Wanna job after college?

May 23, 2013 By Leave a Comment

Job SearchIt really bums me out to read stories about college grads who can’t find jobs.

I did 11 years in the management department at LSU teaching among other things Human Resource Management and Employee Selection/Placement. I also did stints as department undergrad adviser and as internship coordinator.

During that time I worked with hundreds of students as they transitioned from student to intern to employee. Here are some things I learned that I hope will help you college students out there.

Work experience is important. Working during summer breaks is a good idea. If possible, get a different job, with a different company each summer. As your college career progresses, you will take more major-specific classes. In the same way, seek job opportunities more specific to your chosen field every year. Internships can be great source for these.

Regarding work, it may be easy to babysit for a neighbor or work for your parents but doing something like that isn’t very helpful in the long-run – unless of course you want to be a day-care worker or plan to go into the family biz.

Work is important for getting that post-grad job offer for many reasons because it:

  • helps you learn more about what you do and don’t want in a career.
  • provides evidence (to recruiters) that you are a reliable and conscientious worker. HR’s preferred reference is an immediate supervisor (past or present).
  • exposes you to others with backgrounds different from your own. The ability to deal with diversity is quite important in today’s workplace. Many students I taught had private school educations and little previous interaction with people unlike themselves. Nothing like a job in the hospitality industry or retail or construction for learning about diversity.
  • allows you to demonstrate that you possess the knowledge, skills and abilities that companies want.

Several years ago, a survey of companies that recruited at LSU found job-related work experience was the #1 quality recruiters wanted in students. And, yes, that’s inherently a Catch-22. How can you get experience, when companies only want to hire people with experience?

Not easy, but certainly possible. However, it requires you be proactive. Ask your boss if you can get involved in a project related to your ultimate goal. For instance, you are a restaurant server who wants a career in HR. Ask if you can participate in training new employees or in selection interviews.

A little initiative is usually welcomed and it certainly can’t hurt to ask. Companies that hire students typically want to them to be successful.

Realizing here that I have too much to say on this topic for just one post so stay tuned…

 

Would love to hear your thoughts on getting a job after graduation.

Filed Under: Career Invention, General, Human Resource Management Tagged With: , , , ,

Turn and face the strange Ch-ch-changes

April 25, 2013 By Leave a Comment

If you are a regular newsletter and blog reader you’ve seen a version of this before but my change playlist and mailing list are always evolving so I share it every year. 

jazz fest

always a good day at the fest

I am so looking forward to the New Orleans Jazz & Heritage Festival this weekend and next because it is a time of inspiration and renewal. For the jazzfest faithful, the fest is a spiritual cleansing and creative catalyst.

Music.Is.Powerful.

Are you re-inventing? Or, I guess the better question would be Who’s NOT re-inventing right now? That’s life in a world of rapid change.

You can harness the inspirational power of music to support and fuel transition. How so? Stop listening to anything that reminds you of the situation you are leaving – whatever you’re done with – and listen to something different. Does not have to be new music, just new to you. Don’t forget about Pandora and Spotify as low cost, no cost sources for new and different music.

NPR featured songs about change in a story last week.

Below is my always growing list of songs about change. Make yourself a change playlist and then listen to it a lot.

