GCDF Training Offered in Lexington in 2014

Here is a link to our GCDF training class now open for registration:


www.gcdfacademy.com


We encourage you to consider joining us if you are a career professional and want to attain this important credential.

NCDA Seeks Articles From CDFs

A colleague recently contacted me about encouraging CDFs that work in non-profit environments to consider submitting an article for NCDA's Career Convergence online magazine. So many of you have developed and worked on innovative programs that would be fascinating to read about in this respected magazine. You can also receive CEU's for articles that are selected.

Shelly Trent is a volunteer editor for the National Career Development Association’s Career Convergence online magazine.The magazine articles are short and to the point, so there's no need to stress over the length. To view other articles, go to http://associationdatabase.com/aws/NCDA/pt/sp/career_convergence_nonprofit_articles. 

Here are some guidelines. 

Career Convergence readers are career development practitioners. Articles should address trends, "how to," best practices, case examples, overview of models, assessment reviews, training opportunities and related career information in the non-profit area. Authors are suggested to write in a friendly/informative/practical style rather than technical or academic. It may be helpful to readers if articles include lists, bullets, tips, etc. Use active voice, rather than passive and gender inclusive language ("he or she" rather than just "she"). Avoid jargon, and spell out abbreviations on the first use. 

Articles should be fewer than 950 words, including title, abstract, and section subheads. Authors should include a proposed title and abstract (up to 50 words) and a short bio (including relevant positions) and photo with complete contact information (include e-mail and web links, if appropriate). Articles may be submitted via e-mail, as either an MS Word file or pasted into the body of e-mail. Articles may be edited for space or clarity. NCDA also asks authors to complete and return a copyright form. For more information, contact Shelly Trent at  Shelly.Trent@shrm.org.

The Necessary Components of a Resignation Letter

The following are some suggestions that we can use to help our clients resign effectively and professionally.

Congratulations! You have carried out a successful job search and have accepted a new offer.  Now comes the often-uncomfortable situation of informing your current employer.  Quickly schedule a face-to-face meeting with your supervisor, since ideally you will want them to hear the news from you and not through the office rumor mill.  No matter what the situation surrounding your departure, this meeting needs to set the wheels of motion in place for a positive, smooth transition. Prior to the meeting, prepare an official letter of resignation. 

The first paragraph of the letter will state that you have accepted another position and lists your last day of employment. It is not necessary to disclose your new employer.  A two-week resignation is still considered a minimum courtesy with some employers requesting up to a month.  Keep in mind that in some situations, employers will consider your resignation effective immediately and possibly may require a security escort to the door. Although it is hard not to take this type of treatment personally, it is often simply company or security protocol.

The second paragraph or body of the letter will thank your supervisor. In many situations, this will be easy. In other situations, you will have to stretch, but always find something(s) positive. Examples of things to thank your supervisor for could include: serving as a mentor, giving you leadership, training or skills development opportunities, recommending you for special committees or stretch assignments.  Lastly, reassure them that you will do everything possible to make this a smooth transition offering some specifics. Oftentimes, employers will ask you to train a temporary or replacement, leave explicit notes, or get projects in good standing.

Clients have shared that when they go into the meeting with a resignation in hand, it makes the meeting proceed in a more business-like manner and less emotionally driven. In some cases, the supervisor may beg you to stay, offering more money. Mentally, be prepared if this happens. Remember why you are really leaving. Money is seldom enough to truly rectify a poor fit or less than challenging role. Ideally, if you were unhappy, career management conversations would have already occurred that could have made the job continue to work for you and your career path. The enticement of more money seldom is a cure all.

Before approaching your supervisor with the announcement, here are some additional things to consider: make sure you have contact information of key people that you would like to remain in your network and remove any personal files or materials from your office. If you have your LinkedIn account tied to a work email, change this to a personal email. Work-related email accounts are often turned off at the time of a resignation.

By following these strategies, preparing for your next resignation will be a straightforward process.

Favorite Resources

Each GCDF training class, we take the opportunity to share our favorite resources. Below is the 2012-13 GCDF class favorites. What would you add?

