As a job search drags on, it’s often difficult to keep feeling like you’re being productive from day to day.
Daily planning and daily objectives will make your job search move forward at a better pace. You never know where your best leads will come from so you need to pursue all you can.
Here are five daily goals that will make sure your job search continues to keep gaining ground in that daily uphill battle…
1 – Start each day by charging your batteries! As I tell people often: “Maintaining a positive attitude is one of the most important, and most difficult things to do during a job search.” A positive, optimistic attitude is extremely attractive to potential employers, and helps you keep doing all the things you need to do in your search. However, a positive attitude is easily diminished by the 'hurry up and wait’ nature of the job search process, and the inevitable set-backs.
Zig Ziglar, the well-known motivational speaker and trainer says:
"People often say that motivation doesn't last. Well neither does bathing - that's why we recommend daily."First thing each morning read something that gets you in the right frame of mind and gets you excited about the prospects you have before you. Whether it’s scripture, a motivational book, encouraging poetry, an inspiring biography, or whatever else works for you. Do not fill your mind with things that discourage you or bring you down. Things like the news, or some dark novel, or anything else that damages your sense of optimism rather than boosts it. Charge your batteries each day to get off to a good start.
2 – Make 2 new networking contacts. If you make only two new contacts each day; 10 per week; 40 per month, you will quickly build your number of connections to a level that will ultimately lead you to your new job. Certainly you’d like to find new connections at companies you are pursuing. However, you never know who anyone knows! You may find your grandmother’s friends each have children in hiring roles in companies all around your area. Who does your grandma know? You may find connections at companies you are interested in but the connection is not in your field. They are very valuable contacts as well.
Your question to each contact you make shouldn’t be “Do you know of a job opening in my field?”, but rather “Who else do you know that would be worthwhile to talk to?” Your objective is to build a chain of referrals from one person, to the next, to the next until you reach the person that might have the right position for you. Your goal with each contact, is to get at least a couple of additional contacts… to build the next link in your chain. Once you’ve made connections, you can stay in touch with them monthly to continue to build relationships and gain more leads and ideas.
Get at least 2 new contacts each day, and you’ll always have people to call.
3 – Make some kind of connection at one of your target companies. If you haven’t a list already, you should create a list of 10 to 15 target companies. These are companies at which you would most like to find a role. Each day, determine that you will connect in some way to at least one of those companies.
That connection may be a follow up email to someone you know there. It may be a phone call to a new contact that you found through LinkedIn, Twitter, a networking meeting, or from one of your new networking contacts. It may be sending a Thank You to someone else you spoke to recently at that organization. It may be asking for another contact from someone you’ve spoken to at the company before. It may be sending a coffee mug with your resume to someone you’d like to meet with and asking if you might buy them a cup of coffee.
Be creative, be professional, be well prepared, be concise, but be “Pleasantly Persistent” and make at least one contact to a target company each day.
4 – Do something related to your field or industry. As your job search drags on, it is easy to begin feeling out of touch with what is happening in your field or industry. As you interview for a new position, and your resume indicates you’ve been unemployed for an extended period, it becomes an obvious question to the potential employer as well… “Is this person still current?”
If you can show on your resume, and describe in an interview how you’ve made extra efforts to remain ‘plugged-in’, it will go a long way to overcoming any questions they may have.
Find free industry, technical, trade, or User Group meetings, seminars, or presentations. Look into taking a class, reading a book, working on a certification, or creating a group yourself.
In addition to keeping yourself current, most of these venues are excellent opportunities to network with people targeted to your job search. Find something related to the jobs you are pursuing each day and get ‘plugged-in”.
5 – Learn and apply something new for an effective job search. This site and so many others online are tremendous resources for improving your approach in your search. There are books, magazines, job search presentations, webinars, and other avenues to gain ideas and applications to becoming a more effective job hunter.
Learn how to use LinkedIn, Twitter, Facebook, and other sites as effectively as possible. Find other tools to help you find contacts, manage your activities, or make effective connections.
Just like most anything else in life, you improve in your results as you continue to learn, practice, and apply new ideas and skills. Learn something new for your job search each day.
If you set out to accomplish these 5 goals each day… your job search will definitely be more productive!
5 daily goals that will dramatically improve your job search!
Could This Be Why You’re Still Unemployed?
Could your biggest job search problem be… you?
This is a guest post by Rita Ashley.
“The Imposter Syndrome, sometimes called Fraud Syndrome, is a psychological phenomenon in which people are unable to internalize their accomplishments.” Wikipedia
Some people feel guilty for losing their job, no matter how illogical. And some feel they are really a fraud and it is just a matter of time before they are found out; feelings exacerbated by unemployment or the vagaries of a prolonged job search while still employed.
