Help Job Seekers Manage Their Expectations

Help Job Seekers Manage Their Expectations Job seekers are more optimistic now than ever. Kaspars Grinvalds For the first time since 2009, employee job market confidence has reached beyond half of the population surveyed, according to Glassdoor’s new study. Yet, the reality is, fewer than half of 2014 graduates have professional jobs those which require a college degree, a new Looksharp report shows. As a career counselor, you’re likely to run into some ambitious job seekers with high expectations for their career. Though, overall, unemployment is declining and job openings are slowly becoming more abundant than years prior, role requirements are becoming more specific. Save your job seekers some disappointment by helping them manage their expectations and giving them the resources they need to succeed. Here are a few tips to help job seekers manage their expectations and achieve their career goals: Advise them on negotiating pay rate Looksharp’s report reveals a disconnect between what students expected and actual starting salaries. College seniors with a full-time job offer expected to receive an average of $57,000 starting out, but the actual average starting salary ended up at $55,000. That’s just an average across all majors. Some majors had significantly larger expectation gaps than others. For example, students who majored in arts expected a starting salary of about $70,305, and in reality only received around $44,394. Help job seekers conduct research on sites like Salary.com and Glassdoor to see what professionals in their industry make at various companies. Remind them to take their experience into account, and come up with a salary they can suggest when applying for a new job. Then, provide them with strategies to help negotiate the salary they want. Help job seekers find jobs that build the skills they need Of the 2014 college graduates who are employed full-time, only a little more than half found a job within their major, according to Looksharp’s report. Employers are often looking for employees with specific skill sets. Being fresh out of college, recent graduates don’t typically have the real-world experience required to have built these skills, unless they’ve had internships. Recent graduate job seekers might be surprised to find their dream job isn’t available to them right away they’ll need to work up to it by taking an entry-level job. If no entry-level jobs are available in their specific field of study, they’ll need to look at jobs that build skills that are transferrable to their field. Help job seekers look for jobs that will build the skills future employers will want leadership, communication and teamwork, for example. In fact, nearly 78 percent of employers surveyed in NACE’s Job Outlook 2015 report said both leadership and the ability to work on a team were the most important skills they look for on a candidate’s resume. Share the best career resources available Of course, along with a solid plan, job seekers need the right resources to succeed. As a career expert, you should have no shortage of tools to recommend. While job boards and social networking sites keep you and your job seeker in the loop about openings, don’t forget about opportunities where job seekers can connect with key professionals in person. Career fairs are an excellent resource for this, and even more so when using a tool to reveal insider information about what to expect when attending. Look at the variety of new tech tools available to help job seekers manage their search on-the-go. For example, PathSource just released a new Apple Watch app designed to help job seekers find local career fairs and navigate their way around them. This newfound empowerment among the workforce is a great thing, as long as job seekers stay grounded and realistic in their expectations. As a career guide, you have the power to help job seekers succeed with the right advice and resources. What are some expectations job seekers you’ve worked with have for their careers? What strategies do you use to help them succeed?

Career Management Top 10 Career Limiting Moves - Work It Daily

Vocation Management Top 10 Career Limiting Moves - Work It Daily Great vocation the executives is a key factor in progress. In case you're understanding this, you most likely don't have to stress a lot over awful dynamic or judgment. More often than not, individuals who wander through life are scarcely making it, and give as much figured time to their conduct as a dairy animals does. In any case, it's acceptable to incidentally consider this issue before you truly rubbish your future. Related: 6 Career Management Hacks That Will Get You Ahead I would call attention to that there are things that don't appear on this rundown, such as leaving the receiver on while you talk about top mystery data, essentially on the grounds that they are so uncommon. Vocation Management: Top 10 Career Limiting Moves This rundown is about the CLM's (Career Limiting Moves) that are generally normal. 1. Absence Of Real Insight Or Thought The effect of this prompts circumstances that exist simply dependent on the reality a few people neglect to focus on how things work and their own conduct. 2. Mistaking Actions For Results We get paid, not to appear, yet to really get some sort of results. Shockingly a few people believe that essentially simply doing stuff is what it's everything about. 3. Interminable Absence Or Tardiness On the off chance that you are missing excessively or late to an extreme, you won't be going anyplace on the grounds that YOU are undependable. 4. Decline To Admit You Made A Mistake We as a whole make them. We should gain from them. At the point when you don't concede an error, we not just know you're confused, we sort of anticipate that you should rehash it. 5. Improper Computer Use It doesn't make a difference in the event that you see pornography, check your Facebook page, or shop at work. You're squandering organization assets and it will find you. 6. Not Fitting In With The Culture You can either change, leave, or get terminated in the event that you don't fit in. There might be organizations you can't change in accordance with; be keen and make sense of that before it harms your profession. 7. Missing Commitments Nothing will pulverize trust quicker than being routine at not meeting your responsibilities. Nobody will need to work with you and nobody will need you to work for them. 8. Feeling Of Entitlement Individuals who think the organization or manager owes them for just breathing air at work can be tracked down rapidly. It's an unpleasant quality. Everybody is superfluous. 9. Not Thinking Outside The Box On the off chance that you can't consider some fresh possibilities or won't do it since you're excessively apathetic, the supervisor will discover somebody who will. Simply carrying out your responsibility should be possible by many others. 10. Reviling The Boss Or Someone Important You need to accept anything you tattle at work to somebody you work with will be shared or spread. More often than not the code of quiet just doesn't exist no make a difference how close your relationship is. There is nothing on this rundown of vocation the board moves that is hard to stay away from. As I stated, the individuals that will in general truly execute their odds of going anyplace in their vocation basically don't consider their condition and their motivation of being utilized. This post was initially distributed at a previous date. Related Posts Vocation Management: 8 Tips For Disagreeing With The Boss Vocation Management: Are YOU Lazy? Instructions to Build Positive Workplace Relationships Photograph Credit: Shutterstock Have you joined our vocation development club?Join Us Today!