 

Websites

O*NET Online – http://www.onetonline.org/

Occupational Outlook Handbook -http://www.bls.gov/ooh/

Office of Employment Training - http://oet.ky.gov/

Bureau of Labor Statistics - http://www.bls.gov/

http://www.bls.gov/opub/ooq/ - Occupational Outlook Quarterly (Grab Bag, My Career, You’re a What?,  OO Chart)

Kentucky Labor Market Information – www.workforcekentucky.ky.gov

Career One Stop - http://www.CareerOnestop.org/lmi/lmihome.asp

Education and Career Opportunity System

Indeed - http://www.indeed.com/

Mynextmove.org

LinkedIn - http://www.linkedin.com/

Focus Career Right Now

http://www.census.gov/eos/www.naics/ - NAICS codes

http://www.bls.gov/soc/home.htm - Standard Occupational Classification (SOC)

Manta – company research

Wetfeet.com – spotlight on career professionals

ResumeBear.com – blog articles and a free phone app to track resume

Glassdoor.com

ReferenceUSA.com

Webinars: Big Marker – Bigmarker.com

Other Resources

www.kimtag.com – for qr code

Assessments: World of Work Assessment (Carla Hunter); Worksmarts(JIST)

 

Successful Job Search Strategies

Job Search Strategies

What advice would I give to clients who have lost their jobs or who may be gearing up for a job search? Through the years, I have observed that clients who make successful career transitions tend to have a few things in common.

·         They network constantly and effectively.

·         They can sell themselves and clearly articulate how they can help a future employer.

·         They use social networking tools (e.g. LinkedIn, Facebook, Twitter) to connect with people in their industry and to build their credibility.

·         They read career and professional development books, blogs, and articles. They attend professional development and career related workshops and seminars.

·         They act quickly and with urgency to gain an edge over other candidates.

·         They take care of themselves physically, emotionally, and intellectually so that they can put their best foot forward. Attitude is everything.

·         They revise and improve their job search self-marketing pieces (e.g. resume, cover letter, LinkedIn profile).

·         They remain flexible and look at all opportunities.

·         They are conscious of projecting a professional image.

·         They practice interviewing skills.

·         They can confidently answer why they are no longer employed or looking for a new opportunity with a positive spin.

 

Below are some helpful articles and links.

• Job Seekers: Stop Kidding Yourself

http://www.careerhubblog.com/main/2010/07/job-searchers-stop-kidding-yourself.html

• 18 Things Your Mama Never Told You about Looking for Work, According to Those Looking For it

http://www.careerhubblog.com/main/2009/09/18-things-your-mama-never-told-you-about-looking-for-work-according-to-those-looking-for-it.html

• Job Seekers: 10 Questions to Ask Yourself

http://www.careerhubblog.com/main/2010/10/job-seekers-10-questions-to-ask-yourself.html

• Job Seekers: Rituals and Habits to Speed Up Your search

http://www.careerhubblog.com/main/2010/10/job-seekers-rituals-and-habits-to-speed-up-your-search.html

 

Good News - Employee Engagement on the Rise

According to Modern Survey’s September 2012 National Norms Study, employee engagement is on the rise. This is good news as employee engagment is directly linked to productivity, market performance and happier workers. Questions on the survey included:

-I take pride in working for my company/organization.


-I intend to be working for my company/organization for a long time.

-My company inspires me to “go above and beyond” my normal job duties to help the company/organization succeed.

-I often recommend my company/organization to others as a great place to work.

-There is a promising future for me at my company/organization.

In the context of the recent recession and slow recovery of the U.S. economy, confidence in senior leaders, belief in the organization’s direction, and faith in the organization’s future remain the strongest drivers of employee engagement.

Helping Clients Prepare for Telephone Interviews

The initial telephone interview serves great purpose for the employer. Not only does it cut down on the time and expense of bringing a candidate on-site and gathering a selection committee, but it is also a tool to narrow down the pool of applicants. I have had several clients lately who are getting initial telephone interviews. These can be quite intimidating if adequate preparation and role playing has not taken place. This blog will highlight telephone interview tips that we can be utilizing with our clients. First, we want to encourage our clients that during a job search they should never answer a call from an unfamiliar number. There is nothing worse than taking a call from a potential employer and not remembering the job details or having background noise. Ideally, clients should let the call go to voice mail and then quickly respond from a land line once they have reviewed their records of the specific job for which they applied and are in a quiet environment. As for any interview, review common interview questions, know your strengths, relevant skills and experience, and have a copy of your resume handy.


The following are some common telephone interview questions that we can role play with our clients.

• How did you learn about this position and why are you interested?

• What do you know about our company?

• What skills make you particularly qualified for this position?

• What was your most recent salary? What is your salary expectation?

• Why are you leaving your job or are no longer with your last employer?

Additional strategies would be to make sure clients have a glass of water, pen and paper, and a list of their accomplishments close. Encourage clients to speak slowly and smile during the call. Studies show this helps project a more positive voice tone. The goal of any telephone interview is to set up a face-to-face interview. At the close of the interview, clients can certainly ask for a face-to-face meeting to further share their qualifications. Lastly, be sure clients get the name and contact information of the interviewer and send a thank you note. The coaching our clients for telephone interviews, they will be best prepared and more likely to secure face-to-face interviews.

