Dealing With the Loss of A Job

As is the case for many people during these trying times, losing a job can be the test of a person's will and checkbook. If you or someone you know has recently been laid off, downsized or lost a job due to a company closure or any other number of reasons, it's what you do after the fact that will make all the difference in the world.

Even the thought of loosing their job can send most people into a panic, so when it actually happens all bets are off when it comes to how they actually do respond. For some the tendency is to begin the process of looking for a new job or career without skipping a beat, however for others it can lead to a long and winding road of depression, anger, and financial challenges that leave one feeling in ruins. So when two people are faced with the same situation of loosing their jobs, what will cause one to spring into action, and other to spiral into the abyss? Let's first take a look at the two in more detail.

On one end a person gets the news, processes it and immediately begins the process of finding a replacement job. They don't take the incident personally, nor do they allow it to impact them or those around them negatively. They may feel some panicky feelings, and perhaps worry a bit, however they don't allow these feelings or thoughts to paralyze them, instead they use it as a spring board and motivator to push even harder towards a positive solution to their situation. They are hot on the trail of opportunity, success and may even find themselves in a better place than where they started.

On the other end of the spectrum is the person who reacts with anger, resentment, hostility and depression. They may feel that the world is out to get them and this was just one more example to prove their point. They might also feel powerless in the situation and believe that there's nothing they can do about it. In addition, these thoughts begin to pound them into submission, drain their energy and can have a huge impact on their attitude, behaviors, thoughts and actions. In most cases these negative factors also protrude externally and begin to impact things such as relationships, job prospects, financial obligations and health. In essence, their whole world falls apart from the inside, out.

The answer lays in how we view the situation and more specifically, our thoughts around the ordeal. The person who immediately springs into action and takes charge of the situation understands that their true power lays in being on the offensive when it comes to their lives. They get the point that in order to take charge of the situation they must take full responsibility for the position that they're in and take immediate action to rectify it. This may lead them in a new career direction, towards another job in the same industry, or in some other area that they never before even considered. They key is that they take charge, believe everything will work out and know that everything happens for a reason. Their challenge now becomes finding out what opportunity they are being given through this event, and making the most of it.

So now I ask you, which person would you rather be like in this situation? Remember, the choice is yours.

Offering both the wisdom of a teacher and the interest of a fellow learner, life purpose guide and visionary teacher, Joshua Aragon is passionate about enabling others to achieve their own dreams of success and make a lasting difference in the world for others. If you're ready to live a life worth living, a life of purpose and fulfillment, then visit http://www.JoshuaAragon.com to get a complimentary eCourse, '25 Secrets to Living a More Purposeful Life' today.

By Joshua Aragon

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SMART Interview Tips

Interviews can be rather stressful if you are not prepared or don't know what to expect. While some industries have their own way of conducting interviews as would be the case when some large organizations are involved and the choose to use the interview by panel route, the basics for all face-to-face meetings remain the same, regardless of the size of the organization. I have taken the opportunity to list the 'basics' below.

Before the Interview:

• Research the company so that you will be able to speak intelligently on the subject when asked. The degree of research you need to do is directly proportional to where you expect to be in the organizational hierarchy. Individuals applying for entry level positions need not to be as informed as those individuals who are looking for senior management positions.

For the Interview:
• Dress professionally i.e. wear conservative clothing, appropriate shoes, minimal jewellery, little or no perfume
• Bring breath mints and pop one in your mouth before the interview begins - NO CHEWING GUM
• Dress one level above the job you are seeking
• Bring a portfolio or briefcase with you that contains extra copies of your résumé, a notepad and a pen
• Turn OFF your cell phone or Blackberry and put it away will of your other electronic gadgets
• Arrive at the interview destination at least 10 minutes before the interview is scheduled to begin. the coffee cup outside! You really don't need that kind of security blanket.Leave
• When you arrive at your destination, introduce yourself to the receptionist. Don't forget to smile!

