NCAA Tournament time! This basketball lover is ready for some action. March is the time teams up their game for the main event. Anything can happen. Fans tune in for the chance to watch thrilling, high-five moments. Will the favorites win? Will a Cinderella team dazzle and surprise? Hard to say. Who wins or loses depends on what happens in 40 minutes. The season that got each team to the dance means nothing. It’s all in how teams execute plays, manage stress, respond to their coach and deal with an unfamiliar opponent.

Those out looking for employment opportunities could learn a lot from March Madness. Take in a game or two and pay attention to how the game is won. I guarantee you will see teamwork, effective use of time, variety in strategy, focus on a goal, belief in the ability to win, and motivating fans/coaches. What you see in the game is only part of what went into the winning effort, however. Prior to the game opponents were researched, plays were practiced, muscles were conditioned and players took necessary steps to ensure they were healthy and well rested.

Job seekers need to do all of the above. I think the most crucial piece is to start with the belief you can win and then work in the other elements. Those who think success isn’t possible aren’t likely to approach the other components effectively. If your fan base is telling you it’s pointless, go find other fans. Underdogs in the NCAA Tournament don’t pull off victories by thinking success is impossible. You can tell the teams playing with the belief they can win. It’s inspiring to see the confidence in their eyes and passion in their efforts. That’s much more exciting to watch than teams who don’t have the confidence and end up chaotically chasing the ball and opponent around for 40 minutes. Those situations always end in a lopsided score with all involved, players and fans, praying the clock would tick its last second and put everyone out of their misery.

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Networking groups for unemployed professionals in the Lansing area are set to launch at Capital Area Michigan Works in April! Spread the word. These groups are free! If you missed my initial post on the concept, follow this link: Help Me Get Lansing Professionals Working

The groups are organized by professional interest. When considering where you fit, it is important to realize the groups are less about what you’ve done in the past and more about leading you to future opportunities.  It’s impossible to create groups for every professional background. Think less about the job titles you’ve held and more about the transferable skills you have that could fit in other areas. Here are the groups, their launch dates and scheduled meeting times:

All Groups Meet At CAMW’s Service Center at 2110 S. Cedar Street, Lansing

1. Sales/Marketing/Business Development Group – Meets the 2st & 4nd Thursday of each month at 1p.m.
2. Business Mgmt/Administration/Accounting/HR Group – Meets the 1st & 3rd Thursday of each month  at 9:00 a.m.
3. Information Technology/Systems Group – Meets the 1st & 3rd Thursday of each month at 1:30 p.m.
4. Science/Engineering/Manufacturing/Construction Mgmt Group – Meets the 2nd & 4th Tuesday at 2:00 p.m.

Check the calendar at www.CAMW.org for exact dates.

The initial plan was for a Boomer group. Instead of having a recurring group for Boomers, there will be frequent Boomer informational meetings to address topics unique to Boomers. Boomers are encouraged to participate in one of the four groups listed above on a regular basis.

What Purpose Will These Groups Serve?

These groups are intended to provide a positive environment for job seekers to exchange leads, discuss strategy, share success stories and interact with the local business community. Since time is limited, the focus of the meetings will be built around adding momentum to the job searches of those who attend. Team Leaders will have information on local options for those seeking more of a support environment to share struggles and the like. Keep in mind, these groups will be open to the public.

Why Network With Individuals Seeking Similar Jobs?

Contrary to what some believe, networking with those you view as competitors is extremely beneficial. For one, you are chasing the same types of contacts. Pooling your resources allows you to cover more ground. Secondly, most times those you view as competitors really aren’t. Everyone has different skills, talents, needs and preferences. Wouldn’t it be great to be able to give others leads on positions that aren’t right for you and receive leads in return on positions that weren’t right for them? Third, even if individuals are direct competitors, they can only edge you out of one job. If you’re finding five jobs a week to apply to and your competitor is doing the same, if you exchanged information, that’s 10 jobs between the two of you to chase. The most your competitor can take is one. So that’s nine for you to have a shot at. Never mind the fact if you are close to that individual, once he is employed, he is now in a position to refer opportunities that come his way.  Many job seekers get calls on resumes they submitted after they’ve taken a job. Collaborate with one another so candidates who are no longer on the market think of you when this happens.