Do you feel your success is just a matter of luck? Are you proving to yourself you are worthless and a victim by not taking the proper steps towards finding a new job?
Think hard on this one.
Do you have Imposter Syndrome? Take this test
Dr. Valerie Young, researcher and speaker on occupational success, devised a test to help people identify their tendency towards feeling like a fraud:
- Do you secretly worry that others will find out that you’re not as bright and capable as they think you are?
- Do you sometimes shy away from challenges because of nagging self-doubt?
- Do you tend to chalk your accomplishments up to being a “fluke,” “no big deal” or the fact that people just “like” you?
- Do you hate making a mistake, being less-than-fully prepared or not doing things perfectly?
- Do you tend to feel crushed by even constructive criticism, seeing it as evidence of your “ineptness?”
- When you do succeed, do you think, “phew, I fooled ‘em this time but I may not be so lucky next time.”
- Do you believe that other people (students, colleagues, competitors) are smarter and more capable than you are?
- Do you live in fear of being found out, discovered, unmasked?
A tendency towards imposter syndrome seems to be strongest while looking for a job.
There is all that unknown, all the rejection and you have so little control over events and outcomes it adds to the feeling of worthlessness. There is nothing like feeling helpless to make a person feel like a fraud. It is often circumstantial and does not have to be career limiting.
Some people react to these feelings with a need for perfectionism or self-aggrandizement. No one else can see the solutions they do and they are quick to say, “I wouldn’t have done it that way.” When things don’t go their way they are famous for a sour grapes review. They are reluctant to change their methods of job search and often feel most jobs are beneath them so they don’t pursue likely prospects and often focus on jobs above their skill or experience level. When they fail to get those jobs, they prove to themselves that they are frauds, and thus begins a downward spiral.
This is often the case for those over 50 who believe they encounter ageism. Their lament is often, “They just don’t value my 25 years of experience, they only want to hire people who will work for peanuts.” These same people are overly generous with criticism in the name of analysis but instead, just convey a negative demeanor and lack of confidence.
Another aspect of the fraud syndrome is what I refer to as, “Magical Thinking.” Candidates believe their credentials are so strong and compelling, none of the traditional and proven job search techniques apply. They waste time on job boards and send resumes out randomly. They honestly believe their comprehensive experience is so stunning that their phone will should be ringing with offers (like I almost did! – Jacob). The fact is, they have never hired anyone who used that technique nor have they ever heard of any executive who has. But they remain committed to failure-guaranteed activities. Their belief they are in fact a fraud and a failure becomes a self-fulfilling prophesy.
Technology professionals often manifest the syndrome by conducting interviews that stress what they lack, whether asked or not. Believing they are talking in the spirit of honesty and not wanting to misrepresent themselves, they mention skills they don’t have instead of keeping focus on what they do have that qualifies them for the job.
Researchers have found the imposter syndrome often results in desire to avoid situations where people felt vulnerable. They believe the motivation is to avoid doing poorly, looking weak, being compared. It is especially handicapping to feel you won’t live up to other’s expectations. Thus, they don’t engage in activities others have proven to work in a job search, such as networking and personal branding.
They avoid or delay any activity that prompts comparison. Instead, they invent new approaches they are convinced are creative and ‘out of the box’ when in fact, they simply don’t work. They go to a mall to hand out their resume or they use LinkedIn to broadcast their frustration or worse, send out thousands of unsolicited resumes. Often, they are suckered into paying for dubious services, in fact whole industries have arisen to prey on people who feel helpless or fraudulent.
Researchers discovered true imposters are unable to ask for help. By definition, if you are reading this, you are seeking help and therefore, you are not an imposter, or at least hope to recover from the syndrome.
14 action tips to counter feelings of being a fraud
- List examples and outcomes of accomplishments from your resume.
- Review your skills and experience.
- Don’t compare yourself with those younger and/or more accomplished than yourself.
- Take a full accounting of the you that has achieved the success you have today and remind yourself of your accomplishments.
- Keep a list at hand of 3-5 significant tasks you excelled at and reread it every time you have to pick up the phone or otherwise interact with job leads.
- Measure yourself by proof of your achievements; your outcomes.
- Brag to a loved-one about each day’s accomplishments, no matter how tiny.
- Keep a “brag book” to reread frequently.
- Create a daily to-do list of reasonable and achievable tasks.
- Remind yourself you are more than your career. Focus on those who love you.
- Stop complaining. You don’t need to hear all that negative chatter.
- Avoid people who complain about the job market or your unemployment status.
- Stop reading the media about the deplorable employment market. You only need one job.