Make Plans Now For National Career Development Month - November

November is our month and I always enjoy making plans to help promote career education and career development, not only in my workplace, but within my community and in my children's schools. Each year I dust off my copy of A Celebration of Work and pick an idea or two to implement. This year I will enjoy meeting with the Kentucky Career Development Association for a November best practices meeting. We will also enjoy some career game icebreakers. At work, we will hold an assessment workshop and present some career-related webinars. What will you do this year to celebrate National Career Development Month? Perhaps hold a career fair or write a column for your local newspaper. Offer to be a guest speaker at your local middle school and role play interviewing with students. We look forward to hearing from you as you embrace our month.

NCDA Free 1 Year Membership for GCDFs

Consider Taking Advantage of this great offer. Carla and I are both NCDA members.

FREE NCDA MEMBERSHIP OFFER EXTENDED!

The National Career Development Association is pleased to offer individuals who successfully complete a NCDA Career Development Facilitator (CDF) training program, from an NCDA approved training provider, a FREE One-Year Trial Membership to NCDA.

Since Carla and I meet this requirement, you qualify for this FREE One-Year Trial Membership to NCDA. This offer excludes individuals who are currently members or previous members of NCDA.

Complete the FREE One-Year Trial Membership by visiting the following link:https://www.tcslabs2.com/cgi-bin/PRIMA/tcsPRIMA2.pl?Action=DisplayRegForm_Step1&EventID=159&RegNo=1&StartNewReg=1&UID=NCDA,130285

You will need to create a login and register for NCDA regular membership and use CDF5000 as the comp/promo code. Use the above link in order to take advantage of this offer. OFFER EXTENDED UNTIL FURTHER NOTICE!!!! This offer is only valid for those CDF completers living in the United States and individuals who have not been or are not currently NCDA members.

Enjoy the following NCDA benefits:

·         Complimentary copy of the latest issue of the NCDA professional journal – Career Development Quarterly.

·         Complimentary copy of NCDA’s magazine – Career Developments.

·         Discounted NCDA member registration to attend the NCDA global career development conference in Boston, Massachusetts, July 8-10, 2013.

·         Discounted NCDA member registration to attend the Career Practitioner Institute in Chicago, IL, Oct. 4-6, 2012 and San Diego, CA, Feb. 7-9, 2013

·         Discount NCDA member rate on NCDA published materials.

·         Resources – The member’s only section of the website offers a wealth of information to assist career practitioners to provide excellent service to career clients.

Questions or comments regarding this FREE One-Year Trial Membership may be directed to Mary Ann Powell at mpowell@ncda.orgor phone (918) 663-7060.

Latest Social Recruiting Survey Results

Sometimes our clients just need some data or statistics to further convince them. This I find true, especially with older clients, when trying to educate them about the importance of using social media as a job search tool. The recent Jobvite's Social Recruiting Survey for 2012, shared some fabulous statistics. They polled more than 1,000 human resource and recruitment professionals regarding their social recruitment activities. Here are some highlights.

-92% of U.S. companies are using social networks and media to recruit talent (up from 78% five years ago)
-LinkedIn is still the most popular recruiting network and is used by 93% of the respondents
-Facebook and Twitter have seen significant growth in the past year
-2/3 of polled companies now use Facebook to recruit
-More than half of polled companies use Twitter to find new talent

As for what employers like to see (or not see).
-Over 75% positively reacted to candidates listing professional organizations and volunteer work
-As could be expected, candidates using profanity in posts and tweets, making reference to drinking and illegal drugs or using poor grammar or misspellings all received negative responses from employers

Recruiters  and HR professionals  say they like social recruiting because it is inexpensive, they receive a better pool of candidates and it takes less time to hire. Interestly, the survey also found that 2/3 of surveyed companies offer referral bonuses to current employees who make a successful referral. In 1/3 of the instances, the reward is more than $1,000.

10 Characteristics of A Successful Job Seeker

I recently saw a blog post referencing 10 Characteristics of a Successful Job Seeker. Before I hit the link, I grabbed a pen and scratched out what I thought the list might include. I encourage you to do the same now. In thinking back over the years about characteristics of clients who have conducted a successfully job search or made a smooth career transition, they certainly have had some things in common.  Focus and persistence seem to rank high as well as a positive attitude. Ironically, during a client’s intake process when I ask them to describe their strengths, these traits never seem to be shared. Aren’t these things employers are also seeking in a good candidate? This made me think of a new tool for working with clients. In the future, early in our relationship I will ask clients “What do you think are 10 characteristics of a successful job seeker” and see how they respond. This question could certainly give some insight into how aware they are of what is needed to conduct a search or transition. It could also help me realize how in tune they are with what employers are seeking in today’s world of work.

