Job Archives - Page 15 of 23 - The Voice of Job Seekers

Interview: 2012 Job Preparedness Indicator

The Job Preparedness Indicator is an annual survey conducted on behalf of the Career Advisory Board, established by DeVry University. It offers data, trends and advice for job seekers on how to bridge the skills gap and meet potential employers’ needs. One of the sticking points from the survey stated only 17 percent of hiring managers say job seekers have the skills and traits their organization is looking for in a candidate.

I spoke to Alexandra Levit, a member of the Career Advisory Board and targeted the questions below. As you know, I interviewed Levit last month regarding another survey conducted on behalf of the Career Advisory Board, DeVry University, and the National Association of Colleges and Employers (NACE). Some of the questions were rephrased but the gist her answers were more than appropriate and relevant. In addition, I included the infographic which was the focus of our discussion.

Please note that you may need to adjust the sound when Alexandra is speaking. My internal speakers failed but the external speakers captured response in lower volume. Her answers are audible when listening with earphones.

1) Lots of Job Seekers are feeling more confident about changing jobs or employment as 1 in 3 are willing to journey even if they have few transferable skills. What do you think this group has learned about the job search that they didn’t before?

2) I remember the NY Times from July 2011 stating that employers are disqualifying candidates and looking at the research, this still is a trend that continues…will this hurt the progress made in hiring, or will it depend on the available talent seeking to be hired.

3) What advice have you given to hopeful job seekers changing to new careers?

4) How important is for the job seeker to understand today’s hiring manager and the discretion he or she has to disqualify candidates with little experience?

5)Let’s discuss the critical future skills & career development: Ability to be cross-functional, understanding technology (both are not new), a global perspective, and social media (kind of new). Could you define for listeners the significance of a global perspective and social media?

6) To gain a perspective on what hiring managers are asking for, the new hire may need a perspective of a supervisor, the supervisor a department manager, and a department manger a director and so on?

7) Through my experience with entry level or candidates that have only 2 or 3 years experience in the workforce many of them do not expose themselves to obtain the business acumen, strategic prospective, or networking effectiveness. Would you say that will be expected in the professional careers in the near future? To some degree we would have to add negotiation to that skill set too, right?

8) The study states that employers put professional development in the hands of the job seeker. As you know pro development is quite expensive these days. What are some non-traditional and inexpensive ways job seekers can obtain additional training that the company will not pay for?

9) So based on what we discussed, how can job seekers become more successful in getting noticed and interviewed?

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

Book Review: How to Find a Job Now by Jim Stroud

After listening to Jim Stroud’s podcasts, and watching his videos, I knew that if I read this book that it wouldn’t be a traditional discourse of job hunting with links and references to boot. His style of writing and presenting would satisfy traditional book readers but engulf others who adapted a learning style that requires a visual approach to learning. How to Find a Job Now (And Never Have to Look Again!) infuses conversation, commentary in one thoughtful and demonstrative training guide.

He states at the front of the book that,

“My approach in writing this book is to write as little as possible. (Crazy right?)”

“How to Find a Job Now” is.the first job search book that I’ve read in the last 16 months (I’ve read many them) that I wanted to have a conversation after reading it. That’s a good thing too because Stroud breaks it down by showing you more than telling you. And for readers and non-readers, you are not laboring to learn as you would in academia. The educator in me would say for job seekers to read a portion, implement it, continue.

Here a few reason’s I recommend Stroud’s book:

1. You hear the recruiter’s point of view

Stroud explains how recruiters use Google to “source” (look for resumes) to find qualified candidates. To tone of “How to Find a Job Now” is not just preparing your résumé but also your online portfolio.

2. Resources that you have never seen

Stroud provides some resources that you are unlikely to hear if you are not pursuing a consulting or freelance career. He makes a great point about using freelancing to get paid for giving advice (as part of the keeping a job part of the book).

3. How to use Facebook to search for jobs

The discussion about privacy settings continues as a job seeker needs to ensure that the best attributes are accessible online, and perceived as negative. Stroud suggests terms to search using Facebook to find potential opportunities.

4. About freelancing

Here is a convincing long-term answer for staying employed: Position yourself to refuse work! Beautifully said as most of us would love to have more choices to make a living. One of the best sections in the book.

The book is free through TheRecruitersLounge.com and JimStroud.com. It is a good reference and guide for those either beginning or continuing a job search.

About Mark Anthony Dyson

by Mark Anthony Dyson

Are College Graduates Unprepared For the Job Marketplace? Interview with Alexandra Levit

Many studies will say college graduates are not ready for today’s job environment. The lack preparedness for the high expectations of the workplace. The latest study conducted by the National Association of Colleges and Employers (NACE) on the behalf of the Career Advisory Board which is established by DeVry University recently reported 1.5 million of college graduates under 25 are jobless or under-employed.

