Guest Bloggers Required!

Well, we are certainly attracting a bit of web traffic now, which is great to see, and throwing open the chance for you to add your guest blogs to this site.

Maybe you are a recruiter, an image consultant, a careers advisor, life coach, HR consultant or job hunter? If so then let us know if you would like to write us a guest blog article, sharing your news, hints, tips and advice with links through to your site!

Simply email jo@personal-marketing.co.uk with your article (around 400-700 words) and  share your expertise. Don’t forget to include a short bio on yourself and your web address if you have one.


Industries that boom in a recession

Following on from our previous blog post on where to work in a recession we found this beauty of an article on digg from www.focus.com….

During this recession (and most others) virtually all of the media’s focus is on job losses. Many specific fields – like construction and financial services, in the case of today’s recession – are devastated, and these, too, get plenty of attention. But one of the most basic facts about the economy is also one of the most ignored. Fundamentally, there are two sides to every transaction. So while the media and politicians are eager to depict the hardships of one side, the fact remains that some job fields on the other side are doing superbly well. Some of these fields simply happen to be doing well, while others are thriving precisely because of the recession and the opportunities its fallout has created. Today, Focus examines 12 job fields that boom during recessions.

Government

One consistent feature of virtually all recessions is the government attempting to “do something” – usually creating a slew of new regulatory agencies and/or programs to ameliorate whatever ills are said to have caused the recession. Today’s recession is no different, and sure enough, government employment has more than held its own. A February 2008 article in the Washington Examiner reported that “among the few sectors of the economy showing net employment growth over the past year is the federal government.” 33,000 new positions were added in January alone, and “only 9,000 of those new slots were for temporary Census jobs.” In short, recessions tend to hurt private sector jobs far worse than than they ever hurt government jobs.

Foreclosure Auctioneers

Much of the 2008-2010 recession has to do with fallout from the housing boom and bust. While the media rightly mentions all the hardship this has caused to foreclosed-upon homeowners, they neglect to mention that business has never been better for foreclosure auctioneers. Those whose job it is to resell foreclosed properties have more work they can handle. Indeed, some foreclosure departments are so saturated with homes to auction off that they actually cannot sell them as fast as they come in. While it’s certainly a shame to witness the number of homeowners who have lost their residences, there is no denying the benefits involved to those on the other side of this particular transaction.

Storage Facilities

Storage facilities are a textbook example of a counter-cyclical industry – that is, a field that succeeds to the extent that the rest of the economy fails. Because recessions tend to strike at the very core of a person’s finances (including, in this case, mortgage payments), people often choose to move into an apartment or a house in a less expensive area of the country. As a result, these people end up needing a place to temporarily store all of their belongings. Storage facilities, truck rental companies and other firms which prosper by assisting in the moving process all derive substantial income from this, and are well known as an industry that not only survives but thrives during recessions.

Utilities

Another field that seldom experiences layoffs or slowdowns during recessions is utilities. Simply put, most people are not going to stop using lights, water or electricity because the stock market takes a dive. On the contrary – when people get laid off, they often find themselves at home far more often than they were previously, which leads to even more utility use. When this happens, a case could be made that the need for utility workers actually expands. At the very least, this is a field that will not find itself in any kind of serious recession-related trouble.

Pawn Shops

One of the many behavior changes driven by economic downturns is a cost-cutting mentality that keeps consumers out of high-priced stores. A major beneficiary of this are pawn shops, which sell second-hand items that are often still in excellent condition for far less than their original prices. A 2008Huffington Post article, for instance, noted that “business is booming” for pawn shops. One shop owner exclaimed that he’d “been on a continuous uphill run for a number of months” and furthermore, that he didn’t “see anything that would stop it.” Nor is this at all an anamoly. Pawn shops are yet another business on the seldom-discussed “other side” of economic transactions affected by the recession.

Sales Agents For Securities & Investments

As MSN explains, sales agents for securities and investments are a eager beneficiary of down markets. When a stock exchange tanks, it triggers a blizzard of selling activity (including a lot of irrational selling of shares in financially solvent companies.) While this is unquestionably a serious loss to the companies involved, the brokers and sales agents who execute the sales make a king’s ransom in the process. Like the foreclosure auctioneers, there is scarcely a better time imaginable to be a securities sales agent than in the thick of a down market.

