Hate Your Job? Three Powerful Strategies to Get a Job You Love

You probably put a lot of time and energy into getting that job you hate. Think about it… submitting your resume to countless places, chasing down leads, the interviews, the follow up… But you don’t have to feel locked into your current job just because you invested all that time and effort. If you are ready to take the first steps towards a job you actually LOVE to go to each day, then here are three simple yet powerful steps you can take right now:

Step #1 – Define and Write Down Your Goals.

Focus on the long term goals first and resist the temptation to worry about how you are going to get there. The “how” is what usually stops us in our tracks. It’s that fear of the unknown – that place you venture out to that creates that uncomfortable feeling. Yes venturing to these places can be uncomfortable, but you will quickly find it also does something else; it gets you moving forward – and that too, is a powerful motivator AND a confidence builder!

Step #2 – Assess Your Surroundings

Notice the people you are working amongst and the product or service you offer. Are you like them or do you feel like a square peg in a round hole? Do you feel like you fit in? What about the product or service you offer – do you believe in it? Does it resonate with you? This is how you can quickly come to terms with what might not be right about your current situation. Maybe it’s your immediate surroundings or maybe it’s the industry itself that is not a match for you. I know for myself, when I was in positions that didn’t “fit” me, not only did I feel like an outsider, I acted like one – because something inside me didn’t “buy in” or “fit in” with everybody else. Not the best circumstances for a promotion is it?

Step #3 – Build Your Job Around Your Life

You can begin to take an honest look at your work/life balance by writing down the lifestyle choices that are most important to you and your family. How many of those choices does your current career support? Another powerful step you can take is to simply write down what your job might look like if it was truly built around you life. This is the first step to initiating change in a positive direction. Even if that change may be in the distant future, you will be amazed how much you can and will accomplish by taking this initial action. Planned relocations, strategic salary increases, consulting, telecommuting, portfolio careers and flexible schedules are all plans that you can put into motion today – and examples of career choices I have seen professionals successfully make to build their job around their life!

Inspiring your success,

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http://www.businessinsider.com/6-tips-for-avoiding-burnout-in-your-job-search-2013-5

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Here is an interesting graphic created from numbers aggregated from theIs Your Industry Growing or Dying?
Bureau of Labor and Statistics on which industry have good projected long
term economic growth and which do not. When it comes to job searching and
keeping your career on track, fish where the fish are.

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People get fired for lots of reasons. Some are legitimate, based on performance issues, and some are completely unjustified. Regardless of the reason for being let go, there are solid methods for communicating the circumstances without hurting your candidacy with potential future employers.

In fact, many of my clients who were previously “let go” went on to land better positions with a sizable increase in total compensation. One of my clients secured a whopping $60,000 in additional salary after being fired as a result of getting caught in between some ugly corporate politics.

The following are three solid steps you can take to have successful interviews after being fired.

Step #1 – Give yourself time to decompress.

This is the most important step you can take. If you have lost your job, you will most likely go through a grieving process similar to other significant life losses we all experience. If you interview prematurely, you may inadvertently “wear your grief” and/or find yourself unable to talk about your last employer with the kind of convincing detachment and discretion you will need to keep interviewers focused and excited about the value you offer them.

What if you need to begin interviewing right away? To speed up your “grieving process” while still honoring that time cycle, take a ceremonial weekend vacation, book a round of golf, take a spa day, or a family picnic by the lake. Whatever you decide, make sure it’s fun and relaxing, because this is your decompression time… just for yourself! Title your outing: “Your Ceremonial Moving On.” This is a physical process that evokes very real physical and mental benefits.

I have seen this “moving on ceremony” work wonders with my clients and I promise it will work for you too. In fact, I have used it myself. When I left my last employer, my husband threw me a congratulatory dinner and I bought myself a big decadent slice of carrot cake, stuck and candle in it, and we spent the evening talking about the future. It was wonderful!

Step #2 – Identify your allies.

You want to contact any and all allies you have and had with your last company. These can include past colleagues, people that worked for you, key executives, clients and vendors – anyone that can attest to your strengths, your attributes and anything positive. If applicable, individuals who can diplomatically hint that there were problems beyond your control with your last company can be especially helpful. Remember, references can be provided by lots of other people besides your past “boss.”

