Category Archives: Career Coaching

“Résumés? We don’t need no stinkin’ résumés!”

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“I’m too busy to be updating my résumé…” “I think résumés are a waste of time when I can use social media to promote my expertise…” “Who needs résumés today when we all have LinkedIn profiles?” (Recent comments from LinkedIn posts.)

Who needs résumés today? Recruiters and hiring managers, to start with. Regardless of your opinion about résumés, they are still the de facto document for most professional positions in most industries and fields. Look at all the posts from career coaches and résumé writers on LinkedIn if you have any doubt about the importance of an achievement-focused résumé. Not the “duties and responsibilities” kind that testify to your being just another employee, because hiring managers have too many employees just doing their assigned tasks and duties.

An achievement-focused résumé takes planning and more than a few drafts to get it right. Hiring managers (and recruiters screening résumés for hiring managers) want game changers, solutions providers, and problem solvers who can demonstrate or prove a track record of accomplishment (usually backed up quantitative evidence). If you write in a cover letter, “I have a track record of proven accomplishment” or some other similar cliché, you’d better be able to back it up on a résumé with revenues generated, costs avoided, percent efficiency improvement, or some other objective measure instead of lightweight, subjective verbiage.

The question of the value of résumés is a moot one because it doesn’t matter at all what you think, believe, or feel about their worth. For now, and into the foreseeable future, résumés are what hiring managers and recruiters want to see from candidates. Even if résumés were no longer required, they still are another weapon in your arsenal that attest to your value, brand, and expertise to others having a need for it.

The same goes for cover letters. It doesn’t matter what you think about who reads them; The cover letter is another arrow in your expert quiver that testifies to your ability as the hiring manager’s problem solving, go-to professional. The cover letter is not a summary of your résumé. Omit them at your own peril.

As for LinkedIn profiles, I used to use them as a confirmation tool that the candidate presented as a professional on a résumé likewise did the same on LinkedIn. Social media can be a double-edged sword, where some hiring managers eliminate potential candidates by what they find on social media sites.

I imagine the people bemoaning the need for updated résumés have either been unemployed or underemployed for some time; it might be a result of having a poor attitude — or a poor résumé.

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Donn LeVie Jr. has nearly 30 years in various hiring manager positions for Fortune 500 companies in the earth/space sciences, software development, and microprocessor design support. He is the author of Confessions of a Hiring Manager Rev. 2.0 and Strategic Career Engagement: The Definitive Guide for Getting Hired and Promoted, both Global eBook Award and International Book Award winners. Today, he is a keynote speaker and seminar leader on positioning and engagement strategies for professionals seeking greater career and business trajectories.

Are There Really Generational Differences in the Workplace?

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We keep reading about soft skill generational differences among Baby Boomers, Gen Xers, and Millenials and whether these real and perceived differences should be accommodated by employers. The truth is that each generation arrives in the workplace strongly influenced by whatever technology drivers are current for them as well as the influence of pop culture.

As a career strategist and former Fortune 500 hiring manager, I personally never bought into the idea of a business or company accommodating a particular generation’s work ethic (“soft skills”, however, are a different animal) over those of other generations. To me, that’s the tail wagging the dog. It contributes to vertical silo social/organization structures rather than horizontal structures.

Instead, what I have found to be more effective for accommodating the workforce generational difference and the bottom line is a combination of several factors, primarily aligning/re-aligning people across generations based on their particular work styles and perspectives.

Deloitte created a system called Business Chemistry that identifies four primary work styles (Drivers, Guardians, Pioneers, and Integrators), and related strategies for accomplishing shared goals. Existing personality tests aren’t tailored to the workplace and rely too much on personal introspection. The Myers-Briggs Type Indicator (MBTI) and other personality assessments put people in one category or another, but the brain isn’t wired like that and even the Myers-Briggs Foundation cautions against integrating results with hiring decisions. The Business Chemistry process, which is based on neural chemistry, pulls diverse work styles together – regardless of generation. These four primary work styles are found across all generations, not just within one age group.