I’m going to separate out the final reason to network with individuals seeking similar jobs. It’s a gem that I don’t want anyone to miss. Having people clustered this way makes it easy for the business community, specifically hiring managers, to target groups attracting skills valuable for the positions they wish to fill. The networking groups at Capital Area Michigan Works will be open to the corporate sector. Hiring Managers are welcome to attend any meeting without advanced notice. You just never know what surprises might be in store for you!

If you would like more information on these groups, leave a comment here or email me at Lisa @ Find A Fit . com. Leave out the spaces. That’s an attempt to avoid spam.

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Contrary to what many articles and media headlines suggest, there really aren’t a lot of secrets when it comes to job hunting. Though it makes for a catchy title, it also invites job seekers to believe what stands between them and employment is some hidden nugget of wisdom. Not true. There is so much information readily available. I’m not sure if it’s even possible for anything to be a secret in the Information Age.

When I meet with those looking for work they confess the strategy I share with them isn’t new. Perhaps the way I share it with them is unique, but mostly they are in the know of what it takes to run a successful search. The problem lies in summoning the energy, motivation and courage necessary to put what they know to good use.

It’s human nature to exist in a cloud of denial. We make excuses and procrastinate, all the while digesting articles revealing golden secrets with the thought we will learn something new that will negate the need for us to actually do what we’ve been putting off. Ah, if only it worked that way.

For those of you who love secrets, here’s one for you. You already know what you need to do. You’re in the loop and stocked with information. You could make your job search all it needs to be whenever you wish. How much longer you choose to keep that a secret is up to you. Don’t count on me not to blab, however. I’m terrible with secrets.

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Living in Michigan, the hardest hit state  in terms of unemployment, encountering job seekers in scary situations is a daily experience. Many feel like unwitting participants in a horror show. Their normal days of going to work, paying their bills and taking care of their families’ needs were rudely interrupted by a faceless monster’s sudden arrival. The monster is the current economy. Of course, his arrival wasn’t as sudden as many feel. That’s a discussion for another day though.

So this monster swoops in, decimating companies, killing jobs and sending a shaken public running for some sort of security. We’ve seen this scene play out countless times for our entertainment in movies. A group of people are running for their lives. One by one friends are plucked off. Buildings collapse and burn around them. Those with some life in them continue to run and hide, shaking in corners while wondering if they’ll be the next ones to lose it all. Eventually more of the fearful succomb to the monster.

Then something interesting happens. Survival mode kicks in for the remaining few. Reality reigns supreme. Running from the monster doesn’t work. You’ve got to go after him. You can see it in the eyes of the actors when they’ve made that transformation. In those eyes is a mixture of clarity, smarts and determination. They are also pissed off, sorry to be crass, enough to decide it’s worth the risk of failure to take on this beast. I hate horror shows in general, but I love to watch the average person turn into a force greater than his adversary.

Like the star of the horror movie, job seekers can become more powerful than the obstacles they face. They can stand up tall and fight for their future. The survivors in the horror movies I’ve seen have saved themselves. There wasn’t an action hero that came to their rescue. They took risks. They paid enough attention to the monster to know his patterns and weaknesses so they could form a plan. They allowed their anger of the monster’s actions to inspire positive action. The emerged from hiding and took steps to change their fate. It certainly beat shivering in a corner and waiting for the worst.

I challenge all who feel they are in the middle of a nightmare to become the star of your horror show.

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It occurred to me why so many individuals are struggling with running an effective job search. This economy requires a hunter’s mindset. Most of us have never really had to hunt for anything of any great importance. We shop. When there is something we want or need, we turn to companies and individuals who have assembled a variety of choices for us and we pick something. Very handy. Well, the days of browsing available jobs and picking one are done. Treating a job search like a shopping expedition is a mistake. Most people know this. Their minds are in agreement. Their actions have yet to shift to a more proactive and engaged mode.

