Tuesday, November 30, 2010

Hey Job Seeker! Santa Works in Mysterious Ways!

Since many job seekers have decided to ‘pack it in’ now that the holidays are soon upon us, it is the perfect time to show potential employers how serious you are about getting a new job. Contrary to popular belief, the holidays are often a prime time for job seeking. The time between thanksgiving and New Year's can be the perfect time to ensure that you will be the first hired in the New Year (or sooner).

Company Year End
By the end of the calendar year, many company departments have been given their budgets and now know how many new people they can afford to hire and at what salary.

January New Hires
Companies that are looking to hire for January will have to search for suitable candidates in November and December. If you aren’t out there looking, they can’t find you!

Maintain the Course
Many job seekers take time off during the holidays. Stand out with potential employers by keeping up your contact schedule.

Network During the Holidays
Keep building your professional network. Attend events that are billed as ‘social’ and accept invitations to as many holiday events as your schedule can handle - you never know who you are going to meet or where. Word of caution - Regardless of the reason for the gathering, you should always maintain your air of professionalism. While having a glass of Christmas cheer may be acceptable to most, know that Santa’s Elves are watching your every move. Refrain from being naughty at all costs!

Professional Associations
Join a professional association and attend its holiday meeting. These parties may attract members who do not attend regular meetings. The meetings are more social and often do not have extensive agendas, thus allowing you more time to meet new people.

Contact Maintenance
Sending holiday greetings is the perfect way to maintain or re-establish contacts you made in earlier months.

Low-Key and Creative
Create business cards with a mini-resume on the back. These cards can be a low-key way to remind people that you are available.

Seasonal/Temporary Jobs
Take a part-time holiday job or accept temporary jobs through an agency. The job will help you stay active and allow you to meet people. By working part-time, you can still allocate time to your job search. And don't be surprised if this seasonal work turns into something more long term!

Volunteer
Volunteering is good networking, adds to your résumé, and is also personally satisfying.

Church /Temple/ Any group Attendance

Attendance at many places of worship is higher during this season. If you attend church /temple or have been thinking about joining, this is an excellent time to introduce yourself to the community.

Take Care and Be Good

Take good care of yourself. Holiday celebrations plus job-seeking can often equal a double dose of stress. Make sure to take some time to do activities you enjoy!


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, November 23, 2010

The Phone Interview and You

In the interest of saving both time and money, many employers have opted to use Phone interviews as a common way for employers to screen potential employees during the hiring process. Unlike traditional, in-person job interviews, phone interviews are usually short, require less preparation, and may even be outsourced by the employer if deemed necessary. These features make phone interviewing an effective way to narrow down the list of candidates before scheduling face-to-face interviews. If the prospect of a phone interview makes you nervous, these tips can help turn an awkward interview into a confidence-inspiring success.

Tip 1:
Preparation is the Name of the Game

When preparing for a phone interview, don’t forget that not all recruiters and employers schedule them ahead of time. At any moment, a recruiter or potential employer could stumble across your résumé and decide to call you with regard to a recent application. Your chances for success in your job search will be greatly improved if you try to always expect the unexpected (especially during a job interview).


Tip 2:
Keep Your Résumé Near You and Your Phone

In an ideal situation, you should be able to go to where you store all of your job search related information. If that is not possible, at the very minimum, you should keep a copy of your basic résumé with you at all times.

Tip 3:
Always have access to a notepad and pen during a phone interview

Write down the interviewer’s name, key questions he or she asked, and your responses. If you have a copy of the original ad in front of you, it will be easier to identify what the potential employer is looking for in a candidate. If a particular qualification is listed in the ad, then it is important to the potential employer so, try to list how your skill set and qualifications speak directly to what the potential employer is searching for in their ideal candidate.


Tip 4:
Practice (and a Cheat Sheet) Makes Perfect

Just like with a traditional job interview, you should try to anticipate questions the interviewer might ask. If you have come up with examples and practiced your answers ahead of time, you will sound much more intelligent and confident in the interview. Moreover, since the interviewer cannot see you, there is nothing to stop you from referring to a “cheat sheet” – notes to help you remember your practiced answers, so that you never sound like you have been taken off guard.


Tip 5:
Create a System for Keeping Track of the Résumés You Send

Take the time to record and catalogue the basic information on each company, position title, contact name, date the position was applied for, and qualifications for the job. Keep the original ad as well at a copy of the cover letter and résumé you sent in. If you have a chance to research the company, make a file with that information, and keep it near the phone as well.


Treat phone interviews in the same manner as any other kind of interview. If, as a result of the interview, you have not been scheduled for a second interview, you should still take the time to send a follow-up note to thank them for their consideration. If you feel that you could have answered some of the interview questions in more detail, you should include this additional information in your follow-up note.


Just as an aside, take the time to remove all of the 'cutesy' messages on your answering machine. And, if you are one of those few who do not have call display, train your children to NOT answer the phone when you are looking for a new career opportunity.



Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Friday, November 19, 2010

The Money Is In The Follow-Up

When you are looking for new career opportunities, it is critical that you treat your job search as a business relationship. After you send out your résumé, you have two options. One, sit back and want for all of the calls to come in asking you to come in for an interview (don’t hold your breath) or two, develop a system to identify your job leads and treat these leads in the same manner as any good salesperson would.

Take the time to nurture the relationship and remember to follow up with the administrator regularly. In business, as in your successful job search, conversion of sales and leads is all in the follow-up. A good follow-up is critical to building strong relationships with your prospective clients/employers. Unless you are offering them an immediate fix to an issue they have right now, a prospective client/employer will not normally buy from you on your first contact.

Finding the correct job will take time. In most cases, buying/hiring is an emotional process, and it will take time for the trust to be built between you and your client/potential employer. "Trust is a Must" in any business or employer/employee relationship.

When building trusting relationships, it is important to be very clear and consistent in your follow-up with prospects. A “No” today, might just mean a maybe tomorrow; or a "Not right now, call me again in few weeks." - could be a "Yes, I am ready to work with you."

Being committed to following up on your prospects can be the difference between not having any relationship at all and an extraordinary one. When I hear job seekers say that they don't have the time to carry out a proper follow-up regime, my response is that they can't afford not to have the time. The follow-up is an important aspect to any successful business relationship.

Consider the following: A prospective client/employer calls you in for a chat to find out more about what you can do to solve some of their current challenges - they may have been referred to you or found you via the Internet. You may have even cold called this potential prospect, in the hope of doing business with them. This is the first contact you have with the person and although they think what you have to offer is great, and you followed your sales plan close to the "T", they decide not to pursue your service.

What you do now is important! You can either file it away in the ‘too hard’ basket, like a large majority of people do, or you can put it straight into your follow-up system. Remember that effective job searches are akin to selling any product or service effectively. In order to be successful you need to develop a system that puts the focus on building trusting relationships.







Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, November 16, 2010

The Elevator Pitch - It is YOUR business!

An "Elevator Pitch" is a concise, carefully planned, and well-practiced description about you or your company that your mother should be able to understand in the time it would take to ride up an elevator. It is NOT a sales pitch. It is a brief introduction to let your audience know about the goods and/or services you have to offer.

The most effective elevator pitches answer the following questions:

What is the name of the product or service?
  1. For business - What is the product or service that you are trying to sell?

  2. For personal - What is your current job title?

  3. If you are a job seeker - What is the job title of opportunity you are seeking?

What are the competitive advantages of the product or service?
  1. For business - What makes your product or service ‘better than’ the product or service that potential customers can get from your competition?

  2. For personal - What makes you good at what you do?

  3. If you are a job seeker - Can you fill the need[s] of a potential employer?

What is your hook?
  1. For business - What is the tag line for the business?