And, don’t stop thinking about tomorrow…

  • A Change Would Do You Good – Sheryl Crow
  • Roll the Bones – RUSH
  • Don’t Stop – Fleetwood Mac (especially the version on The Dance featuring the USC marching band)
  • I Won’t Back Down – Tom Petty
  • The Power of Goodbye – Madonna
  • Owner of a Lonely Heart – Yes
  • Uprising – Muse
  • Sing the Changes – The Fireman
  • Roll with the Changes – REO Speedwagon
  • I Will Not Be Broken – Bonnie Raitt
  • Fly One Time – Ben Harper and Relentless7
  • Above the Bones – Mishka
  • Brand New Day – Sting
  • Cool Change – Little River Band
  • Give Me Love (Give Me Peace on Earth) – George Harrison
  • Dog Days are Over – Florence + Machine
  • Changes – David Bowie
  • Hold On – Wilson Phillips
  • Big Girls Don’t Cry – Fergie
  • Burning Down the House – Talking Heads
  • Already Gone – Sugarland
  • You Get Knocked Down – Chumbawumba
  • Should I Stay or Should I Go? – The Clash
  • You Ain’t Seen Nothing Yet – Lisa Marie Presley
  • Changes IV – Cat Stevens
  • Everybody’s Changing – Keane
  • Girl on Fire – Alicia Keys
  • Head Full of Doubt, Road Full of Promise – Avett Brothers
  • A Change is Gonna Come - Sam Cooke
  • What Doesn’t Kill You – Kelly Clarkson
  • Not Ready to Make Nice – Dixie Chicks

Would love to know your favorite songs of change.

Filed Under: Career Invention, General, Human Resource Management, Leadership Development, Organization Behavior Tagged With: , , , , , ,

non-stereotypical thinking

April 10, 2013 By 2 Comments

 

birthdays

age – what does it mean?

Last week I wrote about the stereotype out there that old people are not tech savvy. I want to go on record saying I believe this to be false. Most of the savviest techsters I know are around my age, meaning their 40s, 50s, and 60s. I do know plenty of brilliant younger techies as well – my fabulous tech master Victoria Potts Keale just one of the many.

But, I believe the stereotype that all young people are tech savvy is also false. Here’s my experience with the college-age crowd. While teaching at LSU, I gave a bonus point to students who connected with me on linkedin. I did it because many did not know what linkedin was and I thought they should. Very often I would be their first connection. As that was several years ago, I figured students were probably more current now. However, I recently met a new college grad who was in the job market and had only just discovered linkedin. She told me it wasn’t something covered in her degree program.

Now linkedin is not the be-all-end-all of tech knowledge, but it’s pretty useful if you’re looking for a job.

So many people just don’t ‘fit’ the stereotype that it’s hard for me to see age and tech hipness as related. It’s also more evidence that judging another based on a demographic characteristic is a bad idea.

Just sayin.

Would love to know your thoughts on age, technology and stereotypes.

Filed Under: Career Invention, For Managers & Supervisors, General Management, Human Resource Management, Leadership Development, Organization Behavior Tagged With: , , , , , ,

Transparency

September 20, 2012 By Leave a Comment

It’s happened again, the fourth time in the last six months.

I’ve encountered a professional who is fudging their credentials.

Each is a little different. One is claiming to be something but their professional training was not that specialty – kind of like a doctor trained in cardiology who finds dermatology more to their liking so they call themself a dermatologist and set up a dermatology practice.

Another person is stretching their years of employment and their title. I like to refer to these as tenure stretch and title stretch.

The other two have Linkedin profiles that present them as an expert but they don’t have formal training, credentials, or certification to support the professional title they use (title stretch). You may think I’m being picky or petty but I know one of these “experts” did some “expert” work for an organization and the results were catastrophic.

This is the 21st century and in the new world of work you can be what you want to be. It is possible to be self-made and self-educated and trained in the school of hard knocks – that’s fantastic! In no way do I mean to de-value that path to success. However, in some professions, there are ethical principles governing what you call yourself and in some states there are laws regulating professional titles.

I don’t have close personal relationships with the people I described above but there is enough information on the internet that I can easily find what they claim does not check out.

Reminds me of the plot in daytime soaps where the new doctor moves to town, commences doing surgery and treating patients only for it to be discovered several months or years later that they have no medical degree. Of course, much drama ensues.

Fiction is one thing; however, reality is another.

Message to individuals – you can fool some of the people but other people know. Be transparent. Yahoo, Radio Shack, and Notre Dame are just a few high profile, instructive examples.

Message to organizations – background check, background check, background check.

What do you think?