According to the research, organizations that emphasize cognitive diversity rather than generational or even racial diversity can harvest the catalytic benefits such organizing work styles offer. In it’s search for effective value-driven diversity in the workplace, could neuro-diversity base on cognitive assortment be The Answer?

Want to know if you’re a Driver, Guardian, Pioneer, or Integrator? Email me and I’ll send you the Business Chemistry self-assessment worksheet as found in the Harvard Business Review March/April 2017 edition.

So, what about those soft skills?

Here’s a scary statistic: Only 23% of employers measure quality of hire, a metric that has been shown to be critical to understanding the effectiveness of an organization’s hiring process (source: SHRM Research, 2016). When employers complain about bad hires, it’s sounding more like the echo of a self-fulfilling prophecy.  If you don’t at least look for soft skills proficiency, well…you get what you pay for.

The higher up one advances in the organization, the greater the need for soft skills execution (see my previous post for more of soft skills). While some assessments can provide a window into a candidate’s soft skills inventory and application, most companies will have to select those soft skills that do the best job reinforcing their particular business process. HR and hiring managers will have to work together to determine which soft skills to look for and assess.

Work environments must establish an atmosphere that provides opportunities for people to succeed with hard and soft skills. While a person’s core personality core can’t be changed, they can learn strategies for engagement and influence to better manage the daily interactions with peers and upper management.

YOUR TURN: what are you strategies and tactics for addressing generational work style differences in the workplace? Are they working, or are you looking for something else? 

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Donn LeVie Jr. is  a former Fortune 500 hiring manager (Phillips Petroleum, Motorola, Intel Corp), award-winning author (Confessions of a Hiring Manager Rev. 2.0 – Second Edition and Strategic Career Engagement), keynote speaker/seminar leader, and strategist. Over a 30-year career, he has reviewed thousands of résumés and cover letters, interviewed hundreds of candidates, and hired countless technical, marketing, and communications professionals in the earth and space sciences, software development support, and microprocessor design support. 

Today Donn speaks on career engagement strategies; positioning and influence strategies; and personal breakthrough strategies as well as providing 8-week Elite Small Group Mentoring/Strategist programs. Follow him on Twitter or contact him directly at donnleviejr@gmail.com.

Cultural Fitness: Are You in the Right Shape to Get Hired?

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In today’s ever-morphing hiring landscape, employers are devoting more energy for determining if a candidate is a good cultural fit. Beyond just assessing whether a potential employee will be a squeaky wheel, cultural fit is an important element for succession planning as more Baby Boomers exit the workforce.

What is “cultural fit” anyway? Cultural fit addresses ideas of shared assumptions in a workplace environment, such as how to treat others, how time is managed, how work gets done, how to communicate, how to dress, which behavior isn’t tolerated, how resources are allocated, etc. When hiring managers or decision makers ask themselves, “Do I like you?”, that question encompasses all the above-mentioned criteria.

Soft Skills

Cultural fit includes the possession of such “soft skills” as collaboration, creativity, curiosity, problem solving, communication, conflict management, strong work ethic, adaptability, social awareness, empathy, emotional intelligence, clear and concise self-presentation. These soft skills apply to not only the day-to-day job, but to cultural fit because they represent core values and drive the business agenda.

But these skills are difficult to teach and can be very challenging to screen for in just one or two interviews. An Adecco Staffing survey found that 44% of executives said a lack of soft skills was the biggest proficiency gap in the U.S. workforce. Another survey by the International Association of Administrative Professionals, Office Team, and HR.com discovered that HR managers said they would hire someone with strong soft skills even if the technical skills were lacking because you can always teach technical skills. The mantra today is “Hire for attitude; train for aptitude.”

There’s no simple across-the-board answer that can apply to all jobs in all industries or professions. Multiple interviews and engaging discussions, as well as observed behaviors, help employers measure how well these factors match the organization’s core beliefs.