Returnships for Caregivers Going Back to Work [Podcast] - Career Pivot

Returnships for Caregivers Going Back to Work [Podcast] - Career Pivot Scene #128 â€" Marc Miller interviews Tami Forman of Path Forward on reemerging the workforce in the wake of taking a long break to think about relatives Portrayal: Tami M. Forman is the Executive Director of Path Forward, a non-benefit association that makes mid-vocation returnship projects to move the change back to work for individuals who have taken a profession break for providing care. Way ahead trains HR groups and employing directors on the best way to help these projects effectively and offer help to members to make the experience fruitful. Tami is building this association starting from the earliest stage, working with contributors, accomplices, and members to satisfy the association's crucial. Tami went through 10 years as a promoting official with Return Path. Tami has recently held article positions at Simon and Schuster, Houghton Mifflin, iVillage, and News Corporation. Key Takeaways: [1:38] Marc invites you to Episode 128 of the Repurpose Your Career webcast. Profession Pivot this web recording to you; CareerPivot.com is one of the not many sites devoted to those of us in the second 50% of life and our vocations. Pause for a minute to look at the blog and different assets conveyed to you, for nothing out of pocket. [2:08] If you are appreciating this digital recording, if it's not too much trouble share it with other similarly invested spirits. Buy in on CareerPivot.com, iTunes, or any of the different applications that flexibly digital broadcasts. Offer it via web-based networking media or simply tell your neighbors, and associates. The more individuals Marc comes to, the more individuals he can help. [2:27] Next week, Marc will peruse another part from the third version of Repurpose Your Career.) Marc has discharged two sections to the Repurpose Your Career audit group. On the off chance that you'd prefer to be a piece of that group, if it's not too much trouble go to CareerPivot.com/RYCTeam and you'll get new sections as they become accessible. [2:51] Marc as of now intends to discharge the book in mid-to-late September with both a virtual and a genuine book visit. He will be in Austin, NYC Metro Area, and D.C. during the long stretches of September and October. Marc couldn't want anything more than to meet his perusers and audience members. [3:10] Reach out to Marc at Podcasts@CareerPivot.com in the event that you'd be happy to offer him some guidance on setting up this visit. This incorporates settings in case you're from those zones. Marc would especially value it. [3:27] This week, Marc is talking with Tami Forman, the official executive of Path Forward. Marc presents Tami with her profile. Presently on to the digital broadcast… Download Link | iTunes|Stitcher Radio|Google Podcast| Podbean | TuneIn | Overcast [4:27] Marc invites Tami to the Repurpose Your Career digital broadcast. [4:44] Marc found out about returnships from Dan Corbin who was at Return Path simultaneously as Tami. Marc welcomes Tami to discuss the inception and crucial Path Forward. [5:10] Path Forward is a philanthropic association set for help individuals who have removed time from their profession for providing care to restart those vocations. A large portion of the customers are ladies, however the projects are available to people who have removed lumps of time from the paid workforce to think about youngsters or old guardians. [5:43] This idea began inside Return Path, a secretly held programming organization situated in New York City, with workplaces in Colorado, Austin, Texas, Indianapolis, and all around. The head of HR was attempting to help ladies in innovation and doing oblivious predisposition preparing. She ran into obstruction employing ladies who had taken a lifelong break. [6:43] The VP of HR understood that on the off chance that she was unable to impact the conduct of administrators in her own organization, there was a foundational issue. She worked with certain individuals to assemble a returnship, which means a transitory task focused on somebody in mid-profession. [7:09] The program was exceptionally effectively for the six individuals in the program and for the chiefs. Different organizations saw and connected with VP of HR Cathy Hawley and CEO Matt Blumberg to figure out how to run the program in their workplaces. [7:38] Matt chose to establish a charitable and attempt to have a greater effect by carrying it to a lot more organizations. [7:48] Marc sees people getting some much needed rest to deal with older grown-up guardians. Tami sees a great deal of ladies with the one-two punch, who took a couple of years off to deal with their kids and afterward their mom or father became ill and required consideration. Numerous ladies have filled the two jobs. She has additionally observed stay-at-home fathers. [8:42] Childcare takes longer than older parent care, ordinarily, so moms bringing up kids are out of the workforce longer. The more extended the break of the workforce, the more it takes to get again into it. Individuals taking a couple of years off for senior consideration have less trouble finding a new line of work. The age scope of members in the program is huge. [9:57] Marc has a man in his online network who got laid off, dealt with a parent, and now is being approached what he accomplished