Filed Under: Career Invention, Human Resource Management Tagged With: , , , ,

Readiness

September 5, 2012 By Leave a Comment

I’m writing this on August 29 as we ride out the storm named Isaac. The worst is not yet here but we are ready.

I did not witness a bunch of freaking out in prep for this one. Most people I know have been through hurricanes before and like us, live in a state of semi-preparedness. We always have batteries, flashlights, radios, a five-day ice chest, containers to fill with water, etc. The only things needed were gas and ice.

Did you catch Drew Brees’ message as the storm approached? “We’ve been through this before. Obviously, do everything you can to keep yourself, your families and those around you safe. I know we’re ready. We’re prepared for this. We have been for a long time.” Yes, we have been ready for awhile.

Makes me think of careers in the 21st century. You must be ready. Sometimes the opportunity is visible from afar and slow moving (like Isaac) but often the window is only open for a brief second and you have to jump at a moment’s notice. (Sorry for the mixed metaphors but you get the drift.) Once in my career I had only a split second to make a move. I was ready, I knew it and I’ve never regretted that decision.

Living in a state of perpetual readiness may sound exhausting but once you become accustomed to it, the security is reassuring and gives you strength.

Similar to a storm readiness checklist, here is my career readiness checklist.

  • Up-to-date resume. Your resume is never finished. You should regularly be updating, tweaking, and enhancing it as you gain experience, develop, and discover your strengths. If you had to send your resume out today, could you do it?
  • Knowledge of strengths. Build on them. If you are unsure of your strengths, consider doing some assessments.
  • Knowledge of developmental areas. Work to strengthen these. Create a specific, doable plan. If you are don’t know where to begin, contact me for a copy of my development planning grid. Or, consider coaching.
  • Experience. Sometimes your job provides career-relevant experiences, other times you have to find them. Volunteering is an excellent source for developmental experiences.
  • Regular networking* –  in-person. Attend your professional association meetings but also find other events in your community. Meetup.com is a way to find interesting gatherings and meet new people.
  • Regular networking* – virtually. The usual suspects – Linkedin, twitter & facebook are the holy trinity for virtual networking.
  • Eyes open for opportunities. In your company, your industry, your community and online. Be ready for them.

None of us wants to go through storms, whether natural or career, but being ready makes it easier.

*Cultivating a large network takes time. Don’t wait too late. It’s kind of like looking for D batteries when a storm is already in the Gulf. They just may not be available when you need them.

 

What do you think?

Filed Under: Career Invention, Community Service, Leadership Development Tagged With: , , , ,

Career (Re)Invention

July 5, 2011 By Leave a Comment

The cover story of the July 4, 2011 issue of FORTUNE magazine is “REINVENT YOUR CAREER!”.  It profiles five people ranging in age from 38-63 who have successfully shifted career gear and are thriving.  In this uncertain and crazy economy, career invention or reinvention is becoming a way of life.  Sometimes the change is because of dissatisfaction or frustration with the current job and sometimes it is forced by a downsizing or threat of layoff.  You may be experiencing one of these situations or likely know someone who is.

Change is scary, especially when it involves your livelihood.  But change can also be exciting. Imagine doing the work that you really want to do and being successful… Successful enough to earn a living even.  Yes, that is pretty exciting.  The truth is that you can do it.  When you take the time to figure it out, to plan and to lay a foundation your chances of success are greater and it’s much less disruptive.  If you’re not sure you want to do this on your own, consider career invention coaching.  With guidance and a structure, career invention is quite do-able.

This post is one of the first in my new ‘career’ as I too am in the process of career invention.   I was fortunate in that I had time to plan my career change; to do those things I described above.  Part of the foundation I laid was to become certified as a career invention coach.  This certification prepared me with a process and tools to use with clients who want or need to “invent” a new career for themselves.

Contact me for more information on how career invention works.  And stay tuned to this blog where I’ll share career info, management tips, and random stuff I find interesting.

Filed Under: Career Invention Tagged With: ,