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.