Bankruptcy Lawyers

We all know that recessions lead to a rise in bankruptcy. Our current recession in particular has driven an even larger increase than other downturns. It’s a veritable veritable nightmare for the affected homeowners, but the bankruptcy lawyers who walk them through the process profit quite handsomely. Bankruptcy law is no walk in the park, and even a tiny missed step can be financially ruinous for the homeowner. Whether a bankruptcy lawyer is paid by the homeowner directly or by the government on the homeowner’s behalf (in connection with a relief program, for instance) makes no difference to the attorney’s bank account.

Equipment Auctioneers

Our current recession has been one of the worst in generations for the construction industry. Demand for new construction projects simply dries up in the wake of economic despair and uncertainty. Although this sends a lot of foreman and contractors to the unemployment line, it simultaneously “lead to a vibrant market for secondhand heavy equipment”, according to MSN. The same applies to farm equipment. Slowdowns in agriculture equate to idle equipment, which the owners generally try to avoid by selling it off while it still has some semblance of resale value. Any business involved in the resale of construction or farm equipment (estimated to be a more than $100 billion market) benefits dramatically from that process.

Job Recruiters

Much is made of the troubles suffered by laid off employees. Like every other transaction, however, this one has multiple participants. To the extent that a lot of people are out of work, job recruiters and head hunters prosper. Demand for their services is never higher than when massive segments of society are unemployed, and you can bet that such people are anything but dismayed when recessions reach the boiling point. A competent job recruiter will see his or her inbox positively stuffed with requests from distressed employees eager to get back into the workforce.

Debt Collectors

Debt collection is an extremely results-oriented profession. Generally speaking, you paid a percentage of the debt you are able to collect from the people who owe it. No collections, no payment. It comes as no surprise, then, that debt collectors succeed during economic downturns. To put it bluntly, there’s a lot more debt to collect. If a debt collector is unsuccessful in their attempts to collect from Borrower A, there is a seemingly endless sea of “Borrower B’s” to pursue and hopefully collect from instead. A collector who does their job courteously and empathetically can exit the recession having increased their income by an order of magnitude.

Vice

It’s been proven time and time again that nothing succeeds in a recession like vice. Cigarettes, alcohol and gambling are perpetual winners when the rest of the economy appears to be doomed. To be sure, the addictive element of each of these things has much to do with that. However, there is also the fact that many people wish to escape, somehow, the pain and discomfort of economic problems. Each of these things offers a temporary reprieve from the usual worries about jobs, incomes and mortgage payments, and to the extent this remains the case, the “vice” industries produce at full throttle during financial meltdowns. SoFakingDrunk.com concurs, showing that sales in all these categories are up since 2008.

High-end luxury items

There will always be an upper crust of super-rich people for whom recessions are, at worst, a minor problem. Jobs and industries which service this class of people often come out of the recession just fine. Examples include high-end auto manufacturers/dealers, exclusive resorts and estate planning. Service businesses, especially, which cater to the super-rich are unlikely to see slowdowns if they have built up long-lasting relationships with their clients.


Job Hunting and Networking

Great post from Workthing. Job hunting is often about who you know, rather than what you know!

Networking meetings are as important as formal interviews. They let you tap into the hidden job market and access the 80% of jobs that are never advertised, so this initial meeting is your foot in the door.

Networking meetings aren’t about being handed a job on a platter; they’re about trading information and collecting advice. Be confident in your approach – you say you’re not a ‘natural networker’, but you’ve secured a meeting. Your contact has taken time to meet you and they want to know more about you. If they can’t help, there’s always a good chance that they can introduce you to someone who can.