  2. For personal - Why does anyone need to remember you?

  3. If you are a job seeker - What can you do or say to help those you meet remember you?

When perfecting your elevator pitch it may be helpful to consider and incorporate the following helpful hints:

  • Concise - Use 100 words or less to focus on what is at the core of your message
  • Clear - Use terminology that laypeople can understand
  • Make some kind of request - Do you want their business card, to schedule a full presentation, to ask for a referral?
  • Practice your delivery and keep it fresh - Your language, your approach, and what you choose to highlight for a particular audience has got to change over time
  • Use powerful words
  • Use words that create a visual image to help your audience remember you and/or the product you are selling
  • Stick to hard facts and numbers
  • Tell a story - Focus on the opportunity/problem that you have encountered and why you or your solution is the most unique way to provide value and benefit to your audience
  • Target your pitch to the right audience - Develop more than one pitch, if necessary


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Thursday, November 4, 2010

Good, Bad and Ugly Companies, Their Senior Officers/Managers, Bosses, and You

Before you sign on the dotted line you should consider that all companies ultimately demonstrate how Good, Bad or Ugly they are through their hiring practices and organizational culture.

When you apply a Bell curve to measure how ‘good’ or ‘bad’ a company is, only a few of whatever you are measuring will fall into either end of the curve. The majority of what you are measuring will fall somewhere in the middle. This same principle can be applied to the health of companies and the competency of their employees.
What follows are the main attributes of the most successful companies as well as the characteristics of their senior officers and managers. This information has been gathered and summarized from decades of studying, observing, motivating and inspiring employees to perform at their best:

  • Good companies and hiring managers will strive to will pay people what they are worth, not what they can get away with paying. They will supply a pay range for a specific opportunity and understand that more often than not, the amount the company chooses to pay is directly related to the competence level of potential employees.

  • Good companies encourage their employees to share their experiences and insights. Organizations that incorporate mentoring and coaching as a matter of course are more successful than those that do not. Knowledge transfer is good for both business and morale.

  • Good companies will share both good and bad news with their employees. The more senior officers within the company will share news in a factual manner and be there to answer any questions or concerns that arise from the announcements.

  • Good companies provide their managers with the necessary tools that enable them to do their jobs effectively. Good bosses keep management off employee’s backs.

  • The senior officers of good companies expect their managers to take the heat and share the praise. It takes courage to take the heat and humility to share the praise. This is an attribute that comes naturally to great bosses.

  • Good bosses delegate responsibilities, not tasks. Every boss delegates, but the ones that routinely dump the tasks they hate on workers will survive for only a limited amount of time. Good bosses delegate responsibility and hold people accountable. As a result, this symbiotic relationship becomes more fulfilling for both the boss and the subordinate and fosters professional growth.

  • Good bosses encourage employees to hone their natural abilities and challenge or help guide them to overcome their perceived obstacles.

  • Good companies encourage the building of team spirit. There is an exceptional, one-of-a-kind book that describes - in dramatic and insightful fashion - the conditions under which great groups occur. It’s called Organizing Genius: The Secrets of Creative Collaboration, by Warren Bennis and Patricia Ward Biederman. The 10 Rules of Great Groups (from the book’s original 15) are as follows:

    1. Great groups and great leaders create each other

    2. Every great group has a strong leader

    3. The leaders of great groups love talent and know where to find it

    4. Great groups think they are on a mission from God

    5. Great groups see themselves as winning underdogs

    6. Great groups always have an enemy

    7. People in great groups have blinders on

    8. Great groups are optimistic not realistic

    9. In great groups, the right person has the right job

    10. The leaders of great groups give them what they need and free them from the rest


  • Good bosses treat employees the way they deserve to be treated. This means that respect is not automatic; it must be earned.

  • Good bosses inspire people by sharing their passion for business. Good bosses can motivate people and inspire their employees by knowing just what to say and do at just the right time to take the edge off or turn a tough situation around. Genuine anecdotes help a lot. So does a good sense of humour.



All of the above adds up to an environment where people feel appreciated, recognized, challenged, and appropriately compensated. In order to help ensure that your next career move is as good as it could be, do your research. Find out everything you can about the company’s organizational structure and culture before you sign on the dotted line.



Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, November 2, 2010

Toxic Bosses Are Hazardous To Your Health (and Career)

We’ve all heard stories about the nightmare of working for a toxic boss. Some of us have even had the unique displeasure of doing so ourselves. Red flags to such behaviour often appear as early as the interview process. What follows are the warning signs of a toxic boss. If you heed this advice, you might be able to avoid a negative work environment and a horrible life experience. At the very minimum, you will be able to gain some insight as to what you are signing up for.

Disrespectful Behaviour: Be wary of unprofessional behaviour, especially if it rears its ugly head even before your actual interview. Simple mini-moments of disrespect include e-mails that aren’t returned, changes to interview dates and times without notice and a lack of apology for having to reschedule meetings foreshadow your potential supervisor’s style.

Visual Cues: If, upon meeting you for the first time, your ‘would-be’ boss scans you from head to toe as they extend their hand to greet you, they are intuitively sending a message that you are not as important as they believe themselves to be. Body language experts will tell you that such an action, albeit subtle, is the nonverbal equivalent of a belittling comment. This action is a good sign that your talents are not going to flourish in the environment.

Defensive Body Language: If you are good at your job as is revealed and supported by your marketing collateral i.e. résumé, social networking profile, portfolio of work, an insecure hiring manager or boss will find you threatening and will use the power of their position to make your life miserable. Telltale clues that the person you are talking with are intimidated by your ‘credentials’ include constant shifting, avoiding eye contact and rifling through papers as you talk.

Bad Attitude: If your interviewer exhibits a general lack of enthusiasm or interest in the company, watch out! It could be a bad day, or it could be a bad boss. To help suss out the reason for the behaviour, ask for information about company turnover rates and turnover rates for the division or individual manager. Once those rates have been revealed, you can then compare those rates to industry standards. If the interviewer claims not to have that information at hand, don’t buy it!

Distrust of Others: A toxic environment is often revealed by the attitude of key members in the organization. When a boss or hiring manager openly displays a lack of trust in people, especially for those on the team in which he or she is supposed to lead, take the time to inquire about the problems/issues that are facing the company and what their causes might be. If the answers to these questions consist of blaming others in the organization, especially those on his or her team, Run like the wind!

Fear Used as a Motivator:
Ask the prospective boss or hiring manager about the others on the team with whom you will be working. During the interview process, it is perfectly acceptable to ask about how well the team works together, stays focused and meets objectives. Once these questions are answered, you can then follow-up on the question by asking about the consequences to the team for the inability to remain focused and/or reach objectives. When managers disrespect and distrust others’ motivations, they resort to extrinsic means with which to motivate. These extrinsic means include threats, public or private berating/humiliation and comments about employee terminations.

Word Choice: Word choice sets up a dynamic that can raise or lower the energy in any room. If your boss or hiring manager is in the habit of starting every sentence with a negative message and then tries to diffuse the initial comment, it is likely that negativity is plays a key part in his or her emotional life and that they carry that negativity over into work. Listen more than talk; your ears are your best hunch barometer.

Mask of Charisma:
Those in the company of toxic bosses and hiring managers who appear to be overly friendly can liken the experience to children being lured into dangerous situations with candy. If you are being presented with an opportunity that sounds too good to be true, be wary. Think to yourself, if everything here is as good as they claim it is, why is the position open in the first place?

Self-Absorption: If the ideas of your boss [or interviewer] seem to be more important than finding out about your thoughts on a particular subject, if you provide an answer and the interviewer tells you you’re wrong, or if your boss [or interviewer] interrupts you and offers their own answer to the question, it is an indication that [s]he will be difficult to work with.