Here are some other approaches to cultural fit and the cost of the wrong hire.

http://www.jobscience.com/blog/avoiding-bad-hires-with-cultural-fit-assessments/

http://essencerecruitment.ca/testing-cultural-fit/

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Donn LeVie Jr. is  a former Fortune 500 hiring manager (Phillips Petroleum, Motorola, Intel Corp), award-winning author (Confessions of a Hiring Manager Rev. 2.0 – Second Edition and Strategic Career Engagement), keynote speaker/seminar leader, and strategist. Over a 30-year career, he has reviewed thousands of résumés and cover letters, interviewed hundreds of candidates, and hired countless technical, marketing, and communications professionals in the earth and space sciences, software development support, and microprocessor design support. 

Today Donn speaks on career engagement strategies; positioning and influence strategies; and personal breakthrough strategies as well as providing 8-week Elite Small Group Mentoring programs. Follow him on Twitter or contact him directly at donnleviejr@gmail.com.

Calling BS on Some Career Coach “Advice”

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It’s time again for me to post another episode of “Squirrelly Career Advice” as offered by some career professionals. Whenever I spot banal platitudes that offer zero value for those desperate for some tidbit of wisdom to help them move forward with a new job or career, I will call BS on it here.

In this installment, I highlight the completely useless utterings by several career coaches in a recent post at a theundercoverrecruiter.com, which usually has great content. Here is a sample of the career advice they gave:

  • “You can do anything you put your mind to.”
  • “Ensure you get credit for any good work that you do.”
  • “You can’t afford to take your eye off the ball…always ensure you have options.”
  • “What you achieve is up to you.”
  • “Follow your passion.”
  • “Join relevant industry organizations and get to know people.”
  • “It’s not what you know, it’s who you know.”

How’s that for getting you to the next step in your job search or career? I half expected to see, “No matter where you go, there you are” listed as advice. I certainly hope clients aren’t paying for such Poor Richard’s Alamanac-type witty quips because they devalue time-tested expertise provided by all career professionals. The truly top career strategists noticeably move the needle for their clients in all media channels at all times. They have social proof of their ability to effect positive change forward for people who come to them for their wisdom, insight, and experience.

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Donn LeVie Jr. helps meeting managers, conference coordinators, and professional development managers reach SuperStar status. Donn is a keynote speaker, career strategies seminar leader, and award-winning author. He has nearly 30 years experience in various hiring manager positions for such Fortune 500 companies as Phillips Petroleum, Motorola, Intel Corporation, and others. In addition, Donn has worked for the federal government (U.S. Dept. of Commerce – NOAA) and taught at the University of Houston Downtown College (Dept. of Natural Science and Mathematics).

Donn is the author of Confessions of a Hiring Manager Rev. 2.0 (Second Edition), which was the WINNER of the 2012 International Book Award (Business:Careers) and the GOLD MEDAL WINNER of the 2012 Global eBook Award for (Business:Employment). He is also the author of Strategic Career Engagement: The Definitive Guide for Getting Hired and Promoted, which was the RUNNER-UP of the 2016 International Book Award (Business:Careers) and the SILVER MEDAL WINNER of the 2016 Global eBook Award (Business:Employment).

Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective.

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Leap of Faith: Why I Turned Down a Lucrative Job Offer (long post)

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Several years ago I had an amazing opportunity come my way from someone in my professional network, while I patiently awaited a long-delayed approval on a six-month extension of a high-paying part-time contract I was working on.

An engineering manager friend contacted me to see if I’d be interested in a director-level position with his company (a former employer of mine). I wasn’t interested initially as it didn’t figure into my career strategy. I passed along several names of other candidates for his consideration, but he was persistent in wanting me to think about the position: “We need someone with a passion for excellent customer documentation and your name keeps coming to the top of the list,” he told me.

Part of the reason for my reluctance to accept the position was that I was winding down my career for working for someone else. I had written two successful career strategy books with others in the works, and was giving keynotes and presenting seminars at conferences (part time). I wanted to pursue that direction full time when my six-month contract extension (if approved) expired.