- Engage in your hobby to offset frustration and negative feelings.
Employment Digest: How to Identify the Career You Want in 5 Easy Steps
Some people may identify their careers when they are very young. At eight years of age, they may decide that they want to have occupations just like their parents or they may decide to enter different professions. Others may discover their career ambitions while they are attending high school or at some point later in their lives. Even though people may select careers to work in, it is important to realize that they can change to other professions at any time. Although many individuals may feel as though they are locked into their careers for financial or other reasons, they should take a moment to assess their situations and determine if other career opportunities are more ideal for them. When they look through their lenses, they may discover the freedom to select new, more appealing careers – careers that may even be dramatically different from their initial choices.
My own career changed in a remarkable fashion. Even though I knew that I wanted to be a veterinarian since I was thirteen years old, I decided to transition to a career that assists people instead of animals. After sixteen years of practicing veterinary medicine, I made the radical decision to lay my stethoscope down and accept a unique opportunity working for the Chairman and CEO of a Fortune 500 company. I became a senior executive for that organization and had many job responsibilities. Despite the numerous day-to-day job duties that I had, I found time to coach many of the company’s employees and other people employed at various institutions. During this period I discovered that I loved supporting people during their pursuit of career success. My passion to help others led me to establish my own business and motivate others to experience the bliss of pursuing their own career dreams.
You can also determine the career that is ideal for you. Take some time to consider your responses to these questions.
o What would you enjoy doing even if you did not get paid to do it? o What occupation could you do every single day and not grow tired of doing it? o When you picture yourself in that profession, does a huge grin suddenly appear on your face?
After you spend sufficient time reflecting on the questions above, proceed to the five steps below. These steps will help you identify your ideal career.
1. List the careers that appeal to you. If you can not think of any, write down what you really enjoy doing and list the careers that are associated with these activities.
2. Obtain substantial information about each of the careers on your list so that you have a reasonable understanding of what the career entails. You can obtain data on the careers by searching on line or reading books that describe the careers you selected.
3. After conducting your research, return to your list and eliminate the careers that you are no longer interested in based on the information you gathered. Now you can focus on the careers that you are still interested in.
4. Take your abbreviated list and speak to people employed in those professions. During your conversations with them you can ask additional questions that were not answered when you conducted your research. These discussions will provide great opportunities to get their personal perspectives on the careers. You can speak to these individuals on the telephone, however meeting with them face-to-face allows for a more personal exchange (having coffee or tea together is a great way to have a nice discussion). When you schedule your meetings, be careful not to develop intimidating thoughts about speaking with them. Just remember, they began their careers using the same process and will be extremely flattered that you want to discuss what they know best – their very own professions!
5. Continue to re-evaluate and refine your list until you gather sufficient data to determine which career is right for you.
The more you learn about your career of interest, the more you increase the probability of knowing whether you truly want to pursue it. As a result, you will significantly decrease the time or money that may be wasted training in a discipline that you do not want to have as your career.
Dr. Daphne Mobley had a career path that is unlike any other path taken by a corporate executive. She is a veterinarian that transitioned from a behind the scenes role to become a Vice President at a Fortune 500 company. Dr. Mobley moved from helping animals to assisting people in order to share her motivating story and provide successful career enhancing principles that she used to ascend the corporate ladder. Dr. Mobley invites you to visit http://www.drmobleyonline.com so that you can learn more about her unique background and how she can support
Call Human Resources
I know this sounds like heresy but there’s method in my madness. Call the personnel department of the companies on your target list. Ask their manager or recruiter what outside agency or third party recruiting firm they use. Why? For two strategic reasons, First, any personnel person will immediately ask why you want to know. To which you answer, “I’ve been to your web site and I understand that you’re not looking for someone with my skill set right now but the agency you use may be dealing with other firms who could use my skill set --- so I guess I’m looking for a recommendation from you.” After they get over the compliment they will likely ask you about your skill set etc., in which case you should tell them that, “I didn’t call you looking for a back door into your company but if you want to have a cup of coffee sometime I’d be happy to share my accomplishments with you.” If they push you be prepared to sell yourself shamelessly. Second, if they don’t press you for an interview, insist on knowing whom they use and why.
Personnel Managers love saving money on fees, so they may try to hire you directly.
Personnel Managers tend to group together by industry and make referrals to each other.
Getting a referral from one of their customers will insure the agency treats you with kid gloves.
Always ask for the name of a specific person and their direct dial number.
Get permission to use the Personnel Manager’s name as a reference.
Ask if they personally know of any other companies that could make appropriate use of your skills.
Send them a thank you note with a copy of your resume to keep on file for their future requirements.