Know that there are very few perfect bosses in today’s work environment. All bosses and hiring managers have their own idiosyncrasies. Unfortunately, the worst of these peculiarities lower morale and productivity, cause abrupt personnel turnover and lengthy hire lag, and generate complaints and grievances.

On the ‘up side’, it takes a lot of effort to be a bad boss. True professionals, however, have the skill and ability to use the proper antidotes to make potentially bad situations more tolerable, and, at times, even more rewarding. Know that truly bad bosses will eventually be flushed out and put out of their (and your) misery. As Groucho Marx once said, "Time wounds all heels."


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Thursday, October 28, 2010

Job Interviews: 6 Strategies for Success

Once you have secured an interview, building rapport with the hiring manager or selection panel is critical for your success. To learn how to set yourself up for interview success read on. The top tips to help you build a relationship during your next interview include the following:

  1. Preparation - Properly preparing for an interview reduces nervousness and enhances your ability to relax. Find out as much as you can about the company, its goals, objectives, etc. If possible, also take the time to suss out information on the interviewers, as well. - Internet searches on Google and Linked In are wonderful tools for this exercise.

  2. Rehearse - Confidence breeds success to the same degree that success breeds confidence. Practice your answers and questions with friends and family members. The confidence that comes from practice is a powerful antidote for nervousness.

  3. Eye Contact - When being interviewed by a panel, pay close attention to the job title/position within the organization of the person asking the question and tailor your answers accordingly. When answering questions put forth by a panel, strive to make eye contact with every member of the panel and not just one asking the question.

  4. Discuss - The ‘best’ interviews are conversational in nature. During the interview process, the interviewer[s] will be assessing your fit within the role and company culture as well as determining if you can do the job.

  5. Articulate - Converse clearly by using correct pronunciation and accurate terminology. Your voice must be clear enough for the interviewer to understand. Answer questions clearly, concisely and confidently. If you do not know how to answer to a question, ask for further clarification. If you do not know the answer, say so with the addendum that it is an interesting question and that you will look into it for your own edification.

  6. Value Proposition - When preparing for an interview, understand that you have a strategic advantage as an interviewee. Prepare a brief outline of the points you want to make in the interview and practice drawing these points into the conversation. Know that you already have the mandatory skills and expertise to do the job, or, you would have never secured the interview in the first place. Strive to position your expertise by using anecdotes from your career history to demonstrate the skills required as listed in the original job advertisement.


Regardless of the outcome of the interview, be ready to move on. The success or failure of a job interview may not be personal. If the interviewers do not see you fitting in with the organisational culture, they are doing you a favour by saving you the pain and frustration of working for a company or organization where you would not be happy. Alternatively, they may be simply making a huge mistake. Do you want to work for a company or organization that is not enlightened enough to envision or take advantage of your expertise in terms of what you can do for them?

You are competent and talented and there are great companies out there that would be lucky to have you. Never stop looking for the right fit!



Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, October 26, 2010

Mastermind Groups and You - Part Three

What Can a Mastermind Group Do For You?

A Mastermind magnifies your brainpower and will set you above your competitors by providing:

Provide A Mentor - Masterminds that take place under the leadership of a mentor are 10 times more successful. The mentor provides the safe, trusting space for the community to meet, maintains the focus and streamlines the efforts of the group.

Provide an Organizational Structure
- A Mastermind group needs to be incredibly organized to maximize the time the group spends together. The mentor serves as the sole person to coordinate the group so the members can focus solely on their businesses.

Provide an Opportunity to Meet Regularly with Like-minded People
- A Mastermind group is only as good as its members. The mentor/facilitator takes on the responsibility of reviewing people who desire to be a part of the group. It is the mentor/facilitator who determines whether any new and potential members are a good match for the group and would be willing to participate and share unconditionally.

Accountability - The mentor of the group provides the structure for accountability. In order for a Mastermind to be successful and for members to really strive for success, they need to be held accountable by the group to stay on track to achieve their goals.

To ensure you are a good fit with the Mastermind concept, take some time to reflect and answer the following questions for yourself:

  • What is your desired outcome in participating in the Mastermind?

  • What top 3 goals would you like to achieve with the support of this group?

  • What specific support could you use from the group?

  • What personal experience, talents, skills or insights can you share with the others?

  • How will you be sure to ensure success?



Is joining a Mastermind group right for you? Try it! What have you got to lose?


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Thursday, October 21, 2010

Mastermind Groups and You - Part Two

What Can You Get Out of a Mastermind Meeting?

While you may be an expert in your field, you probably are not in areas that require you to move to the next stage of your business or career opportunity. A Mastermind group offers an occasion to call on experts. Time is money and we need to learn new things quickly and efficiently. By connecting with peers in a Mastermind group you can draw from others' experiences and, more important, failures in order to shorten your road to success.

Another important element of these groups is the accountability factor. As members of a Mastermind group, we are just as accountable to each other as we are to ourselves. Attending a Mastermind group makes us accountable for the actions we commit to taking and are a strong factor in shortening our learning curve.

Finding your Mastermind "mindset"

As you enter a new Mastermind group, it is important that you get yourself into the right mindset for optimum learning and sharing within the group. Those who find Mastermind groups helpful are those who can to put into practice the following:

Remaining open and welcoming for an influx of ideas and fresh perspectives:
The most valuable asset to members is the constant influx of new ideas and perspectives from a group of trusted peers.

Staying positive and motivated:
Engaging regularly with a Mastermind group allows members to participate in discussions that can stimulate, challenge and inspire high levels of energy, excitement and passion.

Accountability and responsibility:
Mastermind groups can act as a sounding board for its members’ individual decisions and hold them accountable and responsible until completion of goals. Simple systems, such as a buddy system, can be set up within the group to track members' progress or any follow-up action.

Shorten learning curves: In an era in which time is money, people have to learn things in half the time. By connecting with peers in a Mastermind group who have similar experiences, members can learn and benefit from their co-member’s knowledge and input.



Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, October 19, 2010

Mastermind Groups and You - Part One

Given that creating connections is crucial to success, it makes sense to leverage your time by doing something for yourself and your search for a new opportunities, career or otherwise, simultaneously. As the world moves to towards becoming more virtual and people become more isolated, it is even more important that strategic networking be a part of your strategy for success.

Joining a Mastermind group may end up being one of the better job search strategies out there. These groups are structured to help its members connect with like-minded people to make lasting business connections. Although, Mastermind groups have been around for decades, the activity was typically reserved for the wealthy and the elite.

What is a Mastermind Group?

The idea of a Mastermind Group comes from the book by Napoleon Hill "Think & Grow Rich", written in 1937.

Who Makes up a Mastermind Group?

The Mastermind group is made up of individuals, typically from diverse backgrounds, who meet in an open, supportive environment on a regular basis. They are built on the foundation of trust, confidentiality and harmony. .Due to the group nature, a commitment of time and energy is required. Group members should be motivated people who are willing to ask for as well as offer help and support.

What Goes On at a Mastermind Meeting?

Although the agenda belongs to the group, and each person’s participation is key, Mastermind Groups are facilitated by A Mastermind mentor acts as chairperson for the group. The leader is typically someone that the group respects and can guide its group’s members to share concerns, inspirations, and ideas.

In order for the Mastermind group to be more effective, its members should be prepared to do the following:

  • Give each other feedback

  • Help brainstorm new possibilities

  • Set up accountability structures that keep members focused and on track

  • Create a community of supportive colleagues who will work together to move the group to new heights


Theoretically, it is through this process that the group creates yet another ‘collective’ mind and that this ‘collective mind’ can provide hints and/or insights to help get its individual members get ‘unstuck’, regardless of the issue


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Thursday, October 7, 2010

SEO and YOU, the Job Seeker - Part Four

Are you an Observer, Participant, or Outcast?