Another reason for my reluctance was that I had been working from my home office on contracts for the past four years, supporting microprocessor design projects for companies in the U.S. and China. Working from home, as you might expect, offers so many conveniences and savings. I was sure that this director-level position would demand my presence on site five days a week plus occasional travel.

So, I agreed to speak with him and his manager about the director position. I had a slew of questions for them that were critical to my giving serious consideration to the position, which was Director of Technical Publications for a particular line of microprocessors. After our hour-long meeting, I came away convinced that I would have a difficult time being successful if I accepted the position.

Here are a few of the considerations that would be problematic for me:

  • No existing customer documentation (functional specs, programmers reference manuals; design specs, architecture specs, application notes) was available for the past 15 years
  • Engineering documentation resided on an internal wiki site and SharePoint with little navigation structure and resembled “notes to self” more than true documentation that wasn’t available to customers (thankfully!–no documentation is much better than poor documentation)
  • The existing documentation was written by design engineers, who are more focused on how the microprocessor works – not on how customers would program and configure the chip for their consumer products
  • Design engineers are notoriously reluctant to document anything (generally)

When I asked about the general attitude of the engineering team to start providing better documentation, the engineering director told me, “No one gives a hoot about writing documentation.” That wasn’t what I wanted to hear but what I expected to hear.

I saw this situation as a time-consuming, slow implementation of change, and an exercise in futility. I had been in similar situations with other companies over my career and I just wasn’t going to push that boulder up another hill. And it would mean setting my book and speaking projects on the shelf for several years. I didn’t want to do that as I had been developing some momentum in those areas.

Then I asked about salary. “Name your number…,” they said, so I did. A big one; much larger than anything I’d earned in the past. It had to account for all the pain and suffering I saw that laid ahead. They didn’t bat an eye.

I discussed the position and the salary with my awesome supportive wife, who essentially left the decision up to me. I knew that I would regret not pursuing what I wanted to do with the rest of my life if I accepted the position (with all its attendant issues) just because of the big bag of money they dangled before me (we were fortunate in that we worked hard over the years to already have a solid financial position).

So I declined the offer.

But in so doing, I explained to my engineering manager friend the issues I saw with the position (and he agreed with them). I also suggested to him…

“The person you need with a passion for excellent customer documentation is an engineering director, not a technical publications expert. Engineers don’t report to the technical publications manager, so there’s no incentive to embrace and comply with what’s needed for developing any customer documentation. Without a revised vision from engineering of the importance of documentation as a critical business asset, the documentation director will be confronted with a continuously uphill battle to fulfill those responsibilities to the company’s customers and shareholders.”

I offered to help get them started with defining the process for creating customer documentation (working from home as a contractor, of course), but they declined. Four months later, the position was still unfilled, but the company was now running ads for a “Director of Applications Engineering” based on my suggestion.

Nine months after my interview, that company’s business unit underwent a reduction in workforce. Two weeks after my interview, that six-month contract extension came through and I didn’t look back.

That decision proved to be the right one because I chose what was my passion instead of what would have been a temporary financial reward.

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Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective.

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Donn LeVie Jr. (The ONE Hire Authority) is a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and has worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). Donn is the author of Strategic Career Engagement (September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, Silver Medal Winner of the 2016 Global eBook Award, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  

Donn leads career strategy seminars (for job seekers and for hiring managers wanting to know how to spot talent) at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. He also offers a Career Engagement Evaluation subscription program to associations as a member benefit.

Conference planners/meeting organizers: Do you need an informative and entertaining keynote speaker or a professional development seminar for conference attendees? Donn’s 2017 engagement calendar is starting to fill up…contact him directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

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Why Are We Still Talking About a Skills Gap?

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The skills gap that has been in employment news since the mid-1990s continues to be an issue in some areas of the marketplace. The old truism of higher education providing a sufficient supply of qualified and skilled workers for meeting the demands of the job market is in jeopardy. Part of the problem is the rapidly changing job requirements, thanks to many different variables such as the global economy, the changing demographics of the workforce, and even Gordon Moore’s Law about how technology changes by leaps and bounds every 18 to 24 months or so. When we experience increases in microprocessor speed and lower power use–all that stuff that makes things faster while using less battery power means a revolutionizing of the “footprint” of new and current personal handheld (and other) devices and “tools” used in nearly every profession. It’s no surprise that the necessary job skills for these technological advances change in parallel, requiring individuals to make adjustments to their career strategy.