Here’s how to manage your meeting:

Usual interview rules apply – dress smartly, research the company and the industry, and understand who you are going to see.
Prepare an ‘elevator pitch’ – explain who you are and what you can offer, but keep it relevant to your contact’s industry.
Communicate your career focus – explain who you are targeting and why.
Be upfront – explain that you are looking for new opportunities…
…But not pushy – don’t directly ask for a job, but instead tap into the other person’s industry knowledge and contacts.
Reciprocate – trade information and show that you are keen to help out your contact if you can.
Spread your net – ask for specific information, referrals or recruiting contacts.
Follow up – with a brief email that thanks them for their time and help.

Manage these meetings well, and you’re one step closer to that unadvertised job opportunity.


What makes people happy at work?

According to  the Chiumento Happiness Index report it’s friends rather than money that makes people happiest in their jobs.

The HR consultancy interviewed 1060 employees of varying sizes of companies and found that those that worked for smaller companies were happier than those in larger corporations.

They also found that women are happier in their jobs than men with 82% claiming they were happy compared to 78% of men.

In summary, the survey found:

Top eight factors that make us happy at work

  1. Friendly, supportive colleagues
  2. Enjoyable work
  3. Good boss or line manager
  4. Good work-life balance
  5. Varied work
  6. Belief that we are doing something worthwhile
  7. Feeling that what we do makes a difference
  8. Being part of a successful team

Top eight factors that make us unhappy at work

  1. Lack of communication from the top
  2. Uncompetitive salary
  3. No recognition for achievements
  4. Poor boss/line manager
  5. Little personal development
  6. Ideas being ignored
  7. Lack of opportunity for good performers
  8. Lack of benefits

So, before you make your next career move think about what is most important to you; money or mates?


The value of soft skills

A recent survey commissioned by Microsoft asked business leaders what they considered to be the most important skills an interview candidate should possess. Interestingly, “soft skills” were considered more important than the “hard skills” of qualifications and work experience.

Soft skills, otherwise known as “people skills”, can be split into two types: personal skills and interpersonal skills. In other words, how you deal with problems, and how you interact with others.

The “Behavioural Interview” is becoming increasingly popular as it provides an unbiased standard interview for all candidates. This format is designed to assess how you cope in certain situations using your “soft skills”. So, if you are short of work experience on your CV, you can draw on your life experiences. This is definitely good news if you are a school leaver, graduate or returning to work after a break.

Most interviews will consist of at least some behavioural questioning, so it’s a good idea to prepare your examples in advance to prevent any head scratching in the interview room! Often you can tell if the interview will be behaviourally based by looking at the job spec. If there is a list of soft skills, or “key competencies” (the terminology can masquerade under many names!), then be prepared to be asked to demonstrate these.

Write down examples of situations, the outcomes, and what you would have done differently with hindsight for each of the following. Find a work related situation preferably, but draw from other areas of your life if your work experience is minimal:

Personal soft skills

Time management. How do you prioritise tasks? In most jobs you will have to do numerous tasks at the same time. Can you demonstrate how you have handled this in the past? You may be required to drop everything and refocus your attentions on another task. Do you have any examples of this?

Coping under pressure. How do you cope with stress? Can you think of an example that demonstrates a high pressure situation you have had to deal with?

Dealing with change. Companies sometimes restructure and require the work force to be flexible and positive about progress. New policies and procedures are always being introduced. Can you give an example of where you have positively embraced or initiated changes?

Problem solving. Think of an example of a time you solved a problem effectively. Did you save a sale/a customer/a life/the company money?

What motivates you? It could be money, job satisfaction, helping others. Have a look at the job description. For example, if you are going for a job in sales, then “money” is the obvious answer!

Decision making. When have you had to make a difficult decision? Was it the right one? What did you do if you realised it wasn’t the best course of action?

Interpersonal soft skills


Teamwork. Where have you worked well in a team? What was your role in that team? With many workplaces being open plan, employers often look for people that will “fit in” and work easily with others. This doesn’t mean you have to think of a sports team you have been involved with, just a situation where you have worked well amongst a group of people.

Motivating others. Do people like being around you? Can you think of a time when you have encouraged or helped others to complete a task?

Leadership. This could be an example of leading a team at work or in your personal life.

Influencing. Can you think of a time when you have persuaded someone round to your way of thinking; where you have convinced others of a good idea?