Once you have spent all that time and effort into building your personal brand, it also makes sense that you monitor the result of your labour. To illustrate this point, you need look no further than eBay. Did you know that eBay has a seller rating that attempts to represent the ‘trustworthiness’ of the seller and that a negative rating of 1% can decrease the selling price of an item by 4%.

If your current state of employment puts you in the position of looking for a new opportunity, then the published and quantified results for eBay should be viewed as of significant importance to you as eBay’s results can be directly applied to your current situation. If you are unemployed or looking for a new opportunity, you are in the business of sales and the product you are selling is YOU. Further, it is not in your best interest to have anything that can be interpreted as negative out there floating around the airwaves or your paycheque is likely to suffer.

Unlike many years ago, when people talked, it was behind your backs and you almost never found out about it. Today, all kinds of dialogues occur right in front of your very eyes and the number of places where that information can be found is astronomical. Just like many years ago, when you had no choice and you could not control what was being said about you, the times have changed and you now have a choice. Now that you know that someone somewhere is talking about you, with or without your consent, that choice is to manage what is being said or continuing to remain lackadaisical about the issue.

Today’s technology now allows you to be in the position wherein you can choose to be an observer, a participant, or an outcast. Should you choose to become and observer or an outcast, you need to be cognizant that some conversations that occur without the benefit of your input can have a negative effect on your personal brand. You should also know that when these conversations start on the web, they, like forest fires, can travel very fast and can wreak havoc along the way.

When all is said and done, a reputation is a terrible thing to lose, so it makes sense to mitigate the possibility of tarnishing your personal brand by doing the following:

  • Add your name to on-line communities and discussion boards that will add to your credibility

  • Claim your name on every social networking site you can think of

  • If able, position yourself as an expert in the field

  • Make positive well-thought out comments on other people’s blogs

  • Become familiar with and optimize the privacy settings on all of the social media sites where you are a member


Developing your personal brand is a living and breathing exercise. You began the process of creating your personal brand the second you created any kind of Internet account. Once you created the account, you became part of the on-line community and consequently been pushed into the public eye. If, you are currently seeking a new career opportunity, it is critical that you learn how to manage your personal brand properly or unfortunately, suffer the consequences.


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, October 5, 2010

SEO and YOU, the Job Seeker - Part Three

Personal branding is not just for celebrities anymore!

While most think that personal branding is just for people like Donald Trump or Oprah Winfrey, the fact is that each and every one of us is a brand, and each and every one of us should be managing that brand to maximize its effectiveness.

Personal branding, by definition, is the process by which people market themselves. Thanks to social media, non-celebrities can leverage the same strategies that make celebrities’ personal brands appeal to others.
Steps to personal branding:

  1. Think about the ‘face’ you want to show the world. A well thought out ‘face’ will be your key to success.


  2. Take the time to discover who you are. This includes figuring out what you want to do for the rest of your life, setting SMART goals for yourself, perhaps writing down a mission statement and putting that vision and personal brand statement down on paper. HINT: Consider how your closest friends view you. If your friends think of you as intelligent or witty, that is and should be part of your personal brand. If you can make the following statement hold true, you have been successful at discovering your personal brand:

    How you perceive yourself to be = How you are perceived by others

  3. Begin to build your Personal Brand Toolkit. Your toolkit should consist of the following elements:

    a. Business cards - These cards will represent you when you are not in the company of those who have your card. What does your business card say about you? Is it clean? Crisp? Does it have the same look and feel as your personal website? Same colours? Same font?

    b. Address book - Collect other people’s business cards and enter their data into your personal address book.

    c. Résumé/Cover Letter - Do these documents have the same look and feel as your business cards? Same font? Do these documents indicate that you also have a presence on social media?

    d. Social media - Do you have personal pages on social media sites like LinkedIn and Facebook? What do these sites say about you? HINT: Do a Google search on your name to suss out what other can find out about you.

    e. On-line portfolio - This is the Internet version of what some people call a ‘brag book’. Your personal brand can benefit form showing others what you can and have done. Can your provide samples of your written word, advertising copy, graphic designs, photographs, etc?

    f. Blog - If you are an expert in your field, this is a great way to demonstrate that knowledge. At the very minimum, you should be making comments on other people’s blog. This action will demonstrate that you are aware of trends and are interested in the subject.

    g. Wardrobe - Your personal style is tangible. Make a habit of always looking good by wearing colours that suit you and clothes that fit you well. You never know when someone will snap your photo and post it for the world to see.

    h. E-mail address - Use one that reflects your name. First name.Last name @ Wherever.com


  4. Don’t be fooled by the myth that “If you build it, they will come.”


Personal branding takes work. While refining your brand over time is desirable and doable, it is best to plan the road rather than rebuild it. After all, you won’t get a second chance to make a first impression.


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Thursday, September 30, 2010

SEO and YOU, the Job Seeker - Part Two

The objective of all On-line Identity Management, regardless of whether the site is for business or personal use, is three-fold:

  1. Maximize the appearances of positive on-line references about a specific person, or company by targeting not only to users that actively search for that person on any Search Engine, but also to those that eventually can reach a person's reference while browsing the web.

  2. Build an on-line identity in cases where the person or company web presence is minimal or nonexistent.

  3. Solve on-line reputation problems. In this case, the process can also be named on-line reputation management, which like those well-versed in Search Engine Optimization (SEO) is fast becoming a specialty unto its own.

The rationale for the increase interest in the subject of On-line Identity Management is closely related to the increasing number of constituencies that use the internet as a tool to find information about people. A recent survey by CareerBuilders.com found that 1 in 4 hiring managers used search engines to screen candidates and that one in 10 checked candidates' profiles on social networking sites such as MySpace or Facebook. Further, according to a December 2007 survey by the Ponemon Institute, a privacy research organization, roughly half of U.S. hiring officials use the Internet in vetting job applications.

As long as the Internet continues to be a rich source of information, that provides quick and relatively easy access to seemingly unlimited data combined with the increasing popularity of social networking sites such as MySpace and Facebook, and search engines like Google and Yahoo, employers are finding it easier and less expensive to conduct background checks on potential employees and managing your on-line presence has never been more critical to your job search success.


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Tuesday, September 28, 2010

SEO and YOU, the Job Seeker - Part One

Personal branding is defined as the process by which people are identified as a ‘brand’. It is built upon the premise that personal branding leads to success in both your personal life and career. When used correctly, it can help individuals garner influence and accumulate wealth. Personal branding can also involve the application of one's name to various products. Good examples of people who have used personal branding as a marketing tool successfully are the names Donald Trump and Jamie Oliver. Real estate mogul Donald Trump lends his name to everything from fashion accessories to steaks to bottled water and Chef Jamie Oliver, along with his Food Revolution, is happy to put his name on things like cookware and home fragrances.

With the unemployment rate being what it is, job seekers will have to re-think the way they are positioning themselves in front of potential hiring managers. Job hunters will have to find ways to place themselves ahead of the curve when it comes to taking advantage of social media.

As digital networking tools i.e. Twitter, Facebook, LinkedIn, become more mainstream, job seekers will have to find new ways to market and maximize their knowledge, value and influence by connecting, interacting and potentially cashing in on their own circles of networks.

On-line personal branding, sometimes called On-line Image Management (OIM) or Personal Reputation Management (PRM) is a kissing cousin of Search Engine Optimization (SEO). They all incorporate a set of methods for generating a distinct and distinguishable presence on the World Wide Web. While all properly optimized websites are designed to bring traffic to the site, the main difference between SEO and OIM/PRM is, that in the case of the former, there can be a multitude of keywords to drive traffic to the site[s] and, in the case of the latter, the only keyword is the person’s name.