The skills needed to keep pace with these technological advances quickly outpace what many colleges and universities can do to provide the necessary supply of qualified workers, much the way Austin traffic improvement projects are out of date by the time they are completed. In some cases, companies try to pick up the slack with internal training programs, internships, and apprenticeships. In others, community colleges offer quicker solutions for helping fill the skills gap by offering Associate degrees or courses that lead to certain types of licenses or certifications.

While some fields profess a solid inventory of talent for white-collar office positions (usually with bachelor’s, masters or doctorates in tow), the struggling manufacturing sector increasingly may have to rely on trade schools for skilled workers to help add fuel to the nation’s economic engine.

It was Alexander Hamilton who insisted that the future growth of the United States was tied to manufacturing. If Hamilton’s political (and personal) foe, Thomas Jefferson, had had his way, post-Revolutionary War America would have been an agrarian society (Jefferson once wrote that, “…the class of artificers [i.e., manufacturers] as the panders of vice and the instruments by which the liberties of a country are generally overturned.”).

Perhaps we’d be having a different skills gap conversation today.

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Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective.

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Donn LeVie Jr. (The ONE Hire Authority) is a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and has worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). Donn is the author of Strategic Career Engagement (September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, Silver Medal Winner of the 2016 Global eBook Award, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  

Donn leads career strategy seminars (for job seekers and for hiring managers wanting to know how to spot talent) at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. He also offers a Career Engagement Evaluation subscription program to associations as a member benefit.

Conference planners: Do you need an informative and entertaining keynote speaker or a professional development seminar for conference attendees? Donn’s 2017 engagement calendar is starting to fill up…contact him directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

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5 “Soft Skills” Interview Questions You Must Prepare For

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In a recent survey conducted by the Society for Human Resource Management (SHRM), 40 percent of business unit executives stated that candidates lack critical communication competencies; 39 percent stated that candidates were also deficient in critical evaluation/critical thinking skills and leadership and navigation.  That is what is known as a leadership crisis.

When hiring managers ask probing questions that relate to your ability to communicate the value of your expertise, they are looking not only for communication and critical thinking skills, they are looking for evidence of leadership potential. It’s the “soft skills” portion of your responses that provide an inkling as to that potential. Teaching soft skills (problem solving, collaboration, organization, communication, delegation to name a few) not only is a daunting task, but also increasingly difficult to find among candidates because of the subjective nature and how these soft skill priorities and types vary across organizations and industries. Hiring managers (and HR in particular) must have a grasp of those soft skills that reinforce the company culture prior to conducting candidate interviews.

But there’s no question that a command of these soft skills helps companies development competitive advantages in the market – maybe even a market dominance.

So, here are some sample questions a hiring manager may pose to extract hints of the presence of soft skills – and leadership potential – in your response.

  1. “What is it that gets you up in the morning and inspires or motivates you to come to work every day?” Most of us have heard this one a few times, and I’ve asked it many times. Your response helps the hiring manager get a feel for your thoughts on collaborating with others or whether you’re more suited for a more task-oriented role. It’s another one of those questions designed to know a little more about who you are and what drives your ambition.
  2. “Tell me about a difficult project when you were tasked with not enough people/time/budget and how you executed the project…” Another popular hiring manager question designed to get a glimpse of your ability to organize, delegate, crisis manage, and juggle multiple priorities. If some approach you took didn’t work, provide a brief hindsight analysis as to why and what you should have done differently. It shows the hiring manager that you can close the loop.
  3. “Describe for me when you’re firing on all cylinders…what does that look like and how are you engaged in the job or task with/without a team?” Another question designed to get look at your “inner” workings that you consider important for personal on-the-job satisfaction either working solo or with others in a collaborative effort.
  4. “From your experience, what does a successful team look like? What does an unsuccessful team look like?” Again, this question helps hiring managers understand your approach to successful collaboration, delegation, project management, and communication by comparing and contrasting previous team involvement.
  5. “How would you rank these qualities in order of importance: communication, collaboration, delegation, critical thinking, and organization?” You may have a clue as to what the organization values by studying the job posting or company website as this question may be one designed to determine how well your list order coincides with the organization’s priorities. 