You will want to gather as many WRITTEN references associated with this position as possible. If you are in my job search coaching program (http://www.job-searchsystem.com), you can listen to my audio coaching call on how to get and use jaw-dropping references. This call goes step by step through how to ask for these references, whom to ask and exactly how to use them once you have them (you’ll find that the payoff for you is nothing short of amazing!).

Focus on short, written quotes, and if you are on LinkedIn (you should be), you can ask for endorsements and then use them. Not only does this enhance your LinkedIn profile, but repurposes it as part of a reference page you put together for your “marketing collateral.”

Step #3 – Prescript a BRIEF, but clear, statement.

Develop a brief statement about the reason you were fired and practice saying it. You can use it in your upcoming interviews. Keep it short, simple and clear. Here is an example:

“Unfortunately, I had no choice but to leave my last employer.

When I originally took the position, I was excited about ________.

At first blush, it seemed that their recent merger was going well. I had no idea there was such internal animosity amongst upper management. Perhaps in my excitement about the opportunity I missed the subtle signs. Now I am focusing my attention on moving forward and I am quite excited to be here to talk with you about your corporation’s goals.”

No matter what you say, the secret is to be BRIEF, positive, bold and forward-thinking. Your interviewer(s) will focus on whatever you shine the spotlight on… so keep your attention on them, their challenges and how you can help.

Using these three steps, you can easily turn a situation you may be worrying about into a non-issue. Many who have been fired fear that they will have to make big sacrifices in order to land their next position, but most of the time this is simply not the case.  Use the situation to reflect on whatever can be learned from it, use these powerful techniques to minimize any damage, and simply move on!

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There is a lot going on with LinkedIn these days! Would you like to know how to leverage this social marketing tool to enhance your career? Here are some places to start, and some tips you might not have heard of before.

1. Keyword Optimize Your Title. Instead of using your title and company name, why not put your keywords to better use? Adding a certification is a great idea. For example, if you are a Six Sigma Black Belt, or you have your MBA or PMP Certification, and that achievement is meaningful and impactful to your career progression, then it is totally appropriate to add it after your name.
2. Keyword Optimize Your Tagline. Put the tagline under your name to good use by including important keywords. Instead of saying “VP of Company X,” why not say “Operations Executive | Vice President | Software | Fortune 500 Companies”?
3. Pick Your Industry Carefully. In the same area as your Title and Tagline you will have to opportunity to display your industry. Remember, if you are considering an industry change, see if you can find a broader keyword to represent yourself.
4. Protect Your Brand. Don’t say you are looking for “career opportunities”. Not only can that get you in hot water potentially with your current employer, I have found that advertising your job seeking activities on LinkedIn is not effective.
5. Build the Right Network. Invite recruiters that specialize in your position/industry to connect. Become a part of their network so you more readily come up in their search queries. Changing industries? Join groups (note: you can hide certain groups so they don’t show up on your profile) and invite thought leaders and people from companies in your industry of choice to start building the right network. My husband is in the fine wine industry and grew his network of top wineries and presidents of suppliers and distributors in just 30 days – simply by searching for and inviting them to become network connections. His only regret? Waiting so long to do it.

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Often, executives present me with the following question:

“Should I join LI Jobs or post in my profile that I am looking for another opportunity?”

Let’s talk about overexposure for a minute and dispel a few myths. I will begin back in my recruiting days… Companies used to pay me handsomely to bring those three “perfect” candidates that matched exactly what it was they were having such a hard time finding (often no easy task). Unfortunately, if he or she was currently in a job search or between companies, that candidate lost some cache – even if the candidate was a perfect fit. Because search fees are substantial, there was a lot of pressure on me to bring my client company candidates they perceived they could not find on their own; and I think that is the key – client companies didn’t want to pay me a fee to “find” someone who was already “available.” They frowned on that.

That is why recruiters are not looking for people who are looking for jobs.

Now this is just a hunch, but I believe my theory should be given serious merit by job seekers who are thinking of posting their availability on their LinkedIn profile.

I will add, yes, it is probably not likely, but it is possible that you might lose out on a position because you did not post that you were “available.” In the end you must make your choices based on your own unique circumstances. I think as a whole though, executives need to look at the problem of branding and overexposure. What, after all, are we trying to create with our “branding” message?