During the Interview:
• Smile
• Wait to be asked to take a seat
• Take a seat AFTER the person who is doing the interview has taken theirs
• DO NOT accept an offer for coffee although accepting a glass of water is perfectly fine
• Remain as calm as possible
• Questions that you should expect to answer during the interview include the following:
• Tell me about yourself - This question is directed at your qualifications for the job, not about your extra curricular activities. You want to demonstrate why you are the best candidate for the job.
o Why do you want to work for this company?
o Why should we hire you?
o Why did you leave your last job?
o Where do you see yourself in five years?
• If the question that is being asked of you needs further clarification, do not hesitate to ask for that clarification.
• It is perfectly fine to take a moment or two to compose your thoughts before to begin answering the questions posed by the interviewer.
• If you are unsure if you have asked the question completely, as the interviewer if you need to expand on your answer
• Be prepared to ask questions of the interviewer when given the opportunity. Good questions to ask include:
o Why is this opportunity available?
o What is the turnover rate for employees in this company?
o What is the timeline for filling the position?

End of the interview:
• Ask for the business card of the interviewer.
• Read the name and job title of the interviewer
• Thank the interviewer BY NAME for his/her time and consideration

Follow-up
• DO IT! - Send a thank you card or, at the very minimum, a e-mail that details how much you appreciate being considered for the job.

By Mary Salvino

©Salvino 20090618

Mary Salvino MBA is a freelance writer and career/business consultant who lives in Vancouver, BC. She has decades of experience in all aspects of career and retail management and is a valuable resource to both corporations and individuals in the area of strategic planning.

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Do You Work For Your Company Or at Your Company? There is a Big Difference!

Most employees show up to work each day and then go home and put everything that happened at work out of their mind. They do the same five-days a week and they collect a check to pay their bills. Of course, during a recession, companies are looking to get rid of this type of labor, and keep the employees who do not merely work AT the company, but they work FOR the company, and to make sure the company retains a profit, and keep its customers happy. So, I have a question for you;

Do you work FOR your company or merely AT your company? You see there is a huge difference between the two ways of looking at things and it will show in your work. Those folks which are self-employed understand this because they own the company and they have a vested interest, it is their baby. Most executives and many managers treat the company, not just as a place to work, but a conquest. No, not all managers and executives think like this; but, the great ones do.

If you are an employee that wants to move up in the company and perhaps someday become an executive you need to treat each day at work like this, treat it as if it is your own company and those customers are your customers. When you do this you'll find yourself moving up the ladder and surpassing those other employees who just don't care.

Oh sure, while they're at work they try to do a really good job but they are staring at the clock 10 minutes before five. When five o'clock hits they are already in their car starting the engine and driving outside the parking lot. And even if they are not actually there, they are in their minds.

The choice is yours, but in a recession I must remind you, your chances of being laid off are much higher if you are one of them and not one with the company. As a former business owner and founder of a corporation, I can surely tell you which employees I would let go first when cutting costs. Those employees who only work at our company would be the first to go.

Those employees that worked for our company and for the customer are the employees we would keep to make it through the rough times. Indeed, those are the employees we always promoted and now that I am retired, those are the employees who are running the company. Please consider this.

By Lance Winslow

Lance Winslow - Lance Winslow's Bio. Lance Winslow is also Founder of the Car Wash Guys, a cool little Franchise Company; http://www.carwashguys.com/history/founder.html/.

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Won't it Be Great When This Recession is Over?

Well, maybe! But if we think we have staffing problems now, the end of the recession might just be the spark that ignites some serious staff retention problems. Wendy Mansell, HR chief for Amazon writes that as the economy improves your best employees might well be courted by your competitors or attracted to other opportunities. In the present economy, senior level people who have survived cutbacks and layoffs are for the most part, staying in place. They're just grateful to be employed, But think about it, when things get better economically, and employers begin to fill positions that have been left empty for awhile, all of a sudden your top people may be presented with lots of interesting opportunities...some of which may simply be too much to resist.So what do you do to prepare for better times? You don't want to find yourself in a "brain drain" situation where in six months you have to replace some of your brightest, most experienced people. That could really be an obstacle to your ability to expand the company and take advantage of growth opportunities that might accompany better economic times.