Alexandra Levit (@alevit), a member of the Career Advisory Board, agreed to speak to me about the study. Levit is a renowned business and workplace expert, and an author of several books.

Mark: The press release states that, “Among its findings, more than half (56 percent) of today’s university and college career center directors cite students’ lack of interest in formal career preparation and professional development as barriers to successfully finding a job.” Are there clues as to where this apathy comes from? Does this describe a typical millennial generation’s attitude?

Alexandra Levit: On the whole, Millennials are confident and entitled, and have the mentality that a college degree equals an instant job. They believe they are better than the competition, and that Mom and Dad will help them out while they get their bearings. They just aren’t worried about their job search until the very end of their college tenure, and therefore are apathetic.

Mark: It also states that, “..they also have started developing skills in teamwork, time management and communication.” Everyone says that he or she is a “team player,” what makes their brand unique. What makes them stand out upon graduation?

AL: What makes them stand out is not only being able to communicate vaguely that you’re a team player, but being able to communicate SPECIFICALLY how you will add value to the organization when you come on board. This means doing your homework and knowing what’s important to the company and its bottom line and being able to give the impression that you can hit the ground running.

Mark: Are college career centers failing to brand themselves as the main resource to prepare college students?

AL: Yes, they are. The research clearly demonstrated that career centers perceive themselves as being far more important to students’ success than the students themselves perceive them. Frequently, students aren’t even acquainted with the career center until senior year – and sometimes there’s never a proper introduction, Even when students do know about the career center, they are usually not aware of the breadth and depth of helpful services offered.

Mark: There are critics of college career centers that say that the counseling received from them is outdated. Is there some truth to that in your opinion?

AL: This entirely depends on the university and the individual. Is it sometimes true? Yes. But there is bad career advice everywhere. Students should validate what they hear from a college career counselor by reading current career blogs/publications and speaking with mentors in their fields.

Mark: The survey stated that, “The survey found that students have a poor understanding of how to properly conduct a successful job search and also lack some of the tools and skills necessary to locate and acquire a job.” I find this startling being that a job search these days require tech knowledge that college students possess. Where do you think the disconnect takes place?

AL: Tech knowledge is one thing, and most of them do indeed have it, but a successful job search today requires a ton of productivity and hustling. It is simply not enough to put your resume on a few job boards and wait to get a call. That call isn’t coming. You have to be out there, branding yourself online and offline, meeting people in your field who are in a position to help get you work, and clearly showcasing what you have to offer each and every organization with which you interface.

Mark: With the lack of interest from students in general, are college career centers suffering or experiencing a feeling of un-usefulness?

AL: Yes, and I think they are rightfully frustrated. Their success depends on student success, and it’s tough when you are trying to do your job well but feel that students aren’t living up to their part of the bargain. However, it does seem that career counselors get a lot of fulfillment from working with students who do use their services effectively, even if this isn’t the majority.

Mark: I find it interesting that in this day and age international college graduates stand out as being difficult to counsel. Are there ways to you think to increase engagement of foreign students?

AL: One idea for directors to facilitate the advising and hiring of international students is to form programs that pair current students with similar alumni who are currently employed. Such mentorships would provide insights that are unique and expressly relevant to a particular student group.

Mark: Are there groups such as, first generation students, college graduates, minority groups, older students, military that might be considered more self-sufficient than the other when it comes to networking, using career center resources, or any other tool?

AL: Not that I am aware of. Being self-sufficient/self-driven is an individual trait, and I think that you see it (and don’t see it) in all groups. I want to say that first generation students are on the whole more resourceful than other groups because given their background this would make sense, but I haven’t seen it personally.

What do you think of a few of the recommendations from the Career Advisory Board for graduates to get started on his or her career search?

Expand network. Conduct informational interviews with mentors in their mid-twenties who can provide advice on how to most effectively position their background and experience in a specific field.

Customize resume. Review sample resume in the desired field and craft theirs in a way that will interest an employer immediately. Also it’s important to customize their resume with keywords from their target position’s job description.

Show enthusiasm. Present themselves as can-do enthusiastic employees who are humble and eager to learn.

Do you have additional suggestions? Please comment below.

Mark: If I am reading this correctly, career centers are not receiving zealous involvement from the administration. Is there one common denominator that stands out as to why that is?

AL: Overall, college career centers have a perception problem. Many administrations view them purely as immediate “placement centers” and marginalize their role in shaping America’s future talent pool. Unfortunately, this attitude negatively impacts student perception, and they may not use the career center as expeditiously as a result.

To obtain a copy of the report and additional research, go to the Career Advisory Board website and look for the “Effectively Counseling Graduating Students” information.