One of your goals should be to communicate a story line that demonstrates your unique value. This can be done by communicating your “specialty” strengths and attributes, your leadership skills and your quantifiable results, or what happens when you do what you do. Tie it all up in a short message that says, “this is the promise of the experience you are going to have by knowing/working with/hiring me.” In this message we want to create cache, allure and intrigue. In my 17 years’ experience as both a recruiter and resume writer/job search coach, I haven’t seen anyone accomplish this by screaming from the rooftops that they were in the job market. I know some might disagree with me, but please consider that my perspective is based on real world experience working closely with well over 1000 executives to date.

What do you want to convey in your job search? Leadership. Confidence. Control. A professional attitude. You are not desperate. You are not “eagerly seeking your next opportunity.” The more people think they may not be able to have you, the more they will want you – it’s just human nature. This special place is not reserved for the select few – everyone that cares about optimizing their career should strive to market themselves in a compelling way. This is marketing 101. And in a job search, one of the best investments you can make in your career is learning how to create a marketing plan for yourself and how to market yourself. No ad says “BUY ME! BUY MY PRODUCT!” No, the ads are geared to make us WANT the product. Of course, we’re not products; I’m just making a marketing observation.

So even if you find marketing distasteful (or worse, disingenuous), if you can’t communicate why someone should hire you, then how are you ever going to have a chance to help them? Your dream job at your dream salary isn’t distasteful is it? Exactly. Learn how to market yourself or pay someone to show you. Your ROI will be tremendous.

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Are you in a full-time job search? Many job seekers who are, find that supplementing their income until they land their next job takes a lot of pressure and anxiety off of them and helps to build their confidence and keep their energy and motivation up.

You can create one or more temporary income streams using the following strategies:

1. Management Consulting – Jobs in management consulting (according to the Bureau of Labor Statistics) have DOUBLED over the last 10 years. If you are experienced in your niche, this can make exceptional additional income! Guru and Elance are great sites for getting the word out and giving you the ability to instantly bid on projects. Flexjobs has an annual fee of $49, or you can sign up by the month – word from my clients is that this is an excellent site and resource. RealMatch is yet another option. 
2. Higher Ed Adjunct Teaching – Teach part-time in your area of expertise and get paid for it! Adjunct teaching is increasingly popular with state and local colleges as they do not have to cover benefits. 
3. Ebay/Craigslist – The business you can do using these mediums is pretty phenomenal. I know many people who generate significant passive income off these sites. 
4. Interim Executives – Many companies are looking for interim executives for various reasons. Most of the largest recruitment firms in the U.S., including Heidrick and Struggles, Russell Reynolds, Spencer Stuart and Spherion, now have specialized practice areas for interim executive placement. 
5. Corporate Project Assignments – Gear a version of your resume toward project assignments, highlighting the key skills/strengths you are really experienced in. This strategy appeals to companies (even for some full-time positions) because these positions don’t require automatic long-term commitments or benefit packages, and contracting projects can generally meet many corporate challenges at significant savings to them. The benefits to you are clear, including getting your foot in the door for more permanent work and giving you a chance to see if you and said company are a fit! 
6. Register With Your Local Temporary Agency – Employers hire entry AND mid-level professionals for project assignments through temp firms. 
7. Earn Income From Your Hobby – A few things I have seen people do in the past include selling fresh baked bread or veggies at their local farmers market, dog boarding, day care, ghostwriting, graphic design, selling antiques, equestrian lessons and photography.

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I have the distinct honor of advising many top executives from around the world on executive job search strategies. You see, networking and “job searching” for a top executive does pose unique challenges. A C-level executive in a job search typically isn’t going to get much traction from calling up their friends and asking if their company might need a new President or COO.

Historically, executives have relied on executive recruiters to bring them opportunities – or networking; a painfully slow process at the top executive level. Recruiters can bring the occasional opportunity, but it usually comes with built in competition. Truthfully, executive recruiters only receive a certain amount of President and CXO job search orders to fill each year.

So here are some additional tips and alternatives for your executive job search as you strategize on the best method for yourself.

Direct Mail for High Visibility Executives

I have seen many high visibility executives successfully conduct direct mail campaigns. (I have a reputable direct mail service so if you want a personal introduction to the president of that company, please call me at 830-331-9398.)