Communication. Have you had to write reports in the past or give presentations? Do you speak clearly and listen effectively?

Dealing with conflict. Have you resolved/mediated in any disputes? Are you aggressive, assertive or passive?

These are the main soft skills that employers look for, and to be able to confidently rattle off examples of scenarios will greatly improve your chances of landing the job!

Good luck!


Grammatical CV mistakes

I recently found this useful lesson in grammar from Pulitzer Prize winner William Safire. It is worth remembering these rules when you write a CV and cover letter.

HOW TO AVOID GRAMMATICAL MISTAKES


1. Verbs has to agree with their subjects.

2. Prepositions are not words to end sentences with.

3. And don’t start a sentence with a conjunction.

4. It is wrong to ever split an infinitive.

5. Avoid clichés like the plague.

6. Also, always avoid annoying alliteration.

7. Be more or less specific.

8. Parenthetical remarks (however relevant) are (usually) unnecessary.

9. No sentence fragments.

10. Contractions aren’t necessary, and shouldn’t be used.

11. One should never generalise.

12. Don’t use no double negatives.

13. Eschew ampersands & abbreviations etc.

14. Eliminate commas, that are not necessary.

15. Never use a big word when a diminutive one would suffice.

16. Kill all exclamations!!

17. Use words correctly, irregardless of how others use them.

18. Use the apostrophe in it’s proper place and omit it when its not needed.

19. Puns are for children, not for groan readers.

20. Proofread carefully to see if you any words out.


How to deal with illegal job interview questions

In accordance with employment laws, there are certain questions that interviewers should not be asking you.

For example:

  • a question relating to your age that would not be asked of someone younger, or older, than you would be breeching the Age Discrimination Act (2006)
  • a question relating to whether you are male or female, that has no bearing on the role, could be considered a direct breech of the Sexual Discrimination Act (1975)

or,  have you felt uncomfortable with questions about your race, disability or sexual orientation?

I was once asked in an interview for an office job if I was planning at any stage to get pregnant and go on maternity leave as they didnt want someone who was going to be off having children. I was a bit taken aback and asked them if they would have asked that question if I was male and they said, “Well of course not”. I walked out of the be interview. I didn’t want to work for a company like that.

So what is the best way of handling such “illegal” questions? In an interview when you are probably nervous anyway this is added pressure you don’t need. You need to answer assertively to get your point across but without being confrontational.  You could of course walk out, like I did, but if you really want to work for them then responses such as:

“I am sure that question is just a friendly enquiry but I’d prefer not  to answer that as I don’t think it has any bearing on my ability to do the job”

“Can I tell you about my work experience instead?”

Leave a comment about the kind of uncomfortable questions you have been asked that you feel were discriminative (but don’t name the company that asked – I don’t want a lawsuit on my hands!) and the responses you gave. I’m intrigued to know if interviewers are a bit more careful these days or not!

Thanks

Jo


How to deal with recruitment agencies

With over a million people this year expected to find jobs through recruitment agencies then, love ‘em or hate ‘em, they will invariably form part of your job hunting strategy in 2010.

Recruitment agencies work by acting as a filter for employers by shortlisting candidates they recommend for interview to save their clients time and money. Often their fees to their clients (the employers) work on a sliding scale and if you decide the job is not for you then they will have to refund their client a percentage of the placement fee. Therefore it is in their interests to place the right candidate. However, be wary of those unscrupulous agencies that try and fit a square peg into a round hole to hit their sales targets. If you don’t feel the role they are putting to you is suitable, then don’t be pushed into it.

Put keywords in your CV: Agencies receive many CVs from prospective candidates which are entered onto their huge database of candidates and coded up using keywords. When a recruitment consultant receives a vacancy from an employer they then search the database using  keywords e.g. engineer+manager+cambridge specific to the job requirements. This produces a list of potential CVs. If you want yours to be one of these, then you need to ensure that it contains all the relevant keywords you might expect a consultant to use in his or her search.