Such questions help hiring managers identify soft skills gaps, and when a candidate is hired, contribute to shaping shaping the necessary training to close those gaps. Managers with strong soft skills help boost their team or department’s performance by as much as 30% because people feel their work is valued and rewarded, clarifies the sense of corporate culture standards, and provides an incentive for motivation., according to research by the Hay Group.

As one global business owner friend confided in me years ago, “I hire for attitude; I train for aptitude. It’s much easier than the other way around.”

What other soft skills do you feel are critical for leadership development? Contribute to the conversation.

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Download a free copy of my Career Strategy Tip Sheets for your association members. You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss to help your association’s professional development/member benefits efforts.

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My name is  Donn LeVie Jr. and I am The ONE Hire Authority.  I’m a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and have worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). I am the author of Strategic Career Engagement (September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, Silver Medal Winner of the 2016 Global eBook Award, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  

I lead career strategy seminars (for job seekers and for hiring managers wanting to know how to spot talent) at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. I also offer a Career Engagement Evaluation subscription program to associations as a member benefit.

Conference planners: Do you need an informative and entertaining keynote speaker or a professional development seminar for conference attendees? My 2017 engagement calendar is starting to fill up…contact me directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

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If You Don’t Like the Hiring Game, Change the Rules

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Most of us have never been faced with a no-win scenario. In the Star Trek movies, Captain Kirk,when a student at Star Fleet, beat the Kobayashi Maru simulation scenario (which was specifically designed as a no-win scenario) by secretly reprogramming the simulation to provide him with a viable way out of the predicament.

He changed the rules of the game because he didn’t believe in the no-win scenario.

You can do the same thing with the unwritten, invisible, or non-existent “rules” of the hiring process. Here are three examples (long post).

Several years ago, I was driving past the main entrance to a large high-tech company here in Austin. Standing on the median outside the entrance to the employee parking area was a gentleman dressed in a sharp-looking suit, wearing a large sandwich board sign that said “Will design advanced microprocessors for food. Free résumé.” Nearly every other driver in the left-turn lane to enter the employee parking area rolled down the window to take a copy of this individual’s résumé as they drove past him.

Someone contacted the local news stations about this fellow, and later he was on the evening news being interviewed while he handed résumés to drivers. He followed this routine for several days at different high-tech companies. Within the week, he was hired. His creative approach—and probably some excellent TV exposure—helped him get the attention of hiring managers.

He changed the rules of the hiring process to his advantage. He made himself memorable.

My cousin lost her job in the finance department of a high-tech company based in New England. I helped her create a professional skills, knowledge, and expertise portfolio  (“PSKE Portfolio” as I refer to it in my books) and revised her cover letter. Less than two months later, she was on the short list for a vacant slot in the finance department at a major corporation that packaged and sold seafood around the world. Prior to being called for a second interview, she learned from the hiring manager’s executive assistant what his favorite cookies were. She showed up for her second interview with a batch of fresh-baked cookies—and got hired.

Bribery? Some may see it that way but the cookies were offered to others in the office—the cookies just happened to be the hiring manager’s favorite kind. What a creative coincidence. Was it the cookies that got her hired? Hardly. It was, after all, her second interview; the cookies simply reinforced her name and her PSKE Portfolio with the hiring manager.

She changed the rules of the hiring process to her advantage. She made herself memorable.