What do we know about hunters? For one, they have an idea of what they are looking for. The target may be general and subject to change, but there is enough focus that you won’t find those seeking something with fur and feet in the middle of the ocean with a fishing pole. They know where they need to be and when they need to be there in order to have the best chance of encountering what they hope to find. Job seekers without a target lose the ability to intentionally plant themselves in the path of opportunity. They might as well be shoppers wandering a mall hoping something will jump out at them.

Second, hunters pay attention to what’s happening around them. Their eyes and ears feed them the information they need to increase their odds of success. Where others rush by and see a patch of trees, the hunter can spot the deer blending in with the scenery. I’m sure they shake their heads when people say “there’s no wildlife here” the same way I shake my head when I hear job seekers say “there aren’t any jobs.” Folks, you’ve got to stop, look and listen. I’ve yet to encounter a job seeker who is up to speed on all of the trends, events and developments in his industry, profession and community. All three count. All three can provide clues to where opportunity awaits.

Third, hunters know the benefit of staking out their own spot. You won’t find 150 of them huddled around a tree waiting for a deer or two to pass by, the way you find job seekers lined up at career fairs. No wonder some employers at these events look like scared animals.

Finally, hunters adjust. They understand timing, current conditions, location and the tools they have at the ready can all change they way they have to go about finding their target. They realize just because what they seek isn’t as easy to find as it may have been before, doesn’t mean it’s extinct. What they want is still out there. It’s just moved or disguised itself. Shoppers don’t bother to consider why they may not be seeing what they want. They see an empty shelf, consider the option out of stock and move on to the next store with the hope it has a better selection.

These are just a few examples. Do what you can to get in the game of hunting for a job. It’s actually satisfying and fun. I also hear more people speak of  “Buyer’s Remorse” than “Hunter’s Remorse.”  Perhaps that’s because shoppers are more inclined to make impulsive decisions that aren’t in their best interest, while hunters have been deliberate with their pursuit and capture.

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Looking through sites like Monster and Career Builder leaves this sales oriented girl giddy. The available information is laced with leads. To see them, you need to change your focus from a job seeker to an opportunity seeker. That involves putting a sales cap on.

Job boards get a bad rap. This is mostly because people use them strictly for applying to jobs that are on the radar of the masses. With the potential for hundreds of people to be chasing the same job, it takes a lot of work and creativity to stand out. I can address how to do that in another blog. Today’s goal is to adjust the way you view job boards so you can dramatically increase the number of leads you are able to pull from them.

The key is to step back a bit and consider the content of a job board from a broader angle. Instead of simply looking up the job titles that are in your line of interest, take it up a notch. What do I mean? Let me tell you what I look for when I visit a job board.

• What companies are hiring recruiters? Companies generally don’t need internal recruiters unless they have multiple hiring needs. Job postings for recruiters are a big flag of opportunity. Start chasing those companies immediately. You may not be seeing posts for your type of work because they don’t have a recruiter in place to man the process.
• What information can I pull out regarding a company’s internal structure that may give me an idea of what types of positions even exist at a specific location? What departments and decision makers are noted in postings? Pull information together from whatever postings the company has to build an organizational chart. By getting an idea of the size of a company and the roles that make up its infrastructure, you can better assess if the company is likely to have the types of positions, vacant or filled, you’d be a fit for.
• What industries do the companies with job postings belong to? If a company posting jobs on the internet is experiencing growth, it’s quite possible other companies in the same industry are too. It’s rare for just one company in an industry to be doing well. Use the likes of Google and Whitepages.com to identify other companies in that industry to target.
• What companies have multiple postings? Many companies with multiple postings often have more opportunities than what are listed. It costs money to post positions on job boards, so companies often choose which to feature. Go directly to the websites of these companies and see if there are additional listings on their site. If you can’t find any positions that fit you, it is still beneficial to drop them a line letting them know they appear to be in hiring mode and highlighting key skills that may be valuable to their bottom line.
• What computer software, foreign languages and certifications are companies referencing in general? Do keyword searches with any special skills you have and see what companies have referenced them, even if the skills were mentioned in positions that don’t fit your background. Perhaps you are an administrative assistant who worked heavily on an Access database and see a company looking for an Access programmer in IT. That’s may not be the job for you, but I bet when that company needs to hire administrative professionals, those who have worked on Access are preferred. Keep that company on your radar knowing you have a skill they are likely to appreciate. Reach out to them suggesting they make use of your Access abilities versus simply saying “do you have any jobs?”
• What posts are no longer open that were listed 4-6 months ago. For the boards that allow you to go back that far, it’s a great list to check. 4-6 months is long enough for them to have hired by now and have an idea of how the person they hired is working out. If the person hired is not a fit, the company is less likely to repost the position online because it draws attention to a turnover problem. The replacement need may also be confidential at this point. Contact the manager above that position with a general inquiry about opportunities. Your resume, email or phone call may be a dream come true for them.