If you are a highly visible key executive who is presently employed, you are probably interested in protecting your interests and identity. There are many ways I advise my senior level clients to do this. If you have your own website (yourname.com), you can password protect it. You can also use a mediator when sending letters to targeted companies in your industry of interest, hiding your identity and vetting interested party calls through a trusted third party who doesn’t mind screening calls on your behalf. Once the company and opportunity are known, and provided you are interested, you may divulge your identity at that time.

Private Agents

There are two companies in the US that I know of who are both reputable and work to represent clients (meaning you, the executive job seeker). In other words, the difference between a “private agent” and a recruiter is that the company pays the recruiter (thus, they represent the company, not you in terms of their interests). YOU pay an executive agent, and that agent will actually make calls and work on your behalf to get you interviews. They will help you develop your marketing strategy, develop your marketing collateral, prep you for interviews, and act as your private sounding board as you are negotiating your compensation package. They can help your leverage yourself in the market and your return on investment can be very, very lucrative. However it is expensive to hire someone who is qualified to perform all these duties on your behalf, so consider this fair warning. *INSERT SMILEY* Many executives use these services with great success. If you want me to connect you to my sources, just give me a call.

Top Retained Executive Recruiting Firms

I have a list I give to my executive clients of top recruiting firms. There are two ways I generally suggest that you reach out to them:

1. If you are conducting a private, passive search, then call the top 10 firms (like your “Korn/Ferry’s”) and let them know you are considering moving and would like to speak to one of the firm principals confidentially. Do this, one by one, with each top firm on your list.
2. If you are less concerned about privacy issues, you can set up an email distribution and send your resume and a value proposition letter to a wider group of retained recruiters that place top executives. I have a large list that I send out for my clients for $249. It’s a painless and relatively inexpensive way to cover a lot of ground at once with the reputable recruiting firms both in the US and if needed, internationally.

I hope this insight empowers you and ignites your enthusiasm for your job search! There are many ways for executives to keep control of the job search process and many strategies from DIY to DFY (Done-for-You), depending on your time and budget, that can yield powerful results.

Read the original article, Best Job Search Strategies for Executive Level & C-Level Jobs.

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Guest post by Stanley Albrighton

The past few decades have borne witness to a great number of changes in the Middle East. Many will associate the region with internal religious and political turmoil, however it is essential to understand that socioeconomic progress has ushered in a new era of advancement for the region. For this reason, the once-thought standard policies of executive recruitment have experienced a drastic shift in recent times. Let us first examine some of the changes occurring, and then apply these changes to noted shifts in recruitment policies.

Integration and Economic Factors

One of the most pivotal variables that has brought about changes in recruitment policies has to do with the fact that through technology, the Middle East is becoming increasingly integrated. If we then combine this with the rising wealth from oil and outside investments, it should come as no surprise that regional executive recruitment techniques have changed. Therefore, let us highlight some of the key points that have begun to affect recruitment policies.

A Lessened Desire for Western Talent

Although western expertise was once prized in this region, one must now take into account the fact that the internet age has produced a sizable number of trained professionals from other markets. Indeed, the Middle East is producing a large amount of experts in numerous fields. Notwithstanding the internally trained sector, the cost of western specialists has become prohibitively expensive for many corporations. Developing nations and those that have undergone significant economic distress are now offering up their expertise as well as many professionals that seek life outside of their respective countries. Therefore, this presents a valuable source of affordable executives while not sacrificing quality.

Arabic Speakers Needed

As the Middle East continues to gain a stronger foothold in the global economy, those who are fluent in Arabic are considered a commodity. In the past this was necessary for outside communications, but as this region has steadily become more integrated, Arabic speakers can increase intra-region communication effectively. As relatively few westerners have a sufficient grasp of Arabic (although the numbers are indeed on the rise), this illustrates another reason for a change in recruitment policy.

Attractive Financial Opportunities for Other Nations

Another key variable has to do with the fact that the Middle East’s domestic economies are largely tied to oil and natural gas production. As we have seen steady increases in the middle to long-term pricing in this sector, a large amount of liquidity is tied into the regional economy. Therefore, the Middle East represents an attractive foreign investment opportunity for the countries that can capitalize on such movement. This is one reason why executives looking to be recruited are experiencing a great deal of competition from countries such as India and China.

