Job Search

Advancing Your Career: Accepting Feedback

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All of us need feedback to be our best selves. And of course, we need a clear goal to strive towards. This article is about asking and accepting feedback; we’ll tackle setting goal setting at a later time.

Learning to accept feedback is hard; many of us are skeptical that the feedback we receive is correct or have difficulty understanding it. That being said, real feedback is invaluable; here are some ideas on how to solicit and use feedback:

  • Recognize that receiving asking for and receiving feedback requires trust; and trust does not come quickly. Before asking for feedback, make sure you have a real relationship with the people you are asking. And the people you ask are willing to be honest with you and not just tell you what you want to hear.
  • Ask for feedback from supervisors, peers, subordinates, and customers. We tend to interact with people at different levels differently. For maximum effectiveness, try to solicit feedback from those people who might see you from different perspectives.
  • Thank people for taking the time to provide you with feedback. Even if you think the feedback is off-base or not helpful, you should thank people anyway. And find a way to let them know that you took their feedback seriously.
  • Listen, write the feedback down and look for themes. Practice active listening and really pay attention to what people are telling you. Write down what people say (not while you’re sitting in front them). If you hear the same feedback from multiple sources, believe it—even if you disagree.
  • Develop a plan to follow up and track your progress. Set personal goals for improvement and establish measures so you can track progress. As an example, if the feedback you receive is that you need to broaden your contacts, be specific in your plan: “meet one new person each week and invite them to coffee,” rather than, “be friendlier.”
  • Follow up. Don’t expect immediate change. Give yourself a couple of months of practicing new behaviors and then go back to the people who originally provided you with the feedback to see if they can see a difference.

None of us are perfect and all of us can use improvement. By sincerely soliciting and integrating the feedback you receive, you can help push your career forward and meet your potential.

Networking 101

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We have all heard that networking is key in getting a job. But what is a network? How do I identify who’s in it? And how do you actually do it?

  • What is a network? According to thebalancecareers.com, a career network is a group of personal contacts who can assist you in job search, learn about specific jobs /careers, and help you achieve your career goals.
  • Who is in your network? I suggest that you already have a network; you just have to realize it. Your network can include friends, relatives, parents of children’s friends, parents and relatives of your friends, club members, cousins, neighbors, current and previous co-workers and managers, suppliers, professional association contacts, your community contacts (civic leaders, clergy, etc.), and your doctor, financial advisor, or attorney. The above is just a starting point—your network is everywhere you are!
  • What’s next? Make a list of people and their contact information. If you think your list isn’t long enough, you can expand it in a number of ways:
  • Attend networking events (for example, those hosted by your professional organization, Chamber of Commerce, and tips groups). Attend association meetings and take advantage of educational opportunities.
  • Work as a volunteer. For example, in your industry association, the Membership Committee is a great place to start. The Program Committee (that plans events) or the Finance Committee (that helps line up sponsors) can also be good choices. Getting involved in any organization is beneficial. Volunteering is one of the best ways to network your way to new contacts.
  • Participate in an online community. This can be a social networking site like Facebook or LinkedIn, an alumni site (like Classmates.com), or your trade association’s website (which might have an elist or message board to connect members).
  • Contact your alumni groups. Your college or university should have an alumni association (often with a directory of members) that can be useful. You can mine the directory for contacts in your field, even if they didn’t graduate in the same year as you. Your alma mater connects you.
  • Read your local business journal to find out about growing companies. Pay particular attention to the “People” section (the section that highlights promotions and new hires at companies) and see if there are any contacts you can make. Record the names and contact information and get to work!
  • How to network. While you can reach out to everyone in your network to let them know you’re looking for ideas, information, advice, and referrals, it is more effective to take a targeted approach. For example, if you see an advertised opening for a position, go through your network and see who might be able to provide you with access to the hiring manager (or someone else who works at the company), information about that specific company (or the company’s position in the industry), or information about the specific position you’re seeking. You can use your network contact to make an introduction to a hiring manager — either asking them to pass along your résumé to that individual, introducing you directly, or allowing you to use their name when making an initial contact.

Don’t forget about using social media to reach out. LinkedIn is particularly effective in helping you take your existing contacts and leverage them into even more networking opportunities. You can see how you’re connected to a company or another individual using LinkedIn.  Use social media to arrange in-person get-togethers. For example, if you make a new contact on LinkedIn, if they are local, arrange to meet them in person. Technology makes networking easier, but face-to-face interaction is still the best way to network.

  • Don’t wait until you need a network! If you wait until you need to leverage your network to start one, you’re behind. Here are some keys to using networking effectively; 
    • You should constantly be building — and strengthening — your connections with your network. One of the easiest ways to do this is using LinkedIn. One of the most effective ways to improve your network, however, is through personal contact. Do something to build your network each and every day, whether that’s sending an email to someone you haven’t talked to in a while, or identifying someone new you want to meet.
    • Ask for help. Most people will be happy to help you — but you need to ask!
    • Be specific in what you’re asking for. A specific request for assistance (“Does anyone know someone who works in the accounting department at Company or Agency X?”) is more likely to be fulfilled than a general request (“I need a new job! Help!”)
    • Prepare for networking. Have business cards made that are strictly for networking. You can have cards made very inexpensively.
    • Follow-up. If a networking contact gives you advice, a lead, or information, follow up on that information — and then also get back to that person to let them know how it went.
    • “Give to Get.” By helping people who ask you for assistance, your network will be stronger when you need it.