Compliments of David Perry and Kevin Donlin
Grab your Free Guerrilla Job Search Audio here.
Your Job Search: The Little Things
Big things are important, little things have the power to distract from, or reinforce, your message.
Little things, like your shoelace untied.
Or your hair messed up.
Or a stain on your shirt.
Or a resume that is folded in half, or a business card that is dog-earred, or facial hair that just seems out of place, or …
The list can go on and on. I’m not saying that people can’t be unusual, or be independent, or go against any grain, etc.
I’m not saying it’s right for people to judge us for little indiscretions, although they do it anyway (so do you).
What I’m saying is, pay attention to the little things and perhaps you’ll come across as more professional, or the better candidate, or a strong networker, or something similar.
Don’t solely focus on the big things – make sure you pay attention to the little things.
My Global Career: Eight Steps to Make Communication a Vital Skill
The art of everyday communications should be every executive’s number one priority. Every statement and every communication must contain the elements connected to company success, including its values, motivation, goals and objectives. However, successful communication is not just about idea, it’s also about how it is said.
These eight steps will help you turn communication into a hot skill, pivotal to advancing both your career and your company’s agenda:
The first step for leaders is to constantly keep internal and external communication lines open. Quick and responsive replies to all queries will ensure that everybody is on top of the game and keeping evolving situations transparent.
The second step for leaders is to be their staff’s most valuable resource. This is done by having a constant open door so staff can feel comfortable to ask for help, share issues and problems and get advice in relation to their personalized tasks and roles.
The second step is about leaders being able to respond to all communications without interfering in their daily responsibilities. This can be done by prioritizing situations expressed in communications and practicing effective time management through vetting each communication on its individual merits.
The third step is enforcing corporate values and acceptable behaviors. This powerful tool cannot only address concerns but recognize the value of the communication and the person communicating it. It’s also a means of expressing appreciation and confidence in staff.
The fourth step is to remain focused on company/client communications through the feedback loop. This works by maintaning constant and open communications with each and every client. This level of communication accounts for the individual differences between clients. Its personalized nature improves retention and sustains the company’s advantage over competitors.
The fifth step is for companies to support their leaders in learning to communicate effectively. Not all leaders have fine-tuned communication skills. Some may need a coach or specialized training. Others may not feel comfortable making presentations, therefore requiring help in overcoming stage fright. However, if company leaders are not given the support they need, then the messages from the top can be lost or not communicated clearly to other staff.
The sixth step is overcoming resistance to communications improvement. It’s fundamental that every leader hones hiss/her skills in effective communications. Failure to do so will result in miscommunications, missed opportunitiies, customer/client/staff dissatisfaction and failure to meet objectives. If a leader refuses to cooperate, it may be become necessary to replace this leader with a new one.
The seventh step is providing communications training. Varied levels can be made available beyond the basics. This can include motivational speaking, public speakikng, media relations and effective listening/persuasion/influence. It mahy also be necessary to hire a communications specialist who will evaluate presentations and all other types of communications to see where the strengths and weaknesses lie. In turn, this person can advise, mentor and propose both changes and needed training.
The eighth step is to have a tam of communicators that can represent that company. They should be actively involved within the company and visible to others at all times.
Monster.com’s and Eons’ founder and CEO Jeff Taylor is very much aware of art daily communications. He accepted that communicating clearly so that all staff undersand the purpose and vision are critical to company success and continued profitability. Most improtantly, he recognized that the only way to pass on company messages is through all company leaders learning to communicate properly. In fact his understanding of my eight important steps in the art ofcommunications has helped him and his satff insure that this business clearly succeed.
Communications with any company is not only critical to the company’s success but an art form that cannot be ignored. Communicating daily is a top priority. Statements and other forms of communications must be directly linked to company objectives, goal, staff motivation and company values.
However, successful communications cannot be achieved simply by expressing an idea. How ideas are communicated can make or break a company. Open lines of communications must exist between leaders, staff, clients and customers. Leaders must also act as a resource for all staff, and enforce acceptable behaviors and transmit company values, and focusing on feedback from within and without the company must be maintained.
Most critically, companies must support leaders and staff in developing their communication skills. Such support has to include training, confidence in their abilities, effective communications and clearing out communications resistance. However, the best stratewgy is to create a confident team of well-trained communicators who can act as positive representatives for the company, both publicly and within company walls. With all these elements in place, success and communications become permanently linked.
Suzanne Bates, CEO of Bates Communications, is author of “Motivate Like a CEO: Communicate Your Stategic Vision and Inspire People to Act!” (McGraw Hill 2009) and the best-seller “Speak Like a CEO: Secrets for Commanding Attention and Getting Results.” She also writes The Power Speaker Blog.