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The trouble with job titles is the functions that go with them often vary by company and industry. Candidates who don’t take this into consideration may have a bumpy ride with their job search efforts. For example, the Human Resource Manager of a 50 employee company who applies to be the Human Resource Manager of a 1,000+ employee company probably has a skill gap to overcome. That’s not to say he wasn’t really a Human Resource Manager in his last role, but that his experience may be more in line with what a Human Resource Assistant or Specialist handles in the larger organization. Does this mean he shouldn’t apply for the Human Resource Manager role at the 1,000+ employee company? It’s hard to say. If he has relevant experience and is capable of bridging any gaps, he should definitely go for it.  He needs to recognize the job is likely different than the one he had previously so he can sell himself effectively. The focus has to be on making a case for promotion versus carrying on as if it’s a lateral move. His credibility could be compromised, otherwise.

I’ll share a story on the subject. As a recruiter in Accounting and Finance, I was very aware of variances in job functions. When I interviewed candidates I always wanted to know the organizational chart, revenue size and transaction volume of the companies they worked in. One gentleman came to me, we’ll call him Chris,  looking to be placed as a Chief Financial Officer. That was the title he’d held for the past 5 years at a family owned printing company. The trouble was, his experience wasn’t in line with a traditional CFO. He had an Associates Degree. His company was a $2M a year business. The staff under him consisted of an Administrative Assistant and an Accounts Payable Clerk. He closed out each month, but relied on an external accounting firm for quarter and year end close. In any other environment he would not be considered a Chief Financial Officer. I wasn’t even sure he would fit as a Full-Charge Bookkeeper considering his dependence on the company’s accounting firm for financial statements. When I raised the point that I felt he needed to focus on a different level of position he became upset. His ego wanted the title he’d become accustomed to. Never mind his physical person was unlikely to succeed in landing a job with that title elsewhere. I pointed out I wasn’t convinced he had a solid grasp of GAAP. His response was, and the financial folks out there should appreciate this, “I’m good at computers and can learn new software easily!” Well, GAAP isn’t software. GAAP stands for Generally Accepted Accounting Principles. Oops.

I don’t mean to paint Chris as a bad candidate. He was professional, had a great work ethic, knew what was required of him in his previous job well and was eager to learn new things. All of those pluses couldn’t save his credibility from the ding it took every time he attempted to sell himself into a role he was severely unqualified for. When he left my office, he wasn’t willing to consider opportunities with titles he felt were “below him.” This was several years ago, so I’m sure he’s working now. I imagine time eventually convinced him the job was more important than the title.

At the end of the day it’s fine if  you are applying for something more involved than what you’ve done in the past. Just know employers are more likely to consider you as an option if you can show you understand you may have some development to do on your end and don’t think a title automatically qualifies you for a job. Potential employees who recognized they had things to learn were a much better option for me than those with skill gaps who were unable/unwilling to see them.