So, as strange as it may sound, now is the time to develop and implement a staff retention program. It may cost you some money to do, but the dollars that it saves in the future could be enormous. Here is a list of tasks you can do now to prepare for better times:

• Make sure your wages and benefits are within 20% of the top dollar being paid for the same work in your region

• Spend more money on staff training and development. It will underline your commitment to your employees to do this now.
• Listen to employee opinion about what could be done to eliminate job dissatisfaction. You may be surprised at what you hear, but you won't know if you don't ask.
• Explain to staff repeatedly what is the mission of the organization...what it is you are trying to accomplish and how they can help.
• Look for opportunities to delegate tasks. Give people a challenge to successfully complete a job that they don't normally have. Help them grow.
• Say "thank you" and acknowledge good work. I've never heard an employee wish that the boss wouldn't say thank you so much. On the other hand, I've had lots of employees tell me that the only time they see their supervisor is when they made a mistake.

There are lots of suggestions out there about staff retention; this list is just a sampling. But a specific, intentional staff retention plan, implemented now, will put you in a good place to take advantage of the recession's end.

Want some really creative, powerful ideas about staff retention? Subscribe to our free Newsletter and receive a free extra bonus; an ebooklet containing 10 articles on staff retention, written by some of the most authoritative HR experts. Click the Leadership Training link below; do it now while you are thinking about it.

By Larry Wenger

Leadership Training

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Tips on Managing a High Volume of Applicants

If you happen to be a business fortunate enough to be hiring these days, how are you going about it? The first challenge in finding your next great hire is to find a way to screen the flood of applicants you're sure to receive; to find the cream amidst all that milk. But how do you do this? There are automated tools out there that can actually help. But, first implement these 4 basic steps to manage the high volume of applicants.

Tip #1: Place more requirements in your ad. If you are experiencing a overwhelming response to your job openings, and you don't have the time or staffing available to weed through it all go back to each of your job postings and place higher job requirements in your post. Be sure to note your desired technical skill requirements, preferred level of education as well as the top personal quality you are looking for in your ideal candidate.

Tip #2: Have candidates apply online. If you are trying to minimize the high volume of follow up calls and emails you can create an online application that replaces their need to email or snail mail you their resume and cover letter. In the online approach you can choose to not post your HR contact information. Many companies even note a "please do not follow up" sign on their online forms, but applicants will receive an automated thank you email once they hit the submit button.

Tip #3: Ask for samples. Hiring well in this down economy means you need to have solid confidence that the candidate you chose is truly outstanding to deliver the skill sets your company is looking for. You can request samples of their work, (portfolio) or in other job functions where a traditional portfolio does not apply you can create a quiz for them to take online. You can create a system to measure how long the applicant took to complete the quiz as well as other variables that are important for you to know about a candidates' performance ability.

Tip #4: Ask for a video. If it is vital for your new hiree to possess strong people skills or strong professional presentation, a great way to save valuable time in the interview process is for the company to request a 1-2 minute video submission from the applicants. This will help you screen through a lot more candidates when you don't have to take the time to individually schedule and meet them for in-person interviews. Make sure you give applicants a step-by-step checklist on how to create their videos. Asking for this additional application step will also weed out the ones who are not serious about being apart of your company.

If your new employee will report directly to someone else in your company make sure you also include that person in your interviewing and hiring process. You will move a lot quicker to finding the right candidate when you can divide and conquer.

Yoon Cannon is a systemic business growth coach, consultant and speaker based in Philadelphia, Pa. She specializes in helping entrepreneurs take their companies beyond the Million Dollar milestones through branding, sales & marketing, hiring and training. For more free articles and podcasts visit
http://www.paramountbusinesscoach.com or call (215) 292-4947 EST.