A Fertile Technological Hub

Although in the past the Middle East was seen as a source for raw materials alone, it is rapidly becoming one of the largest technological hubs in the world. Countries such as Israel, Jordan and Saudi Arabia have seen a great deal of technological companies seek to locate regional or global office in these regions. They realize that the burgeoning population, liquid capital and an increasingly specialized domestic workforce all represent attractive investment opportunities. Thus, they are more willing to recruit within the region than from abroad.

Lasting Effects of the Global Crisis

Lastly, it is important to recognize that many multinational corporations are still not recruiting at the levels they were prior to 2007. They prefer to keep expertise in-house as opposed to outsourcing capital. Unsurprisingly, this has been witnessed in the global corporations centered in the Middle East.

This paradigm shift reflects not only the growing influence the Middle East has on recruitment policies, but it signals a world that is becoming less defined by political and social borders than ever before. With further regional integration, a more professional workforce and access to cheaper labor from abroad, the westerner is not nearly in demand in the region as he or she was only a handful of years ago. While it may be argued that the Middle East still needs to deal with various regional tensions, it is nonetheless a fact that the landscape of executive recruitment due to economic progress has profoundly changed in this region.

About the Author:

Stanley Albrighton has worked with executive search firms for a number of years and has been lucky enough to recruit for various international and local organizations. He currently works for Marble Hill Partners, who help provide interim management.

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Why is it important for you to care about creating mini celebrity status and becoming a thought leader when it comes to your career? Simply because self-marketing in your area of expertise can have multiple career benefits for you including:

1. Potential exposure to future “dream” positions – they contact YOU!
2. More quality opportunities, better pay and quicker promotions.
3. Establishment as an expert in your industry.
4. Wider networks.
5. Greater ability to garner positive references and testimonials.
6. More control over who you work with and how you work.

Different benefits will stand out as meaningful to different people. The real point is, managing your career gives you options… options you may not have had otherwise.

So where do you start? Here are three quick and easy tips:

Tip #1: Get a Platform

It’s easy to get a platform to express your opinion and ideas about your area of interest in your industry – just start a blog! WordPress.com is a free site where you can set up your blog in minutes (very easily by the way – even if you are like me and not technical).

Another option is to get involved in your industries association and ask them if you can volunteer to write short articles for their blogs and/or newsletters on topics you are knowledgeable and passionate about. Associations are ALWAYS looking for content for their newsletters/ezines and blogs. You can position yourself as a thought leader in your industry quickly this way! Years ago, I began writing short articles for Career Directors International on job search cold calling, and those articles led to my being published in The Business Journal, The Wall Street Journal, Forbes and MSN.

A third option is to sign up for a LinkedIn account (email me and I will invite you to my list!). LinkedIn is a business-oriented networking site. Once you’ve set up your profile, you can answer questions other business people are asking on various topics by joining discussions in LinkedIn groups – a quick way to establish your credibility!

Tip #2: Rub Shoulders with High Performers in Your Industry

Get involved in a corporate volunteer group or industry association. These are two wonderful portals filled with people that care deeply about industries and issues – just like you! Not only will this broaden your networking circle, but it will keep you growing in your career!

And remember, if you attend an industry luncheon to listen to a great speaker, introduce yourself to him or her after their presentation. Give them your business card as well – and gulp – ask for theirs! It’s the little things you do as you “put yourself out there” to be open to new opportunities, friendships and possibilities that will pay off in the long run.

Tip #3: Grow Your Knowledge Base

What was the last certification you received? How about ongoing training? I recommend making sure that each year you commit to 2-3 actions that result in your learning a new tool for your trade. To make sure you will be motivated to do this, make it that one training, certification or learning experience that has been in the back of your mind to master – you know the one I’m talking about! Check with your employer’s ongoing education benefits to find out if your training might be a covered expense.

Establishing mini celebrity status doesn’t mean you have a gigantic ego. It’s simply a wise business move that opens doors of possibility for you. You will be amazed how putting these simple tips into action will quickly change up your career status!

A Saratoga Institute survey of more than 1,000 U.S. workers asked employees to identify factors that would make them more likely to remain with their current employers. The top three responses were:

1. Training and mentoring
2. Earnings potential
3. Positive work relations

If you love your job and your company but there are management issues that bring you down, consider sending your human resources or operations director a complimentary copy of the “manageBetter Insider.” This little newsletter is packed with positive tips and tactics that the best companies in the U.S use to keep their employees happy. I personally love it and would recommend it to any company. Check out www.managementresources.com and sign up.

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