On- line Identity Management typically involves participation in social media sites like Facebook, Flickr, YouTube, Twitter, and other online communities and community websites, and can also be related to blogging. If you want/need to increase your ranking on any of these sites, it is critical that you, as a job seeker, are not only familiar with all of them, but also know how to use them to your advantage.


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Wednesday, September 22, 2010

Have the Itch to Switch? - Interview Do’s

When you finally succumb to the “Itch to Switch”, there are always some basic Do’s to follow when it comes to your interview:

  1. ALWAYS show enthusiasm when it comes to the job and the company.

  2. ALWAYS talk about how you have the skills, education and experience to perform the job.

  3. ALWAYS talk about how you can have an affect upon the company’s bottom line i.e. how you can make money for the company or save money for the company.

  4. ALWAYS concentrate upon what you can do for the company rather than what the company can do for you.

  5. ALWAYS ask intelligent questions, i.e. not answers that can be found on the company website.

  6. ALWAYS use the STAR approach to answering questions - Situation (that needed to be solved); Tasks (required to solve the problem); Action (taken/needed and how); Results.

  7. ALWAYS practice your answers to basic interview questions.

  8. ALWAYS be nice to the receptionist (gatekeepers).

  9. ALWAYS bring your Brag Book to an interview along with extra copies of your résumé.

  10. ALWAYS ask for a business card - You will need it to send a Thank You note (within 24 hours of the interview.)



Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Monday, September 20, 2010

Have the Itch to Switch? - Interview Don’ts

When you finally succumb to the “Itch to Switch”, there are always some basic Don’ts to follow when it comes to your interview:

  1. NEVER blame anyone for your performance problems. - YOU are 100% responsible for your performance.

  2. NEVER show negativity towards your (soon to be) former boss, subordinates or peers.

  3. NEVER say that your current job is a stepping-stone to better things.

  4. NEVER ask a question that the hiring manager should not know. Interrogating the interviewer will make them defensive.

  5. NEVER tell a hard-lick story to get sympathy. Interviews are not the place to share the detail of your personal life.

  6. NEVER give answers that do not relate to the interviewer’s questions. If you are unsure of the question or unsure if you have answered the question, ask the interview to repeat the question and then ask if you have answered it.

  7. NEVER go to an interview unprepared. DO YOUR RESEARCH!

  8. NEVER go into an interview assuming that your résumé will speak for itself.

  9. NEVER call the interviewer by their first name unless you have been specifically asked to do so.

  10. NEVER let your guard down during the interview.



Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Wednesday, September 15, 2010

WARNING! Bad Résumés Can Be Hazardous To Your Wealth! - Part Two

If you have sent out dozens (maybe even hundreds) of résumés and not even received a nibble, then something is wrong with your résumé, it needs to be fixed, and it needs to be fixed, NOW!

Professional résumé writers know that a résumé should be long enough so that it provides a concise, adequate, and accurate description of an applicant's employment history and skills. They understand that a résumé is a marketing tool in which the content should be adapted to suit each individual job application and/or applications aimed at a particular industry. Gone are the days when job seekers are able to circumvent the job application process and reach potential employers through a direct e-mail contact and résumé blasting.

A résumé, whether electronic or on paper, is what makes the “first impression” on recruiters or hiring managers who are screening candidates. Similar to a product advertisement, a résumé will either draw the reader in and generate interest OR be skimmed, ignored or even generate a negative reaction.

In this difficult economy, with thousands of applicants for every job opening, candidates must stand out from the competition. With a well-written, well-designed, powerful résumé, a job seeker will get more calls, be granted more interviews and find a new job faster.

  • Time is money for both the job seeker and the recruiter, ATS (Applicant Tracking Software) is one more gate-keeping tool used by HR recruiting professionals . Humans never read the majority of résumés. The majority of résumés sent to employers via e-mail are scanned by ATS that enables the electronic handling of company's recruitment needs. This software is used to store and retrieve job information, as well as identify and matched applicants to the specific positions.


  • Recruiters Don’t Have Time For Bad Resumes. Even if you have outstanding qualifications, recruiters don’t have the time to read between the lines of a poorly written resume or try to search for the “good stuff”. They are likely sifting through hundreds or even thousands of candidates for every job opening. They are likely to only read the top third of the first page of your résumé (the part which shows up job the computer screen without scrolling down) - your summary of qualifications and your most recent company and position. A single typo, a run-on sentence, bad grammar, unclear job descriptions and missing accomplishments are all examples of résumé poison.


  • Writing Résumés Require a Specific Set of Skills Writing and formatting a résumé, just like writing and designing an advertising campaign, requires a specific set of skills, knowledge and techniques.
    Professional résumé writers possess the following:

    1. A strong understanding of both business writing and promotional writing

    2. A strong knowledge of the English language, grammar, sentence structure and related rules

    3. A good eye for design and layout options

    4. A good understanding of résumé writing best practices, standards, keywords and trends

  • Résumé Writing Requires Objectivity. When you are writing about yourself and your own experiences, it’s difficult to be objective. In most cases, job hunters who write their own résumé are inclined to downplay their skills and experience; they don’t use powerful, descriptive words and leave out key accomplishments. A professional résumé writer will know the best ways to highlight your accomplishments, promote your work experiences and play up your skills and education.


  • Professional Résumé Writers Know The Power Keywords & Industry TermsIf you are reading this article, you probably found it through an on-line keyword search. Perhaps you went to Google and typed in “Should I hire a résumé writer?” or went to Yahoo and typed “What are the benefits of professional resume writing?” When you did that, the search engine recognized specific keywords and led you to this article.


  • Recruiters will use this is the same method to find your résumé. If you are job hunting you should have your résumé posted on the big job websites such as Monster.com and Careerbuilder.com. and have a profile on LinkedIn.com. Companies that are hiring, pay to get access to these resume databases and use a keyword or content search to find candidates.

    If your résumé includes the valid or most relevant keywords that recruiters use to find candidates in your area of expertise, your résumé will come up in results. If your résumé has very few of those keywords, you will come up at the bottom of the search results.
    For example, a job title of, “Computer Programmer” could also be “Visual Basic Programmer” or “Visual Basic Coder”. A professional résumé writer would identify the keywords used in the industry and incorporate them throughout your résumé content.

  • You Can Focus on Your Current Job or Other Job Hunting Activities While They Write
    Hiring someone to write your résumé will free up your time to focus on other job hunting activities.


  • These activities should include leveraging online social networking on websites such as Linked In or Twitter. Attending face-to-face networking functions and industry events. Researching target companies in your geographic region, and, leveraging online job search websites such as Monster.com, Careerbuilder, Yahoo Hot Jobs and Craigslist.


The bottom line is that when it comes to your future, remember that old adage of, “Penny wise and pound foolish.” A powerful, well-written résumé will get a recruiter's attention, generate interest in you and your qualifications, and has a much higher chance of getting you to the interview stage. A weak or poorly written resume will have the opposite effect i.e., directly to the “no” pile or folder. So, do yourself a favour and hire a pro!


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Monday, September 13, 2010

WARNING! Bad Résumés Can Be Hazardous To Your Wealth! - Part One

Professional résumé writers are essentially marketing specialists of your professional profile whose job is to develop a compelling message that gets you hired.

Yes, a good résumés service will cost some money. However, when you consider that every month an ineffective resume fails to land an interview and a job is a month without a pay cheque, it might be worth the cost. If you’re talking frugal, you’re talking my language. When it comes to bargain résumés, the stated price is often just the tip of the iceberg. With all of the access to free or seemingly “cheap” résumés, a larger cost goes unseen. Here are some points to keep in mind:

Google search for “free résumés templates” returned a whopping 919,000 results if 0.33 seconds and a search for “free résumé guides” returned 8,7200,000 in 0.25 seconds. So, why bother spending your hard-earned cash for something you can get for free?