Post to the blog your thoughts on the list and what you would add.

Resume Padding

Although one can make an innocent typo or mistake when compiling a resume that doesn’t get caught in proofreading, intentionally misrepresenting credentials can get you into serious trouble. Resume padding has been in the news again lately as Yahoo CEO Scott Thompson was recently fired for claiming to have both a computer science and an accounting degree. When people throughout an organization have put their trust in someone who has lied to them, directly or indirectly, it becomes an issue of confidence and credibility.  According to a recent blog Resume Padding: What’s the Problem?, “The judgment and ethics of the individual who has perpetrated the lie are called into serious question, spurring concerns about the reliability and trustworthiness of that individual in other areas of his/her work and life. If an individual can justify lying about something on the resume to get a job, who’s to say he or she wouldn’t decide that other lies are equally justified down the road somewhere? Where does the line get drawn?” 

 Most Human Resource departments have stories of situations where they have to let an employee go due to misrepresentations on their resume or application. As GCDFs, let's educate our clients on the importance of accurate and truthful application materials.

A New Theory and Working With Ex-Offenders

During our recent GCDF CEU training in Lexington, we learned more about Cognitive Information Processing (CIP) Theory of career problem solving and decision making, which was developed out of the Florida State University Career Center. Here is a link to make you more familiar with the theory. (GCDF Competency: Career Theory)


http://en.wikipedia.org/wiki/Cognitive_Information_Processing



Additionally, we talked quite a bit about the challenges of working with ex-offenders and how this is becoming a real issue in our region. According to an NCDA website article promoting a past Defendant / Offender Workforce Development (DOWD) Conference, “an explosive growth in the number of people on probation or parole has propelled the population of the American corrections system to more than 7.3 million. Recent reports published by the Pew Center on the States indicate that one in every 100 people in this country are confined in prison or jail and one in 31 individuals are behind bars, on probation or parole. Of those released, 67.5% will be rearrested within three years. Having a meaningful job with a livable wage and reducing the barriers to employment have proven to reduce the likelihood of re-offending.” Learn more on working with this population form the following NCDA article links. (GCDF Competencies: Employability Skills, Helping Relationships)



http://associationdatabase.com/aws/NCDA/pt/sd/news_article/5523/_PARENT/layout_details_cc/false

http://associationdatabase.com/aws/NCDA/pt/sd/news_article/32714/_PARENT/layout_details_cc/false

Trends

The white paper from the second annual 2011 Career Thought Leaders Global Brainstorming Day, is now available. As GCDF professionals, I'd place this high on your reading list. The report looks at trends in a variety of areas such as resumes, cover letters, LinkedIn, job search, networking, recruitment and hiring, career planning and career management. In October, 250+ career professionals from the United States, Canada, and the United Kingdom met in 15 live and virtual events. Their focus was to brainstorm best practices, innovations, trends, new programs, new processes, and other observations that are currently impacting, and projected to impact, global employment, job search, and career management. Page 18 of the report gives mention to "The New" and plugs that "Professionally led job clubs and networking groups provide ongoing support for job seekers. Instead of or in additiuon to a one-on-one relationship with a coach, job seekers are finding increasing opportunities to stay in touch and gain ongoing advice through a job club led by a career professional."

I especially like the layout of the report in that each topic of focus is broken down into “the now”, “the new” and the "the next". You will be sure to come away from reading this report with an edge on where future trends are going and how to better serve our clients.

How Different Generations View and Use Social Media

• Are you feeling anxious about incorporating social media into your job search or work?

Do you think younger workers are at an advantage and feel more comfortable using social media?

Social media has certainly made its mark on each generation. I stumbled upon a recent article (Every Generation Struggles With Social Media by Joshua Waldman) that took a closer look at a 6 step social media acceptance cycle and some of the struggles that each generation (Gen X, Gen Y, and Baby Boomers) face when using social media in their job search. Fortunately, no matter what your generation, for those who are willing to invest in learning new technology, the social media playing field is level.

Networking Exercise

Several years ago I attended a workshop where I picked up the following idea for an exercise. It recently occured to me that this may be a helpful brainstorming activity for a future job club, workshop, or client homework assignment. Not only does it get clients thinking about their own skills and how people we know have different areas of expertise, but it also serves as a way for people to see that others are more approachable than we realize. Versions of the following questions can be prepared on individual slips of paper or all on one sheet. Small group sharing would also add to the experience.