for year and a half. Dealing with Mom isn't very generally welcomed at the tech new businesses he is attempting to enter. [10:17] How is a returnship unique in relation to an apprenticeship? The DOL has a particular definition to meet rules for an enlisted apprenticeship, yet businesses may utilize it less officially. Tami encourages to anybody investigating any transport program is to get a severe comprehension of what the program offers. [11:16] Tami considers a returnship to vary from an apprenticeship basically in the measure of preparing provided. Tami noticed the Microsoft LEAP program which has a preparation segment close by a work venture segment as a work of art apprenticeship. A returnship is about simply the work. [12:03] People coming into a returnship have either legitimately relevant or transferrable experience they can give something to do inside the setting of the returnship. They may require tutoring and would get new-representative preparing. They have the fundamental aptitudes. [12:45] Some of the organizations Path Forward works with do have a preparation segment as a component of their returnship since they need to extend the kinds of individuals they can bring into the program. [13:01] Tami says during the meeting procedure is an ideal opportunity to ensure you see precisely what preparing and advancement the program offers and what the desires are of you. [13:20] Marc takes note of that tech part occupations would give some preparation in view of quick change in the business. Tami says that tech organizations are experiencing difficulty discovering individuals to keep up inheritance tech stacks. More youthful individuals don't have a clue how to do it or would prefer not to. [13:50] Tami has worked with organizations that have exclusive programming where each architect would need to be prepared to work with it. [14:17] Understanding what the desires are is significant. Tami knows about associations and projects, for example, a training camp or an online course, accessible to show explicit aptitudes to individuals coming back to the work environment. The preparation alone would not be sufficient to find you a line of work, so the returnship work piece has the effect. [14:52] Kids would prefer not to learn COBOL or Fortran. [15:07] Besides tech aptitudes, returnships can work for any organization employing for any expert activity. Way ahead has had the most accomplishment in joining forces with tech organizations in Northern California, New York, Denver, and LA. Innovation has a recognized sexual orientation balance issue close by an ability issue. [16:08] The sex balance issue, joined with the general shortage of ability, are the variables that lead to the accomplishment of returnship programs at tech firms. Individuals out of the workforce are an undiscovered pool. Different ventures may have sex balance issues however no deficiency of ability. They don't feel a similar strain to acquire more individuals. [17:36] Tami's recommendation to individuals searching for circumstances, when all is said in done, is to go where the individuals aren't. Go where the occupations are abundant and the individuals appear to be less so. [17:46] The perfect contender for a returnship will have a foundation that matches what the activity is. Somebody who's making a major profession change won't commonly be as fruitful. On the off chance that you are making a lifelong change, first get a ton of counsel from individuals in the new vocation. Take a course. Take a counseling position. Acknowledge a lower position. [19:36] If you worked in showcasing, do a returnship in advertising. In the event that you worked in designing, do a returnship in building. That is the place the 16-week help, getting you back in the seat, with a chief who can perceive what you can do, is extremely fruitful. [19:55] Tami sees that individuals who have a specific level of hatred about the penance that they've made and have conscience issues about compensation or position have a more troublesome time than individuals who are open and have quietude about them. It is smarter to be eager to be back and acknowledge the open door in the wake of investing the energy with family. [21:04] Marc reviews a week ago's scene with Andrew Scott on the 100-Year Life and their discussion about attitude in CareerPivot.com/Episode-127. In the event that you don't have the correct attitude you won't be fruitful. [21:43] Tami shares a contextual analysis of Marina, in her mid-40s who made a profession turn from selling CDs by direct promoting at BMG Music. That world has left. Be that as it may, her promoting abilities were truly transferable to various markets and channels. [22:58] Marina got a returnship in advertising at Return Path and at last arrived on promoting investigation, where she despite everything works, after three years. She likewise took the Hubspot computerized showcasing course to do her own reskilling. There are a ton of merchants in different businesses who make free preparing accessible to expand their potential ability pool. [24:22] Tami shares Lisa's story who was a designer at IBM and had last coded utilizing COBOL and Fortran. She had an EE degree, not a CS degree, since that wasn't normal when she was examining. She had taken some product courses. At that point she was out of the workforce for a long time. [25:14] Lisa needed to get her Master's certificate, however