  • Cheap résumés most likely come from factories - there are resume factories just like there are wing nut factories; each spitting out a high volume of product that all pretty much look alike. While that's fine for wing-nuts, résumés, on the other hand, are marketing documents that should be individualized to each particular job seeker. A résumé factory that’s getting by on a razor thin profit margin simply can’t afford to dedicate much time – if any – to personal attention. Résumé factories ask the client to fill out a questionnaire, that information is then fed into a résumé template, and the wing nut (résumé) is spit out at the other end of the shop floor. With the job market the worst in decades, do you really want to be presenting yourself to prospective employers as just another wing nut?

  • A cheap or ineffective résumé that doesn’t land interviews gets expensive, fast. If you have been laid off or otherwise lost a job that paid $42,000 per year, and you’re simply trying to get back into the job market in that same salary bracket. By doing some simple math, that means that for every week you remain unemployed, you’re losing just over $800.00 in potential wages. Now consider that your run-of-the-mill “factory” résuméis going straight into the circular file of employers just as soon as it hits their desks; other résumés are getting favourable attention and candidates are getting called in for interviews. Now, that “cheap” résuméis costing you $800.00 per week, for every week that your phone doesn’t ring, you are not called in for an interview and you don't have a job. If you have lost a job that paid $75,000 annually, then you’re out a whopping $1,442.00 each week your résumé doesn’t score. Tack that onto the price of that $50 “bargain” résumé, and you’ll begin to get an idea of the true price you’ve just paid for a document that has a competitive disadvantage in the marketplace.

  • Look for value, not price. When you consider key factors: the credentials of the writer, the experience he or she brings to the table, the willingness of that writer to conduct an interview, either by phone or face-to-face, to fully explore your work background and goals and you don’t have to take out a second mortgage to get a résumé that’s polished, professional and helps you put your best foot forward.

  • Professional résumé writers don’t make the mistakes that other writers make. They know how to write the perfect cover letter. Their résumés always have the right mix of experience, qualifications and education. They are aware that there are an increasing numbers of job seekers and employers are using Internet-based job search engines to find and fill employment positions and understand that longer résumés are needed for applicants to differentiate and distinguish themselves.


Bargain hunt the price of coffee makers and laundry detergent and paper plates. But, think twice before bargain hunting a cheap resume writing service or trying to do it yourself.


Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.“Career Matters” is a blog hosted by Mary Salvino, Senior Consultant for SMART Career Planning.com. This blog is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Wednesday, September 1, 2010

Common Misconceptions About Career Management

By Ford R. Myers (guest contributor)
President, Career Potential, LLC

You get your clothes cleaned when they're dirty. You pay your bills each month. You see your doctor once or twice a year. You send cards to family members at each birthday. So, why is it that most people (maybe even you!) don't integrate career management into their regular routine?

Most individuals have a reactive -- not a "proactive" -- approach to their careers. Thinking that you only need to "fix your career when it's broken" (i.e., when you're laid off, downsized or just plain miserable) is a very unfortunate misconception that will seriously limit your career success!

Here are 10 other common misconceptions about career management:


1. The most qualified candidate gets the job offer
WRONG! Many times candidates with lesser qualifications get job offers simply because they’ve prepared and presented themselves in a more compelling way. In other words, they’re better self-marketers! Being "qualified" is not enough. You must CONVINCE the employer that you're the best candidate for the job.


2. As long as I have a job, I don’t have to work on my career.

WRONG! Even if you’re employed today, you never know what may happen tomorrow! To avoid a career disaster, you should incorporate “Perpetual Career Management” into your professional life. Vital tasks like keeping your Accomplishment Stories up to date, or networking regularly with professionals in your industry, should be incorporated into your regular routine.


3. My professional education stopped when I graduated from school.

WRONG! You should always look for ways to advance your professional knowledge. Attending seminars, reading trade journals, pursuing certifications, etc. – these activities should be a part of your ongoing professional development process. It’s imperative that every professional remain current in his or her field.


4. Employers always offer the most generous compensation they can afford.

WRONG! Employers expect that you’ve done salary research, and they anticipate dynamic negotiations. In fact, they’ll often be disappointed and question your candidacy if you DON'T negotiate. Employers usually state a low salary offer merely as a “trial balloon,” to see how you’ll react – and there’s almost always room to improve on the initial compensation offer.

5. If I just do a good job, my position will be secure.
WRONG! With corporate mergers, downsizings, outsourcing and a shaky economy, NO job is secure. You must take full responsibility for your own career security.


6. My résumé is the only document I need to search for a job.

WRONG! Your résumé is just one of the 10 “tools” you need in your “Job Seeker’s Tool Kit.” In order to land a quality position in today’s market, you’ll also need Accomplishment Stories, Positioning and Departure Statements, a Professional Biography, a Target Company List, and many other vital components.

7. Recruiters will find me a job, so I don't have to search for jobs myself.
WRONG! Although recruiters can be helpful, the most successful way to find a new opportunity in today’s job market is through networking. It’s fine to use Executive Search Firms, but they’re just one vehicle for you to leverage. Only YOU can find you a new job.

8. Employers are responsible for managing my career path.
WRONG! This statement might have been true in our father’s or grandfather’s time. But now, it’s “every man for himself.” Only YOU have the power to take control of your career and manage it for success. So, make the most of it! Get support and guidance from a qualified Career Consultant if you feel that this would be helpful.

9. Networking is only for entrepreneurs and jobseekers – I don’t need to network now.
WRONG! It’s a smart career move to ALWAYS be networking, no matter what’s going in your professional life. If you don’t need help at this time, build-up your networking power by helping others. Consistent, effective networking will always pay big dividends! It’s just a natural part of ongoing career management.

10. Most good jobs are listed on Internet job sites and in newspapers, so they’re easy to identify.
WRONG! Only one percent of job postings that are on the Web or in newspapers are any good! And that’s where you'll be competing against 99% of all the other job seekers! Since these odds are not in your favor, you should spend your time wisely on this search technique and complement it with networking to have a well-rounded job search strategy.

Now that you’re familiar with these deadly career misconceptions, you can easily reverse them to have a very positive impact on your career. The first step is to change your thinking, and then to practice productive new behaviors in a consistent manner!

Copyright © 2010, Career Potential, LLC. All Rights Reserved.
Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Potential, LLC. Reprinted by permission of Ford R. Myers, a nationally-known Career Expert and author of “Get The Job You Want, Even When No One’s Hiring.”

Monday, August 30, 2010

9 Résumé Tips Hiring Managers Wished Creative Pros Knew - Lisa Vaas

Our guest contributor, Lisa Vaas, freelance writer and career management reporter, shares the following advice for all of the creative professionals out there:

Don’t send your résumé in a pizza box.

Don’t send your résumé in construction boots with notes about getting a foot in the door.

Don’t send in your résumé with a black background and white text that make hiring managers’ eyeballs buzz.

Maybe once, far away and long ago, these were cutting-edge ways for creative professionals like artists, designers, marketing executives and writers to grab the attention of hiring managers. Now they’re just desperate pleas. Lisa spoke to managers who hire creatives to find out what catches their attention, what arouses their sympathy and what disturbs them.

1. Restrain yourself
It’s natural for creative professionals to present artistic cover letters, resumes and portfolios. While the creative rendition of these materials is of course relevant for creative positions, creative types must bear in mind that the first person who reviews a resume is often not a designer. “What might be real edgy and innovative to you, the designer, can be seen as too far out or unprofessional to the non-designer,” said Mary Ann Henker, a recruiter for the ad agency The Henker Group. Hence, the overall package must speak to the fact that you’re a solid designer who also understands that you’re “submitting a business document that will be reviewed potentially by a non-designer and (is) easy to read.” In other words, save the black background and white text for another project, not your resume.