Meet the agency: As this CV logging process is so impersonal it’s vital to become a human being and not just a reference number lurking on a database. So, make sure that you phone the agency to check they have received your CV (or walk in to deliver it personally and ask to speak to someone) and get the name of the relevant consultant. They are sometimes difficult to get through to (unless you are a client with a vacancy then suddenly they are rushing to the phone!) so having their name really helps get past the administration staff screening calls.

If you can arrange to meet the consultant then you are more readily borne in mind for vacancies that come in. At the agency I used to work for, for every candidate we met we had to canvass call three prospective employers to “sell them in” while the candidate was still there. That may be three more employers than you otherwise would have been able to approach, so meet your consultant!

Be persistent: It may not be in your nature to be pushy, but in order to get noticed and keep your CV on the consultant’s desk you need to phone them regularly to see if there are any suitable vacancies. That way they immediately think of you before trawling the database.

Dress to impress: You should treat an interview with a recruitment agency as you would an interview with a prospective employer. Don’t forget they are the first line of interviews – if they don’t think you are right for the role they will not put you forward. So, dig out your smartest suit, clean your shoes, and sort out your nails! You need to sell yourself to the agency so they put YOU forward. (See the Personal Marketing article on what to wear for interviews)



The Psychometric Job Interview

Psychometric testing is increasingly becoming part of the interview process in both the public and private sectors, with a reported 95% of FTSE companies and 75% of medium and large organisations using them.

These structured tests, designed by psychologists, provide employers with valid and reliable results on a candidate’s abilities or personality traits and provide a fairer, more standard selection process.

There are two types of psychometric tests – Ability tests and Personality tests.

Ability tests can cover technical skills, numeric reasoning and/ or word skills. These tests are strictly timed. Personality tests however, are not timed and have no “right” or “wrong” answers but different personality traits are suitable for different roles (for example,  a sales person would ideally score highly on the extraversion scale).

One of the most commonly used personality tests is the OCEAN personality test which measures characteristics on the following scales:

  • Openness – (inventive / curious vs. cautious / conservative.
  • Conscientiousness – (efficient / organized vs. easy-going /careless).
  • Extroversion – (outgoing / energetic vs. shy / withdrawn).
  • Agreeableness – (friendly / compassionate vs. competitive / outspoken
  • Neuroticism – (sensitive / nervous vs. secure /confident).

There are numerous tests on the internet that you can google to have a practice if you suspect that you may be required to sit one of these tests in an interview. Personality tests can’t really be practiced but many people become unstuck on the ability tests simply due to the timed element of such tests.

Click here for examples of timed ability tests.

Personal Marketing, microphone in hand, asked a senior HR Manager in the public sector how these were applied in a large organisation:

Would you use psychometric tests as part of an interview procedure? If so, for which type of vacancies?

Ability Testing – We tend to use verbal and numerical reasoning for Senior Management positions.  The ones we use are the hardest ones as they are measured against  other senior managers. We do expect a high score and most of our managers would be scoring in the top 10% and if they weren’t, we’d look more closely at them in terms of their level of intellect.  We also use Ability tests for technical vacancies – mechanical/spatial ability etc.
Personality Testing – We also use personality profiling for senior management recruitment and may also use them for internal promotions.  Personality profiling is far more subjective and is used to start further discussions relating to the candidate’s personality traits that would not necessarily come up through the usual interview process.

Do  you use psychometric testing as an ongoing career development tool?

Not really although this is probably a better use of them.  We can and have used profiling tests that show career aspirations and ideal job fits, as well as ones that can help ascertain learning preferences (i.e. how is it best for you to absorb information).  We have also administered some limited 360 appraisals, which calls for a manager’s direct reports to complete questionnaires (confidentially).  This should show management style, weaknesses and strengths, and ensure that the manager’s view is similar to that of his direct reports.

How reliable and valid do you consider psychometric tests? Can you spot the “socially desirable answers” that someone may give?

Ability tests are fully valid as they are completely objective, providing that what you are trying to measure is relevant – i.e. does someone need to score in the top 10% in numerical reasoning for a marketing role?