By Yoon S. Cannon

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The Role of Six Sigma in Staffing

With Six Sigma as the basis of recruiting and allocating various jobs, you can achieve an efficient workforce.

Some of the factors connected with utilizing Six Sigma methods in staffing are mentioned below.

Implement the Process

It is essential that you consider utilizing Six Sigma methodologies in order to accurately collect and process incoming data. This correctly identifies whether candidates are suitable or unsuitable for a job opening.

An analysis based on the statistics collected will provide you with the correct answer. There can be defects in the hiring process, such as hiring a below-average employee, hiring an employee not suitably qualified, or hiring one that does not fit into the organizational culture.

These recruiting defects ultimately result in customer dissatisfaction at a particular level. Thus, an effective screening process to weed out such employees results in better productivity and a high level of customer satisfaction.

Have a Hiring Game Plan

A suitable recruitment level strategy ensures that only suitable candidates are hired. This reduces time, effort and money required later on to identify and remove unsuitable employees.

A professional recruiting strategy prevents unsuitable candidates from slipping through.

Unsuitable candidates are employed because of a few drawbacks - a dearth of qualified candidates, an unsuitable salary structure preventing suitable candidates from joining the company or hiring personnel themselves being unaware of organizational requirements.

Reaching Out To the Right Candidates

In order to implement a suitable strategy, the organization needs to clearly specify qualifications, experience levels and skills required for each job. It should then ensure that job descriptions handed out to prospective employees clearly define the qualities needed for the job.

The job description should include salary structure, geographical location of the job, and a brief description of the activities involved in the job profile.

This enables prospective candidates to do a self-assessment based on job descriptions, so that they will know whether they are suitable for the job or not.

Screening

The resumes of all candidates then need to be screened in order to identify those unsuitable for the job. This can be done by comparing and analyzing resume content in order to spot red flags within the resume itself, although this is quite difficult since there are no standards against which resumes can be compared.

Once candidates are hired, it becomes essential to utilize Lean principle processes such as 5S, which can ensure that staff levels match demand and supply positions at any given time. These principles allow the organization to regularly evaluate gaps and surpluses in staff if any, and quickly correct the position.

Thus, Six Sigma plays a vital role in identifying, recruiting, and optimizing the right staff in order increase the efficiency of any organization.

Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solutions - Six Sigma Online (http://www.sixsigmaonline.org) offers online six sigma training and certification classes for lean six sigma, black belts, green belts, and yellow belts.

By Tony Jacowski

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Getting the interview

4 Strategies For Getting the Interview

This is the first in a series of articles that will draw deeply on my ten years of Talent Acquisition (recruiting) work for Fortune 500 companies throughout the entertainment and staffing industries. It is my intention for these articles to support you with real, hands-on information. I intend to draw on my experience in the trenches as a recruiter or my personal success as a job hunter. This first article outlines a couple of assertive techniques that will ask you to generate courage and confidence to take action that will help you successfully distinguish yourself from the hundreds of other applicants currently in the talent pool. However, I caution you to only execute these techniques if you are indeed very qualified for the job! Although my experience is at very large companies I assert that these techniques will work well when approaching smaller companies.

1. Stop sending your resume/profile and start having conversations

In the current employment climate I encourage you to take a more active role in your search and stop sending your resume to every Tom, Dick, Harry, and job posting you see on the internet. You may not realize it, but as soon as you submit your resume to a company you also put your career in their hands. Therefore, when you see a posting at a company that interests you, ask yourself if you have a way in other than your resume. Perhaps there is someone in your network that works for the company who you can ask to e-mail or hand your resume to the hiring manager. If you don't know anyone then do the research to find out who to talk to (with sites like linkedin.com this isn't as hard as you might think). Send them a brief (perhaps two paragraph) intro telling them why you are the solution they need and let them know that you will be calling to follow up in a couple of days. Recruiters don't want to hear this, but (if and only if you are indeed well qualified for the opportunity) one of your best ways in is through direct contact with a hiring manager. On many occasions I have met with hiring managers to discuss new openings and have been given direct leads to candidates who had made contact with them.