2. Show tangibles
Out of hundreds of creative resumes Henker reviews, only a handful include information that shows a given creative pro understands business and can orchestrate success for a potential employer. Your resume will stand out if you can project that you also have a business side to your creativity. Henker recommends that job seekers include numbers, percentages and dollar amounts relating to growth or size and communicate this information in business short-hand to illustrate that you truly can “speak business.” Her examples: Your recommendations on a fall print campaign saved a client 18 percent in paper costs, or a product advertising campaign increased company sales 12 percent during Q1 of FY ‘09.

3. Compress your files
Henker said that nearly all designers submit portfolios on their own or in response to a position submission requirement. Of those, a startling number fail to reduce image files or compress JPEGs or PDFs. “We as recruiters are not expecting to review high-resolution portfolios at this stage,” Henker said. “Please reduce image files and compress when you can. It’s a red flag to us when a designer tries to e-mail through a portfolio that is 12MB,” an extremely large size for an e-mail attachment. “It usually promotes a response, ‛Does this person know the basics of compressing or reducing a file size?’ Of course all designers know how to do this but it prompts us to think, ‛This person doesn’t understand the end user of the documents she is sending.”

4. Avoid clutter
Henker suggested that for online portfolios, creative professionals should remember that what can be highly artistic and edgy to a designer might be seen as cluttered and hard to navigate to the non-designer. She discards online portfolios all the time because they’re so difficult to navigate and cited factors such as an over-reliance on Flash multimedia that make pages load slowly or the fact that a portfolio lacks specific samples appropriate to the position.

5. Have a job-specific portfolio page

To show that you have relevant experience for a given job, put up a site that has a portfolio page specific for job applications, Henker suggested. It will demonstrate that you understand what type of portfolio pieces a given employer would like to see.

6. Don’t offend
Henker has seen portfolio pieces that range from disturbing to pornographic. “Be mindful that what is considered art could be offensive to the viewer,” she said. “Art is supposed to evoke emotion and it is a honed skill; however, be mindful of not aiming for shock value when deciding which pieces to put in your portfolio. Save the blood, guts, disturbing and XXX images till after you get the job! You don’t want the person reviewing your resume and portfolio to overlook what could be great credentials by perceived inappropriate images by the reviewer.”

7. List design awards
Don’t be bashful here, Henker said. Design awards are a testament in a highly competitive field. Awards let your resume reader know that your resume is worth spending time with to determine if you’re a good match for a position.

8. Show that you can work to deadline
Kelley Rexroad, a career coach and consultant, noted that people are hired for their creative talent and fired for their inability to create relationships and alliances, many times because of poor communication. She says that the best thing a creative pro can have on his resume and cover letter is proof that he can work to a deadline. “It is a flaw I have seen over and over — ‛I can't be creative on the spot,’ ” Rexroad said. “He doesn't reply to the call for the deadline, thinking no response is a response. … Next thing you know, it is a performance issue. Having the words on the résumé and/or cover letter and the examples to share in an interview will make a difference.”

9. Show your stuff online
And then there’s the K.I.S.S. approach – Keep It Simple, Stupid – said Phil Tadros of the Web marketing agency Doejo. Appropriately enough, he delivered his advice in a two-line message: “All you need is a simple ‘hello’ one-liner and a link to your work,” he said. “If you don’t have your s**t together online under one link, then I don’t want you to work for me.”

Copyright © 2010, Career Matters. All Rights Reserved.

This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.

Mary Salvino is a career and business management professional as well as a freelance writer who is passionate about helping people become more successful. She lives in beautiful Vancouver, BC.

Wednesday, August 25, 2010

Handshake Etiquette - Part 5 - Final notes

The way someone gives a handshake is an indication of how he or she sees you. If a person gives you a dominating handshake, that person believes that they better than you in some way. If a person gives you a submissive handshake, he or she believes that you are better than they are. A neutral handshake shows equality.

To build confidence you need to know which handshake to use and when. Handshakes are your first impression and they provide an insight to your confidence level. If it is important to show the other person that you are confident, have self-respect and that you consider yourself an equal, you will have to become comfortable with using more dominating and neutral handshakes.

In building self- confidence, it is also important to learn how to disarm a dominating handshake. Normal circumstances dictate that you will encounter situations where someone chooses to give you a dominating handshake confident but aggressive). You know what it means but, but you should also know how you can disarm it and take control. If someone gives you a dominating handshake, you can disarm it by doing the following:

  1. Use a double-handed handshake - Use both your hands to wrap his hand.

  2. Step into the handshake - When someone gives you a dominating handshake just step in with your left foot, give him the shake, turn his palm towards the ceiling and then step in closer. If you do this correctly and quickly, you can see that now you are dominating and he is submitting.

  3. Rest your left hand on his or her arm or shoulder. This action will take him or her by surprise, give you control and show that you have self-confidence.


Having said all this it is also important to know when not to disarm dominating handshake. The best example of when not to disarm a dominating handshake is when shaking hands with your boss.

The handshake is a gesture of mutual trust. It brings a stranger into your personal space and allows you both to feel more comfortable with each other. For that reason, your handshake should be as warm and respectful as you would want to receive one.

Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.

Monday, August 23, 2010

Handshake Etiquette- Part 4

Understanding the proper way to shake someone's hand can mean the difference between success and failure in the business environment. Positive or negative reactions are almost instantaneous in the marketing setting and almost always based around first impressions. This is why the firmness or weakness of your handshake, understanding whose hand you are shaking, your dominance, and your eye contact all play an important role.

How to Handle Clammy Hands

A wet, sweaty or cold-fish palm is never pleasant. Warm and dry is the rule for a good impression. Are your hands always moist?

If your hands are always moist, you can try using a little spray-on antiperspirant every morning, and re-applying it in the bathroom at work when you need it. You can also get into the habit of carrying a handkerchief, 100% cotton is best, in your pocket to discreetly dry your hand. If you are going this route, be sure to dry you hand well before the meeting begins so that you are not caught with your hand in your pocket. One hand in your pocket may be interpreted as a sign of not being open and honest. You should also keep your hands off the cold drinks due to the naturally occurring condensation that accumulates on the outside of the container.

When on the receiving end of sweaty palms, release your grip, pause briefly before continuing the conversation. Never rub them off on your pants or suit jacket. As you sit down, grasp the armrest of the chair and let some of the sweat soak into the upholstery. You can also try putting your hands on your kneecaps and lean forward as-if you were very intrigued with every word they have to say.

Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.

Wednesday, August 18, 2010

Handshake Etiquette- Part 3

Is there such a thing as an inappropriate handshake?

The answer is, ‘yes and no’. Not so many years ago, people were taught that when a man and woman are introduced, the woman should always be the one to offer her hand. Alternatively, she could forego the handclasp and simply nod her head in greeting. Whether she offered her hand or not, she was behaving according to social etiquette.

Now, the rules of handshake etiquette are blurry. Men who are accustomed to treating women as they would in the business world freely offer their hand to everyone they meet. This may appear to be a magnanimous attitude on a man’s part, but it puts the woman he greets in a position where she appears impolite unless she takes his hand.
If you are a man, always wait for her to extend her hand. You can be secure in the knowledge that you are simply being chivalrous by letting her initiate the handshake and that you will not be offended if she does offer her hand.

If you are a woman, be mindful that some men are confused and easily embarrassed. Unless you are attending a cotillion, your choice of offering your hand is never impolite, and will put your new friend at ease.


When to go hand in hand.