Personality profiling is far more subjective and is only about 70% accurate.  This is why anyone interpreting these tests must be qualified and on the register with the British Psychological Society.  There should always be two way feedback on all personality profiling so that the comments shown can be validated with real examples to show they are accurate or not.  I would never share a document with others in the interview process, but would verbally summarise what the profile and my in-depth feedback meeting had discovered.   Any psychometric testing should only be used to validate or expand on areas already established during the interview process and are not the ‘be all and end all’.  There are indicators in all personality profiling that show if someone has answered in a way to show themselves in a better light, faked “good” answers, or have a disproportionate number of ‘middle’ answers.  This is another reason for an in depth discussion.  This is another area of conflict during the interview process as the whole point as a candidate is to show yourself in a good light!

So, there is not much you can do to prepare for psychometric personality testing except be aware of the traits that would be desirable for the role that you are being interviewed for, and be prepared to back those up with real life examples in the interview.  Once you have landed the job however, you may still be expected to complete psychometric tests throughout your career. So,be sure to take the time every now and then to practice timed ability tests!


Networking for geeks

Hmm, now this is  interesting. According to the job hunters’ bible, ‘What Color is your parachute?’ by Richard Bolles:

  • Using the internet as a way to look for a job is, at the very most, 10% effective
  • Mailing out your CV to employers at random is usually 7% effective
  • Answering job ads in the press, noticeboards etc are around 7% to 24% effective.
  • Using recruitment agencies is 5-28% effective

The method he deems as around 90% effective is congruent with the old expression, “It’s not what you know, it’s WHO you know”; otherwise known as “networking”.

Now networking might come naturally to you, but according to the Shyness Research Institute (yes, really!) at Indiana University, approximately 40% of people describe themselves as shy. This can mean that the prospect of “networking” is one that brings many job hunters out in a cold sweat.

So how do you master the art of the “schmooz” and maximise your chances of seizing an opportunity through networking?

1. Start close to home. If you are shy, a bit of a hermit even, there are probably friends and family that you have not caught up with for a while. Dust off your address book, go through the numbers in your phone and make contact to see how they are. Drop a friend an email, arrange to go out for a drink or invite them round for a cup of coffee and practise your small talk. Practising socialising with people with whom you have lost contact to warm up your skills for when you have to meet strangers.

2. Get a gregarious friend. I used to have a friend called Lara who was a brilliant networker. At parties, whether they were hers or not, she would manage to get everyone in the room talking with each other. She would ask lots of questions then, at a relevant point in the conversation, introduce another person in the room-  then discreetly slip away when the new connection was firmly established and moved onto the next wall flower.  A Lara is a great person to know. She takes away your nerves and does the introducing for you. Obviously you can’t drag your Lara everywhere, but watch how they do it and learn their skills.

3. Ask questions and listen. Talk to your new contact by asking them questions about what they do. Most people love talking about themselves and this keeps the heat off you! Ask lots of “open questions” that begin with a who, how, when, where or why. A question that results in a yes/no answer will be as painful as pulling teeth. If you are at an event ask others what they thought of the speaker/programme/show.

4. Watch your body language. Smile, don’t slouch, make eye contact with people, don’t fold your arms or talk too fast. If you don’t know what to do with your hands carry a pen!

5. Don’t scoff all the buffet. It may be tempting at an event to simply avoid people and make a beeline for the buffet. While everyone else is networking you have troughed your way through four platefuls of sausage rolls instead. Not a good start.

6. Be realistic. Talking with two or three people in a room is better than not talking with anyone at all.

7. Watch out for self effacing comments. Don’t put yourself down/belittle your job or achievements/apologise all the time.

8. Be a greeter. If your company is holding an event and you have been drafted in to help, offer to be the person on the front desk. Hand out the name badges, say hello to people, tell them where the bar is. You will get to know who everyone is and soon people will approach you for a chat.

9. Go online. Networking doesn’t always mean face-to-face (although this is the most effective way). Get networking via Facebook and LinkedIn. Join online groups and discussions to get your name about.

10. Get over your fear of rejection. You won’t be interesting to all people, nor will your skills or experience be of use to all you meet, so don’t worry if the conversation doesn’t go anywhere or you never hear from your new contact again. Don’t take it personally!



Categories

Archives

Recent Posts

Pages