2. Use the telephone

I know this seems archaic in our age of technology. However, rather than leave your career up to cyberspace I encourage you to do some groundwork, figure out who to contact, and muster up the courage to make the phone call (if and only if you are indeed well qualified for the position). When you do get the hiring manager on the phone you should be prepared with a solid twenty second pitch as to why you are the solution to their problem. Then make an agreement to submit your resume directly to them along with submitting it online. Let them know that you will call to follow up in a couple of days and how much you appreciate their time. Alternatively, if you have submitted your resume online and you know you are a great candidate for the position call within one week to follow up on the status of the position. Tell them why you are someone they would want to meet and that you would like to interview for the position. Many job postings say not to call. However, if you take a strategic approach to this, understand the line between making a phone call and being a stalker, and you are indeed a solid candidate for the job than you are doing the recruiter or hiring manager a favor. In my busy recruiting days it was a service to me when a qualified candidate whose resume I had not yet seen would call to follow up. If time allowed I would open their resume immediately. If they were a great candidate, I would get very excited and start asking questions right away or schedule a better time for an interview.

3. Do your research early

If you are contacted by a company you should be prepared by having conducted some initial research. It should answer the following questions:

a) What does the company do/offer?
b) What is their market position and who are their competitors
c) company structure
d) company financials
e) your understanding of the job based on the description.

Most, if not all of this information is readily available on the internet. You may not be asked questions that illustrate this knowledge if they are simply calling to schedule a meeting. Nonetheless, you will be prepared.

4. Be the solution

It is not a secret that many organizations are currently struggling. Hence, more than anything, even more than your actual skill set, companies are looking to hire you as a solution to their problems. What's the problem? Figuring out how to save or generate more money. One way to clearly differentiate yourself from other candidates is to illustrate that you are the solution to this problem. You want to have clear examples of how you helped address a company's bottom line on your resume and be ready to talk about them as soon as your first conversation. This may seem challenging if you are not directly in sales, finance or accounting. Here are some examples:

Marketing: How can you quantify leads that got generated through marketing campaigns you executed? How can you quantify money you saved or helped generate based on your marketing analysis.

Product Development What kind of revenue was generated by new product launches?

Project Management How can you quantify in a dollar amount time you saved on a project?

Administrative Perhaps you supported a boss who was a key player in the sales department and can illustrate how you provided the expertise to help a system run more efficiently, which saved your boss more time to go out and close additional sales.

These techniques can be daunting for some. However, the courage you need to take assertive action in alignment with your desire to get back work is right within you! It is your vision coupled with action that will help bring your career back into reality!

Do you have a strategy you want to share or a question about "getting the meeting?" Please comment below. You never know, the story you share may just be what the person reading it needs to hear. "tweet" this article or post it to Facebook so others can benefit from this information!

The next segment in Lessons from My Recruiting Desk will show you how to stop interviewing and provide in depth details for crafting your "winning job presentation!".

Jason Mannino, MA, nationally recognized Career Strategist, Personal Development Coach and Writer ignites the courageous action that will have you thriving in today's economic and employment (unemployment) climate, while turning your life's greatest visions and goals into reality. Jason's mission is to inspire people to create careers and lives that are an expression of personal integrity and authenticity. As a recognized expert in his field Jason has been featured online at New York Times, Wall Street Journal, New York Daily News, USA Today. He has also been featured in Frontiers News Magazine and Echelon Magazine.

You can learn more about Jason at http://www.jmannino.com or request an alert on his upcoming eBook Swinging Through the Unemployment Jungle by emailing [mailto:info@jmannino.com]info@jmannino.com

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