When shaking hands to congratulate someone, Irwin recommends the double handshake. This is when you "glove" or "sandwich" the other's hand with both of yours and indicates pride, warmth and sharing. "This can overpower or threaten some people," says Irwin, "so one must be careful and use this when they know someone well."

Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.

Monday, August 16, 2010

Handshake Etiquette- Part 2

Handshakes to Avoid

Bone-crushing – You would think that men are the sole guilty parties here, but women who have been told that a firm handshake will bring them respect can and will often squeeze for all they are worth. Macho displays never really produce desired effects, unless, of course, the intent is to intimidate.

Fawning – The touchy-feely person is never happy with a one-handed shake. He or she must rest the left hand on a shoulder, pat the back or run it down the left arm. A first meeting like that can leave someone feeling creepy. Using two hands typically gives the impression that you want something else.

Limp - Older generations were taught to use a gentler handshake with women, and the women of that generation were taught that a firm handshake was too masculine. Today, the limp handshake comes across as, “I don’t really want to shake your hand and/or I really don’t want to touch you.” Limp, lifeless handshakes tend to communicate timidity, passivity or intimidation. The "limp fish" and "barely touching" handshakes project a sense of distance."

The Hook and Reel
– After grasping firmly, some people like to draw a person in closer. The intent might be to show intimacy or friendliness, but unless you are already on an intimate level, this will only come across as manipulative and tricky.

“Career Matters” is an on-line community blog hosted by Mary Salvino. It is designed for those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. Alternatively, you can e-mail Mary directly at Mary.Salvino@shaw.ca

Wednesday, August 11, 2010

Handshake Etiquette- Part 1

You do not have to be involved in high-level negations to understand the importance of a good handshake. The fact that you have probably experienced good handshakes and suffered through the bad ones personally should be enough to convince you of the importance of perfecting your handshake technique.

A handshake can make or break your chance of landing a deal, building a connection and making a good first impression.

Business people must be ready and willing to shake hands routinely throughout a workweek. It doesn’t matter whether they have issues with personal space or not. Business handshake protocol requires that a hand of greeting be extended to your superiors as you greet, to new clients or customers, to every person in a group as you are introduced in a business meeting situation (and then again as you leave), and especially during ‘prime time’ i.e. upon closing a deal. This protocol applies to interview situations as well.

What does a socially acceptable handshake look like?

Thankfully, the rules of handshake etiquette are clear, and are the same for men and women here in North America. Normally it is the host who has to initiate the handshake.

Tip 1 - Be aware of power distance relationships when meeting someone for the first time from a different geographical or culture than your own. When in Rome, do as the Romans do. Let the person you are meeting determine "space distances" for you. It's always better to be safe so approach with a hidden sense of caution to let the person you're meeting "take the lead" and determine how close or far to come to you for a handshake.

Tip 2 - Stand and extend your right hand straight out in front of your body, with your elbow slightly bent, and your thumb pointing to the ceiling. Lean forward slightly if there is room, but not so much that your faces are uncomfortably close.

Tip 3 - Keep eye contact; do not glance down at the hand offered as you shake.

Tip 4 - Smile and keep a pleasant expression; not stiff or overeager.

Tip 5 - Close your fingers around the other hand with your thumb resting to the side. Grip palm-to-palm with a slight firmness (like a gentle squeeze), as you raise your hand slightly up and down for the “shake.”

Tip 6 - As you shake hands you should always say something. You can either repeat the person’s name in your greeting or say something such as, "It’s nice to meet you" or "it’s a pleasure to meet you."

Tip 7 - Shake firmly, pump 2-4 (3-4 seconds) and then release. Unfortunately, the number of seconds will vary depending on the situation, and if you stand there counting them it defeats the whole purpose of seeming natural and at ease.

Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.

Monday, August 9, 2010

A SMART and Easy Job Search System - Mary Salvino

Job searching is a trying experience at the best of times, so I have developed an easy to use system that does not require any additional resources in order to conduct your on-line job search more effectively.

As the title of this article implies, what follows is an on-line job search system that will help you keep organized during your hunt for new career opportunities. As you would expect, the system that follows incorporates a SMART methodology, i.e. one that is Specific, Measurable, Actionable, Reasonable and Time-bound.

Requirements:
  • Word processing system - N.B. This system can also be modified for use with an EXCEL spreadsheet or even a binder

  • Ability to create and/or store files on your desktop as well as knowing how to re-name a word document

  • Internet connection

  • E-mail program (with an e-mail address that includes your full name)

  • Cover Letter Template - N.B. You will be customizing this letter for each job opportunity

  • Résumé Template - N.B. You will be customizing this template for each job opportunity


3 Desktop File folders:
  • Job Opportunities

  • Job Applications

  • Résumés


Step 1 - Create 2 files for your desktop - “JOB OPPORTUNITIES”, JOB APPLICATIONS” and “Résumé’s”

Step 2 - Cruise the Internet, job boards, company website, etc. for job opportunities

Step 3 - Copy and past these opportunities into a WORD document and save them to your desktop

Step 4 - Once the document has been saved to your desktop, change the name of this new word document to the following JOB TITLE - NAME OF COMPANY (e.g. Sales Manager - ZXY Company)

Step 5 - Drag the document with the new name to your desktop file folder called JOB OPPORTUNITIES


N.B. You will have to follow Step 1 through 4 for every suitable opportunity you find. Once you have completed your search and your JOB OPPORTUNITIES File has several job suitable advertisements, you are ready to start the application process.

The application process continues as follows:

Step 1 - Open the job opportunity for which you are going to apply. This job opportunity will be found in the desktop file called “JOB OPPORTUNITIES” have been saved as ‘Job Title - Company Name’

Step 2 - Open your e-mail program

Step 3 - Fill in the job title (found in the original job posting). DO NOT fill in the e-mail address until you are sure that everything you need to send is good to go.

Step 4 - Copy and paste your cover letter template. Do not forget to edit this cover letter to suit the job posting.

Step 5 - Open your résumé template. Copy and paste the entire document into a NEW Word document and customize according to the job for which you are applying

Step 6 - Save this NEW Résumé as Your Name - Resume - Job Title, and save it to the file on your desktop called Résumés.

Step 7 - Attach this customized résumé to the e-mail

Step 8 - Fill in the e-mail address for the job opportunity. Check and double cheek all information BEFORE you press ‘send’.

Once you have completed this process, you will have to update your desktop files called “JOB OPPORTUNITIES” and “JOB APPLICATIONS”

Step 9 - You will now re-name the job opportunity for which you have just applied. The new file name for this document is DATE-JOB OPPORTUNITY-COMPANY NAME and saved to your desktop. Hint: To keep these files organized it is best to use numbers for the date i.e.081110 for November 8, 2010. The ‘end’ result should look like 080810-SALES MANAGER- XYZ COMPANY.

Step 10 - Drag the NEW job opportunity i.e. the one that included the date, job title and name of the company, to your desktop file called “JOB APPLICATIONS”

You will now have a file with the job title and company name of the position for which you have applied as well as the date you applied for the position.
From this file, you will have the ability to do the following:

  1. Make any follow-up calls to the company to make inquiries about your application
  2. Open each job opportunity and make notes directly on the file document which contains the original ad
  3. Be able to tell at a glance when your application was sent and retrieve the corresponding résumé from your ‘sent’ e-mail

You will need the original ad and a copy of your cover letter and customized résumé when you are called in for an interview.

This method is simple, it works, and the hiring managers will marvel at your organizational skills. There is no ‘real’ need to tell them that you got the idea from Mary Salvino, Senior Consultant, SMART Career Planning.

Copyright © 2010, Career Matters. All Rights Reserved.Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2010, Career Matters. Reprinted by permission of Mary Salvino.