17 The Future of Careers - Walrath Recruiting, Inc.

Link Roundup 5/26/17 The Future of Careers - Walrath Recruiting, Inc. Happy Friday! This week we have some great advice on the future of careers. One article compares the online profile and the printed resume, and another looks at careers that are future proof. The job market has never stayed the same, and it is evolving at an incredibly fast pace today. How you find a job today is vastly different from the way it was done only 10 years ago. Understanding how the future of careers will shift could be valuable knowledge for the future, and were here to help! Check out the links below to begin. What to Do When Entry-Level Positions Need Two Years of Experience We start this Link Roundup with a great article for recent graduates, (of which there are many right now) or anyone making a career change. This article discusses one of the biggest frustrations of young job seekers:  entry levels that require experience. Many jobs that are entry level typically have listed  1 or 2 years of experience. When entry level jobs require experience, it can be fairly challenging to get your career started. This article offers a well balanced and realistic approach to applying for these types of positions. Definitely a valuable read for anyone who has come across the entry level experience confusion! The Printed Resume vs. The Online Profile: Why You Still Need Both For a number of years, career specialists and guides have discussed the possibility of the resume dying out. While it has been a staple of the job search for a while, online profiles like LinkedIn have also become a mainstay. This led many career experts to predict that the traditional resume would die out soon, but as you likely know, its still a crucial aspect of the application process. The printed resume is not going down without a fight! For a few reasons, its currently preferable to have both. If you currently only have one or the other, the article makes a strong case that may convince you to branch out. Only Half of Job Seekers Negotiate, But Those Who Do Usually Succeed Frustrations regarding salary arent uncommon when job searching. Many candidates feel low balled and underappreciated when they receive their offer letter. One of the reasons for this however, is that they failed to negotiate. While it can be a scary thing to do, many times employers are receptive and open to negotiating if its brought up. This isnt always true, but youd be surprised by how many companies will hear it out. This article breaks down salary negotiation, and how  it is  influenced by region, gender, and salary level. Its all valuable information, especially if youre going to be in the hot seat soon. 9 Future Proof Careers, According to the Worlds Largest Job Site Indeed recently conducted a study on which generations job security is most threatened by automation. The study found that millennials are currently moving into more  future proof careers. These jobs are ones that arent easily automated and typically involve un-repetitive tasks such as managing or critical thinking. More on that disparity between generational workers can be found on the page with the main study  here. With this new data from Indeed, Business Insider has compiled a list of jobs that are least likely to be phased out by automation, which is certainly worth a look! Three Times Youre Unintentionally Annoying Your  Hiring Manager Job hunting can make for stressful times, especially if your financial situation isnt ideal. In an ideal world, you would get feedback on your resume by the next day, and you would find out in clear terms why or why not you were offered the job. Unfortunately, thats not the world we live in. This may drive you to follow up constantly with your hiring manager. While you may think its helping you get feedback quickly, it could also be making that feedback worse. Its not likely intentional, but there could be some things you are doing that are annoying your hiring manager- and hurting your chances. If youre worried this may be you, check out the article to confirm or deny that thought. Quantity Is Good But Quality is King in Networking This article echos the thoughts of some our past link roundups, but its still a great idea to reinforce. Typically, professionals  get caught up in the numbers game when networking. Its easy to focus on tallying your number of business cards acquired, but it could be hurting the quality of your connections.  In terms of actually furthering your career, its typically the quality of the connections, not the quantity, that makes the difference. 5 Common Reasons People Get Fired (And How to Easily Avoid Them) Although wed never wish it on anyone, the truth is that people do get fired from their jobs everyday. Although the reasons may be different, the outcome is the same: theyre out of a job. This means starting a new job search, and also trying to figure out how to address being termination with any potential employers. Its a tough scenario to be in, and hopefully you can avoid it by reading this list. The reasons may seem obvious, but for many employees their true first wake up call to their bad behavior is being terminated. We hope you found something valuable in the links from this week! Trying to determine what the future of your career may hold isnt easy, but its usually valuable to ponder it.  For now, enjoy the weekend!