1) My assets or areas of strength are:

2) Who could benefit from these strengths?

3) I would like to connect with individuals that have strengths in the following areas:

4) Some individuals in my region who could fit that description include:

5) What is something that I can do outside of my normal routine that would help broaden my skills in these areas?

6) People who may have influence in an organization or industry that I would like to enter.

What would you add to the list?

Homework Assignments for Clients

When working with motivated adult clients, I find that they actually really enjoy it when I assign homework between sessions. This may seem strange until you think about it. First, it makes clients feel like they are doing something productive towards their goal of becoming gainfully employed. Second, the process of soul searching is one that few people have been given the tools to do in life and it can be very enjoyable and satisfying.

One of the homework assignments that I recently put together and am just starting to use is the Randomly Acquired Knowledge (RAK) assignment. I am finding this assignment particularly helpful when clients do not have a clear direction. It is also one to help build confidence. Here are the basic directions in the handout.

“What do you know about? What knowledge have you accumulated? What information do your family and friends come to you for? Even if you don’t think something is relevant, a big deal or useful to know, write it down.”

The other standby homework assignment is the good old Brainstorming List exercise. Most of Carla's and my clients get this in their first session or at a workshop. It gives them space to start listing careers to explore with a pro and con column.

Both of the above assignments could easily be used in Job Clubs and provide great sharing and networking opportunities. What homework assignments have you found helpful?

Career Killers To Avoid

According to a survey of top executives and hiring officials conducted by career counselor Robin Ryan and author of What To Do With The Rest Of Your Life, there are some common ways that people tend to sabotage their own careers. Ms. Ryan identified several traits, standards and characteristics that successful leaders seek in developing their workforce. Take the time this year to look closer and focus on goal setting in these strategic areas.

Not producing results or solving company problems. According to top executives, you must not only be good at what you do, but you have to be able to proactively solve company problems, get things done, and produce. When it comes to promotions or avoiding a layoff, these are critical factors. In essence, does your resume contain quantifiable statistics (i.e. #, $, %)?

Not working at a job you’re passionate about. By discovering your passion and then finding a way to work in that area, you will be not only healthier and happier, but much more successful. Life is too short to waste it on an unfulfilling job.

Seeking job security. In today’s world of work, there is no such thing as job security! Each of us must not only constantly build and nurture our network, but we must also consciously develop a portfolio of marketable skills that we take from job to job. The Bureau of Labor Statistics estimates that Americans will make a job change (by choice or not) about every 3.5 years. This equates to twelve or more job or career changes during your working lifetime. What skill or talent do you possess that employers desire?

Thinking that money is everything. Through working with hundreds of career clients, it doesn’t take long to see that money does not buy happiness. Most people are willing to take a salary cut in order to obtain more job satisfaction or a better quality of life. Be cautious of chasing money only.

Waiting for employers to notice you. Too many clients timidly wait for a raise or promotion, and then are disappointed when they are overlooked. Often it takes being much more proactive. Have direct conversations with your supervisor or mentor about your career path and clearly articulate your desire for advancement or other opportunities. This may result in rewriting your job description, taking on additional responsibilities, updating your resume, and testing the job market.

Santa's Resume - How would a GCDF improve it?

While browsing my career related blogs this week, I came upon a post featuring a make believe resume for Santa. While it was likely fun to create and made me laugh, I couldn't help but to notice all the things that a GCDF, who had been to our fall Resume training, would have done differently. I encourage you to print out the link and update it as if Santa were your client? Which resume template and section headers would you use?

Many GCDFs were involved in the monumental Work Opportunity Project last year. This groundbreaking empirical survey was based upon 100 intensive face-to-face interviews of randomly selected Eastern Kentucky employers. The participating employers provided a picture of the future workforce needed in Eastern Kentucky. Their responses will pave the way for preparing the workforce by identifying the top skills and traits needed. A national study supports similar findings. To help job seekers better understand the competencies employers deem most valuable, the Career Advisory Board, established by DeVry University, created the Job Preparedness Indicator study, a new annual survey designed to identify and track gaps between the attributes candidates say they have and what qualifications employers need to fill available positions. The survey was conducted online during September, 2011, by Harris Interactive on behalf of the Career Advisory Board, and surveyed 540 hiring managers and 734 job seekers. Interestly, the findings break down the skills employers are ideally seeking at different levels of employment - entry level (initiative and dependability), mid-level (problem solving and communication) and managerial level (leadership). The article goes on to list some strategies to improve job search success and bridge the gap. As part of ongoing professional development, take time to review both studies.