological. They chose their government careers because they wanted to serve others and to protect our national security. These motivators and drivers are strong. In many cases, service to country has been the employee’s life purpose.
Fearing a Loss of Purpose
– In their words
“I was afraid of feeling empty after a career motivated by public service. I wondered what I would do with my time. I knew I had some issues stemming from living   a life where your time is never your own. I worried about having to reframe relationships with  family and friends from “never being around and available” to finally “being present”. Some of those fears were realized. I also was afraid that I did not have skills that would translate to the private sector. That fear was unfounded.” (anonymous interview subject)
“I knew I would miss the sense of mission, and, after watching a superhero movie, I realized that helping keep America safe from the bad guys was a driving force for me. I knew I needed to find that again in… (my next step).” (anonymous interview subject)
“Mentally,  there  is  definitely  a  series  of  stages.  It’s exciting  to  consider  doing  something  new.  It’s  scary to not know how the story will end. It’s scary to know that what you did for so many decades will not be your life anymore. It’s scary to think about whether you will have enough money to  sustain  yourself  for  another 50  years.  But  transition  is  also  an  opportunity  and    a time for self-exploration. This is the  time  to  figure out who you are. There is also a period of depression several months after separation when you realize that the mission to which you were so dedicated continues on—without you.” (anonymous interview subject).
“I felt as though I was giving up more than a job – that I was giving up an important part of my identity. It took a few months to get past that period of loss.” (anonymous interview subject)
How Career Coaches and Résumé Writers can best help transitioning “govies”
Getting past the “Loss of Purpose” is a big challenge for the transitioning government employee. You can help them by asking about their motivators and values going forward. Help them to articulate what inspired them in their government careers, and then get them to focus their attention on prospective next employers whose missions will also inspire them. Most of these people want to feel that they can still “make a difference” in
their next position, so choosing industries/sectors that support a cause or a mission that is meaningful to the applicant is key.
In the case of those I interviewed in my study, most ended up staying “close to the flagpole” in their first step outside of government by landing jobs in related fields such as the defense contracting industry or security-related fields. Many subsequently moved farther afield to do other things once they had gained greater knowledge, experience and comfort in the business sector. What mattered most, initially, was that they could continue to make a difference in another industry where they saw that the work would be impactful and meaningful.
When asked, my Interview Subjects stated clearly that the mission of their prospective new employer was their top priority in considering what they would do next -- even above compensation. They needed to believe in the value of what they were doing next. In rank order, they prioritized the criteria for choosing a next job as:
Mission of the prospective employer. (by far the strongest response)
Compensation.
Proximity  to home/commute.
Being drawn to work for a specific team.
Of lesser interest to them were these criteria (in no particular rank order): job title, interesting and exciting work, company culture and reputation, part-time options, specific benefits (401k, insurance, personal time off, etc.), flexible workplace, travel (or lack of travel), leveraging a clearance, career development, transitioning to a nonprofit.
You might expect  similar  motivators  and  priorities  in your own government clients transitioning to something new.
This  article  contains  excerpts  of  copyrighted   material   from  the book Mission: Career Transition –  A  Career  Change  Guide  for Intelligence, Military, Foreign Affairs, National Security, and Other Government Professionals, and is reprinted here with permission of the Author.