Not on LinkedIn Yet? Here are 7 Reasons Why You Should Be

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What? You’re not on LinkedIn yet? What are you waiting for? While LinkedIn is de rigueur for the private sector, I see more and more federal agency managers using LinkedIn as well.

If you’re not already on LinkedIn these seven reasons outline why you should be on this critical professional social networking site.

  1. Because That’s Where The People Are. LinkedIn is the number one social network for professionals — and, arguably, the most important website for jobseekers — with more than 650M members worldwide. Not only are people you know already on the site (friends, family, co-workers, colleagues), but so are people you should get to know — recruiters, hiring managers, and your future co-workers.
  2. To “Dig Your Well Before You’re Thirsty.” In his book of the same name, author Harvey Mackay advocates building your network before you need it — and joining LinkedIn now gives you time to build your network of connections.
  3. To Strengthen Your Offline Network. LinkedIn helps you keep track of people you know “in real life” — what they are doing, where they work now, and who they know.
  4. To Reconnect With Former Co-Workers. Sometimes it’s hard to stay in touch with the people you used to work with — making it difficult to find them when you need them (say, to use as a reference in your job search). LinkedIn allows you to search contacts by employer, so anyone who listed that company in their profile can potentially be found in the search.
  5. Because You Can Establish Yourself as an Expert. One of the ways to be seen as a thought leader in your industry is to increase your visibility. A great way to do this is to write articles using LinkedIn Publishing. Anytime you post articles or a status update, these updates will be available in your profile, so people looking for you can see that you are actively engaged in this online community.
  6. To Be Found as a Passive Candidate. Having a robust LinkedIn profile — filled with your accomplishments and strong keywords — will lead prospective employers to you, even if you are not actively looking for a job. Recruiters especially are always searching LinkedIn to find candidates to match their search assignments.
  7. Because Your Presence on LinkedIn Can Help You Be Found Elsewhere Online. It’s common practice for hiring managers and recruiters to “Google” job candidates, and your LinkedIn profile will likely appear high up in their Google search results. A strong LinkedIn profile can enhance your candidacy, especially if you have a solid network of contacts, at least a few Recommendations, and you’ve supplemented the basic profile information with things like lists of your certifications, languages you speak, honors and awards, and/or your professional portfolio.

9 Things They Didn’t Tell You About Transitioning out of the Military

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If you are thinking about transitioning from your military to your civilian career, you probably attended TAP. Even if you paid attention during your TAP class, there are (at least) 9 things they didn’t talk about:

1. Transition is hard. If you have spent your entire adult life in the military, transitioning to civilian life is hard. You will likely be around people who have never served in the military—and in some cases you may be the first military member your new colleagues will have met! That means your new colleagues may not understand your experience or the language you use. You’ll need to translate your skills and experience into civilian “speak.” Most nonmilitary personnel do not know the difference between a Corporal and a Colonel, or a Brigade or Battalion.

2. You may not make as much money as you had hoped. Competition for jobs is fierce, whether you are targeting the federal sector or the private sector. And wages in many industries have been stagnant. You may not be able to match your military income, depending upon where you live and what you decide to do. In addition, you may not have access to the services you had as an active duty military member—depending upon your individual situation, you may have to pay for medical insurance and housing costs, your taxable income may be different, etc.

3. Veterans preference alone will not get you a job. You may have heard that as someone who has veterans’ preference, it will be easy to get a job in the federal government. The reality is that most federal job postings receive hundreds, if not a 1,000 or more applications. In most cases, a significant percentage of those applications are from those who have veterans’ preference—and many separating military members receive a 30%+ compensable disability rating. I worked with one agency which received 1,200 applications for a GS-6 position—and 900 of the applicants had a disability rating of 30%+.

4. Getting a job—whether federal or private sector—will take time. You should start looking for job prior to separation; if you’re targeting the federal government, consider using the VOW Act (see: https://chcoc.gov/content/vow-veterans-opportunity-work-hire-heroes-act-2011) prior to separation to receive veterans’ preference consideration. If you are selected prior to your military separation, most employers will wait a period of time for you to be able to start. I tell separating military members that they should expect 6-12 months of job search. Of course, you could get a job sooner but its good to be realistic about how long it could take.

5. No, you cannot “do anything.” I often hear from people who say that they can “do anything;” the military instills a “can do” spirit in its members. While this is obviously good, most employers want to know specifics. You need to be able to talk about the specific thing you can do, along with your accomplishments.

6. A general resume does not work. TAP often encourages transitioning military members to have a “master resume.” Again, whether you are targeting federal or private sector jobs, you need a targeted resume that speaks to the knowledge, skills, and abilities you bring to the table in the context of the jobs you are targeting. Rather than having a master resume, you may want to have multiple resumes, each focused on a different career field and using the key words / target language for the specific industry. And, if you are focused on the private sector, your resume will likely be run through Applicant Tracking Software (ATS) which will search for specific key words.

