3 Ways to Energize Your Job Search

Searching for a new position, especially when temporarily unemployed or displaced, can be an incredible drain on your energy. Maintaining your energy and finding ways to stay engaged and in a space of belief is crucial to navigating through this time with ease.

Here are a few ways to keep energized throughout your job search.

1. Change up your routine. Routines are often a great way to get more done and to feel productive. Routines are even a great way to get out of a rut, by making sure you still exercise, network, complete your online job search, and whatever else may be on your to do list. However, if you are doing the same thing over and over again, day-in and day-out, it may be time for a routine change. Something as simple as searching for jobs on your laptop at a local coffee shop, going out to lunch with a friend, or mixing up your exercise routine can do wonders to get you energized.

2.  Get support. Find a group of people who can support you. It may not be your normal social or family circle. Talking with people who are or have experienced something similar is a way to remember that this is only temporary. Get around people who believe in you and will encourage you to pull through and carry on—even when you don’t feel like it.

3. Take a break. It’s hard to step away from the job search when you need a job, but sometimes it’s the best thing you can do for yourself. Take a jobseekers-vacation by shutting down the computer, spending some time doing something you enjoy, and recharging your mind. You don’t need to take a vacation if it’s out of the budget, but do step away from the monotony and drudgery of online job seeking—which is a big energy drain when repeated for a long time.

When you spend some time staying energized, you’ll be in a better space to recognize new opportunities, network with the right people, and perform well during an interview. As hard as it may be to stay energized during a job search, remember, it’s essential.

Top 7 Ways to Create Career Success

A successful career isn’t always guaranteed by your career track and education, there are many other ways to create success. Here’s our top seven ways to create career success, no matter what industry.

1. Leverage Relationships ­– Some people will see others as a means to get what they want, stomping and rolling over people along the way. The savvy career person will not only treasure these people on their path, they will build relationships and leverage them.

2. Continue Learning and Growing – No matter how much you know or how high your education, there’s always more to be learned. Those who create career success continue to learn about the latest and greatest inventions, tools and techniques. They never get to a status of “knowing it all.”

3. Become a Leader – When other people see you as a leader—both in your industry and in your workplace, your chances of success skyrocket. To become a leader, you’ll need to think and act like it. And leaders lead. Do your current behaviors model leadership mentality?

4. Think Creatively – Creative thinkers can quickly and easily adapt to all situations, people, and change. It’s these thinkers who are flexible and create solutions for the organization that end up getting noticed. Don’t be afraid to think outside the box.

5. Work for the “Right” Company – Being paired up with the right company that matches your personality and values greatly increases your chances for career success. Working with a company that doesn’t allow you to grow, lead or think creatively will stifle your success. Don’t be afraid to make a move when you’ve come to realize that you aren’t in the right place.

6. Build/Mentor a Great Team – It’s hard to have success with the support of a great team. So, not only should you look to hire the best and most brightest people, but mentor them to help them achieve their own success and potential as well.

7. Stay Hungry – Find a way to keep your drive, motivation and passion towards what you do and who you serve. It’s up to you to own your performance and engagement level. As soon as you checkout, it’ll be felt. Find a way to keep yourself fully involved and invested in your work.

While we know this list just scratches the surface of this topic, we’d love for you to assess which of these you are excelling in and where you could use improvement.

Plus, we’d love to know what you else you believe will give you career success. Share those things here in the comments below.

What You Can Do to Help Your Employer Retain You

You finally landed your dream job, now what?  Enjoy it while it lasts, because there is a 25% likelihood you will leave within one year and another 33% possibility that you will not meet productivity targets.  According to the 2012 Allied Workforce Mobility Survey the odds of your employer retaining you are less than 50%.  However, before you start looking for your next job, there are actions you can take to help your employer retain you.  After all this is your dream job.

According to the survey there are three reasons that new hires leave within their first year.  They are management relationships, job performance and lack of career advancement.  Let’s deal with them one at a time.

1. What can you do about management relationships? Someone recently said “people don’t leave their job they leave their supervisor.”  Apparently, it’s true.  I had a boss early in my career.  Let’s call him Ebenezer Scrooge (not his real name).  He was caustic, acerbic and downright rude and he liked me!  Others would argue and confront.  None of it changed his behavior.  This may seem like a hostile work environment but it wasn’t.  I am not suggesting you tolerate abuse.  I did not.  The real Scrooge was transformed but not here.  I persevered and learned not to take his comments personal but it was hard at times.  We all have examples of friends and family who behave like Ebenezer Scrooge.  You don’t condone it and you may even try to avoid them but if you can’t you learn to cope.  I worked for my Ebenezer for 3 years and learned enough to get a great promotion. That would not have happened if I had opted out.  You might be interested to know there are over 400 to 600 coping strategies.

2. What can you do about job performance? Fortunately most bosses are not an Ebenezer.  But, the majority will throw you into the deep end of the pool and watch you sink or swim.  You may accept this but it is not the best way to learn to swim.  Before you get thrown in there is an important question to ask during the interview process.  “What is your onboarding process?”  Get as much detail as possible about who conducts it, what is the content, what am I expected to deliver in the next 30, 90 days, 180 days?  Will there be opportunity for training?  Will you be assigned a sponsor?  You see most organizations with less than 10,000 employees do not provide training, mentors/sponsors or performance goals.  This is what 500 HR professionals said in the above survey.  So by asking what is your onboarding process you are confirming what you already know or suspect.  This gives you an opportunity to identify what additional information you need to know prior to starting and to make suggestions on performance goals.  If you can get agreement you are much more likely to succeed.  If you cannot get agreement then maybe this is not your dream job or the only way you will succeed will be in your dreams.