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Hiring managers are asking lots of different questions these days. Just as candidates are changing the delivery of their message, companies are adjusting their focus. It’s important to realize, though the relevance may not be obvious to you, there is likely a reason behind the interviewer asking the question.  So long as the question being asked doesn’t touch on information you are legally protected from having to share, it’s best to go with the flow and try to imagine the purpose behind what’s being asked of you. Dismissing or challenging the question runs the risk of you appearing combative. There’s a fine line to walk in interviews. Candidates have the difficult task of showing conviction and confidence without appearing to pick a fight or dismiss what an employer views as important.

As an example, I’ll share a question that was brought to my attention earlier this week. During a discussion group for job seekers a member mentioned she had been asked by two different companies what other opportunities she had applied for lately. The initial reaction was, “what business is that of theirs?” Group members agreed and suggested the next time she faces that question she should challenge the employer to explain what that question had to do with what was needed for the job. I disagree.

The first thing that came to my mind when I heard the question was that the employers were likely looking for consistency on her part. Was she focusing on positions inline with their job/industry or was she all over the place? Job seekers need to keep an open mind and be willing to consider a variety of options, but that doesn’t mean employers have to hire a flight risk so you can pay your bills. Many of the companies asking questions like this do so because they experience high turnover. People seek them out for cash flow jobs and then dump them when the job they really want comes along. Works great for the job seeker, but not so great for the company. It’s expensive to have to keep hiring and training new people. If asking a question like the one mentioned above can give them a better idea of who may be interested in their job for a longer period of time, they are smart to go there.  Keep in mind, hiring managers have to figure out if you can do the job AND if you’ll stay in the job. Focusing exclusively on competency questions isn’t enough. Expecting only competency questions isn’t reasonable.

That’s just one example. If you want my take on other questions that have been asked of you, share them in the comments field. We can analyze them as a group and see what we come up with.

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It concerns me when I shut off my car and realize I don’t remember much of the drive I just completed. Where was my brain when I was cruising down the highway? How did I make it from point A to point B without being engaged enough in the process for the journey to register?

When you go through the same paces over and over again, it’s easy to remove a large part of yourself from the act and simply go through the motions. Just as it happens with a daily commute, job search efforts can suffer the same consequence when individuals fail to incorporate variety. Inviting the potential to not pay attention to the scenery is dangerous in a job search. Every detail on this trip matters. There are signs along the road that change constantly. The information they provide may be the directions you’ve been waiting for to find the destination you seek.

My advice, change up your search efforts regularly. Make sure days don’t lose their individuality. If one day begins on the computer, the next day should begin at a meeting. Stay fresh by networking in different places. Pick a theme each week for sourcing leads. Challenge yourself to find what is different about each position/company you are pursuing so you can personalize your effort. Alternate what features of your background you focus on to generate interest in you. Find unique ways to thank each individual involved in your search. Tell yourself before you begin any function of your job search that you must pay attention.

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For all of you stuck in the “there are no jobs” mentality, guess what happened today? Someone retired. Someone decided not to return from a maternity leave. Someone moved out-of-state for a job or for family reasons. Someone was promoted. Someone was fired for poor performance. Someone quit to go it alone. Someone was called to active duty and had to leave a civilian job. Someone passed away unexpectedly. Someone started a new business. Someone became too ill to work any longer. Someone went to jail. Someone landed a key account adding to the demand for a company’s product. Someone negotiated terms for a company to relocate near your area.

Don’t tell me there are no jobs. I know differently. All of the above generate job vacancies on a regular basis. Guess what else happened today? Several “someones” got jobs today because they kept their focus on securing employment instead of using an overly dramatic view of the current economic situation as an excuse to fail in their job search.

Are times tough? Yes. Are jobs harder to come by? Yes. Challenge yourself to rise to the occasion and find the hidden opportunities. Don’t squash your chances of finding a job because you’ve allowed yourself to believe it’s pointless to even try. Change “there are no jobs” to “there are no jobs on my radar at the moment, but I know they are out there and I’m going to do my level best to find them.”

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