7. If you want to go the government contracting route, understand the risk. Make sure the position and contract are real (and have been funded) before you stop looking elsewhere. And ask when the contract ends—you want to know that the contract still as some “life” on it—there is no guarantee that the contract will be re-competed or that the contracting company will win. And if not, you could be on the street.

8. Yes, you need to network. In the private sector especially—and even in the federal sector—who you know does matter. The time to network is before you separate. A Department of Labor study shows that 80% of all job selections come from professional networks. Hiring is a risk for employers (they never know what they’re going to get) so being referred by a current employee is a huge plus. Reach out to one of the many military networking groups. Join LinkedIn and be an active participant. Talk to people about what you want to do and have your elevator speech ready to go.

9. Don’t be afraid to ask for help. This could mean getting assistance in figuring out what you really want to, writing your resume, practicing interviewing skills, etc. There is a lot of assistance out there for transitioning military members—both free and paid. You didn’t serve alone; you don’t have to transition alone either!

6 Steps to Writing a Great Cover Letter

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While cover letters are generally not needed for federal applications, they are still common for private sector applications and even some federal hiring managers like them. So, if you are applying for a position in the private sector, or if you are a traditionalist, and want to include a cover letter with your federal job application, here are 6 tips you should use to do it right:

  1. Although many people use a template cover letter, you should customize it each and every time. Make sure that your cover letter is addressed to the right person, the right company/organization, and the right job. It is amazing how many people miss this simple step. In this age of Google, LinkedIn, company websites, there is no excuse for “To Whom It May Concern” or “Dear Sir or Madam.”
  2. Match your cover letter formatting to your resume formatting. To ensure that your two documents are compatible, use the same font and formatting—you want to make it obvious that your documents go together. That being said, your cover letter should not be an exact duplicate of what is in your resume.
  3. Make your cover letter employer-focused. Address the employer’s needs and interests to show you are a good fit. Be sure to highlight your relevant job-related achievements in your cover letter and show how those accomplishments can help the employer solve their problems. Do not discuss your needs—like telework, part-time schedules, etc.
  4. Be professional. This means using a professional personal email address (ideally with your name; remove birth year—some employers will not consider resumes from people who use their birth year in their email for fear of potential discrimination concerns. You should not use your work email address for seeking other employment; nor should you be using AOL for job applications. It goes without saying (I hope) that you should not use hotmama@gmail.com or hotrodguy@yahoo.com. You should also doublecheck to ensure that your contact information (and the rest of your letter) does not include typographical or other errors.
  5. Start your cover letter with a “bang.” Your opening sentence should not be along the lines of “Enclosed please find my resume in response to your posting for…” This is boring; instead, make your opening sentence pop; think about something along the lines of, “As someone who is committed to improving educational opportunities for all, I have followed ABC company since its inception. I was excited to see the posting for…”
  6. Close the deal. Your last paragraph should include a “call to action.” Invite the reader to take the next step. Tell them that you welcome the opportunity to share more information and provide your best contact info (email, cell phone).

No, I Will Not Guarantee You That Your New Resume Will Result in a Job Offer

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I am often asked whether I will guarantee a job offer if someone uses my services for resume writing. Not only will I not guarantee that you will get a job, I encourage you to question anyone who makes that claim. Why? There are lots of things that go into getting selected for a job—your resume is only a very small part.

What are some of the other factors that go into determining whether you will get a job?

  • Are you actually qualified for the position(s) you’ve applied for? For example, do have the specialized experienced required (and not just time in grade), if you’re applying for federal jobs. Did you answer the questionnaire properly? If you’re applying for private sector positions, do you meet all of the qualifications?
  • Is the hiring manager just going through the motions of posting because he or she has to because of internal policy or some notion of transparency? Does the hiring manager have someone in mind (that isn’t you) but is just posting out of habit or again, internal policy?
  • Did you blow the interview? Perhaps you received an interview or were referred to the hiring manager; was your interview strong? How did you compare to the other candidates referred / interviewed?
  • Was the hiring manager required to hire someone else due to internal politics?
  • How many positions have you actually applied for? While it is certainly possible that you will get the first position you apply for, it isn’t all that likely. In many ways, applying for a new position is a numbers game. And, while I do not endorse applying for “everything”—also known as the “spray and pray” method, I do believe you need to be realistic about your chances. Most job postings result in hundreds, if not thousands of applicants.
  • Was there an actual position to be filled? Or was the posting in anticipation of receiving funding / approval for the position / whatever? Was it one of those federal postings I often see that are open in dozens of locations for all grades? If you read the fine print on those, it clearly says, “There may or may not be actual vacancies at the time you submit your application.”
  • Are you networking? Have you used LinkedIn or another source to identify people on the “inside” who might be able to assist you in learning about the organization, the position, and the hiring manager? Networking is critical to all job searches, federal and private sector.

The above represents just some of factors that go into a hiring manager making a decision. So, no, I will not guarantee you a job offer. I will guarantee you a best practice, competitive resume that is targeted toward your position of choice.