3. What about career advancement? If you are not sure ask “assuming I do a great job will there be opportunity for me to advance at the appropriate time?”  This is one area where there should be no confusion.  However, this is still one of the top reasons people leave so something must be wrong.  Either there were no opportunities to advance or the opportunity to advance does not come soon enough.  Don’t accept a job that does not have opportunity for advancement and where there are opportunities be realistic about the timeline for achieving them.

These are the reasons you will leave your employer if not in the first year then perhaps in less than five years.  So your retention rides on your ability to help your employer overcome these problem areas.  You see most employers don’t know you are unhappy.

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This was a post originally seen on the Career Rocketeer blog and was written by Tom Cairns. Tom Cairns has hired and promoted hundreds of executives and professionals. He is a career development and coaching specialist. He understands the job search process, knows how to create a compelling resume and build an effective network. He knows how to interview like a star and exploit internet resources. Tom is an Associate Professor in the Graduate School of Business Azusa Pacific University, former S VP HR NBC Universal and Presidential appointee as Chief Human Capital Office US Department Homeland Security. He has the ability to provide all you need to know to jump start or continue your career search. You may contact him via e-mail at tom@cairnsblaner.com. Follow him on Twitter. His website and blog is: http://www.cairnsblaner.com.

The Interviewer Said!

This post was written by Perry Newman and was originally featured on the Career Rocketeer blog.

In my career, I have written and read thousands of resumes and I will be the first to admit a well-written resume is no guarantee that you will be hired for a new job. However from my own experience and the experiences of many of the people I have worked with I can say with 100% certainty that a well-written resume will increase your apply to interview ratio by at least 25% and improve your chances of impressing the people who interview you.

To highlight for you how a effective a tool a well-written resume can be, I asked a number of people who found a new positions about the feedback they received on the resume we collaborated on, and here are a few responses..

1: The interviewer said “you are a candidate we could not afford to pass on so after I finished reading your resume I picked up the phone ASAP to contact you to schedule an interview.”

2: The interviewer said” the minute I finished reading your resume I knew you were a perfect match for the profile we developed for a new hire.”

3: The interviewer said “after reading your resume I felt I’ve known you for years even though we’ve never met.

4: The interviewer said “based on your resume I know what we can expect from you in the future if we hire you.”

5: The interviewer said “I screened over 100 resumes but yours was one of only a handful that stood out and caught my attention based on its style and content.”

6: The interviewer said “your resume answered all the questions I had about you and raised a few questions I had not considered about your competition.”

The bottom line is if you have a well-written resume you can elicit they same type of responses as well. Not every resume can get interviewers and screeners to react like this; after all you must have the talent and ability to put on paper that will excite people. But I can tell you that a well-written resume will get people to take notice of you and what you have to offer and it will increase your chances of being considered a front runner for a new job.

Perry Newman is a nationally-renowned job transition specialist who develops branded resumes and is a career coach for executives, professionals and MBA’s seeking six- figure positions in multiple industries within the USA. As a Certified Placement Consultant, Certified Social Media Strategist and founder and former Managing Director of a NYC-based executive search firm, Perry has a rare combination of talent and experience that is essential for your success in today’s job market. Acknowledged as a subject matter expert in his field Perry is a sought-after public speaker for radio, TV shows and career services seminars and his articles and blog posts are published in national newspapers, magazines and blogs throughout the nation and the world.

Help Your Employees and Your Team Become Better Listeners

Communication is an important part of building a team, creating a thriving company culture, and increasing productivity and effectiveness. Studies have shown that a large percentage of people listen less effectively than they believe, however, listening is a skill that can set your team and company apart. It sets up the stage for creating a cohesive environment, in which individuals thrive, and actively take pride in their role.

To help your employees and team become better listeners follow these simple tips:

Encourage questions. Create an environment where individuals are encouraged to ask questions – whether to clarify direction, further understand an assignment, or out of simple curiosity. This means treating all questions as important and equal and never embarrassing a person for asking a question that may seem silly or out of context. If our minds can’t understand what is being said, it will generally block the flow of listening and distract the individual as they seek to figure it out internally.

Let people finish their thoughts. This applies to the listener and the speaker. People need a chance to work through their thoughts and express all the pieces for discussion. The majority of people are already thinking of a response before a person is finished speaking – instead, set the example that individuals should not be interrupted. Task your employees with writing down their thoughts while others are speaking so nothing is lost, their turn can be had once the other person’s thoughts are complete. This can decrease misunderstood communications between multiple parties.

Keep open communication. Foster an environment where individuals feel safe and comfortable asking questions, being inquisitive, and having an open line of communication. An open communication policy ensures that all of your team members will ask questions when needed, even if they find themselves in a situation that is uncomfortable.

Altogether, work to create a team of employees that listen and are actively participating in what’s happening around them. You can also keep meetings short and concise, give breaks during longer meetings, and provide healthier food choices to keep individuals more alert.