My friend Eric found himself in a similar situation. He asked me for any last-minute suggestions (other than baking cookies) just before his interview. I suggested he pay attention to the personal items displayed on the hiring manager’s desk or wall. They often provide clues to the things that are important outside of the hiring manager’s work environment, and may help establish some rapport with the hiring manager beyond the normal small talk preceding the harder interview questions. We all want to work with people we like and who have things in common with us, and that includes hiring managers.

Eric later told me that the hiring manager was a Houston Astros baseball fan and Eric (a New York Yankees fan) was able to engage him in some banter about a subject they both had an interest in. After Eric’s very positive interview, he purchased two tickets (less than $30) to a Round Rock Express game, which is a local Triple A farm team for the Texas Rangers, and dropped them off at the hiring manager’s office. Eric mentioned to the hiring manager that he would not be able to attend the game, so he thought the hiring manager would know someone else who might be interested in using the tickets. Eric purchased the tickets after his initial interview as a strategy for getting the hiring manager to remember him from among the other candidates.

Enticement? Not really because the tickets made their way into someone else’s hands (Eric knew the hiring manager could not accept the gift), so there was no intentional or perceived quid pro quo from such a transaction—other than the hiring manager remembering Eric’s positive interview and, of course, the gesture with the baseball game tickets.

He changed the rules of the hiring process to his advantage. He made himself memorable.

Eric’s strategy of doing something different to be remembered paid off. He did receive a job offer from this company, but he turned it down for a more rewarding out-of-state position.

To be clear: these three examples of creative rule changing were not cheap tricks. None of these examples would have been successful if these individuals did not already have strong cover letters, résumés, and interviews. They simply used cookies, baseball tickets, and off-the-wall approach as outside-the-box mnemonic devices in their overall strategy to keep their names and their qualifications at the front of the line.

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Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective.

ALL TIP SHEET COVERS TOGETHER






(portions of this post excerpted from my book, Confessions of a Hiring Manager Rev. 2.0, Second Edition.)

My name is  Donn LeVie Jr. and I am The ONE Hire Authority.  I’m a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and have worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). I am the author of Strategic Career Engagement (September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  

I lead career strategy seminars (for job seekers and for hiring managers wanting to know how to spot talent) at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. I also offer a Career Engagement Evaluation subscription program to associations as a member benefit.

Does your conference need a keynote speaker or a professional development seminar for conference attendees? My 2017 engagement calendar is starting to fill up…contact me directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

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Career Plan vs. Career Strategy: What’s the Difference?

strategy vs. plan

When it comes to the terms “career plan” versus “career strategy” is there a difference? It depends on who you ask. Some see the plan subservient to the strategy; others (like me) see just the opposite. While to some, it may be a matter of semantics, a career plan in today’s economy and job market is like sailing from Galveston to Tampa using dead reckoning as navigation. You have a plan, you know from standing on the bow of your sailboat in Galveston Bay with a compass, sailing charts, LORAN, and GPS at the ready that Tampa is “out there, a few degrees south of due east.” Well, that kind of planning will get you just beyond the Texas coastline, but even with such great tools, you still have to make adjustments along the way to account for currents, tides, wind, storms, angry white whales, and other navigational obstacles to end up in Tampa and not Havana.

How you account for these weather and navigation challenges is your strategy, and each involves specific tactics to be successful.

where-will-you-be-in-5-yearsNowadays you don’t hear the question: “Where do you want to be in 5 years?” much anymore. That’s an interview question about planning. “Still working” would be an acceptable answer in this job market, but having a plan with well thought out steps along the way for contingencies is, of course, a wise move. I always expected to have a career in the earth sciences when I graduated and worked as a research geological oceanographer for NOAA and then on to Phillips Petroleum as an exploration geologist. But then conditions beyond my control intervened, even with my best laid plans, and I was forced to consider other options when the price for a barrel of oil fell to around $10.00. Time for a complete career change, which took about one year to land that first job in a new career (not my first career change, either).

What are those tangible and intangible qualities that could translate into another career if you were forced into such a situation due to layoffs or the desire to do something else? What skills, knowledge, and expertise (don’t forget “soft” skills) that you now possess can add value to a secondary area of interest should it have to be a primary one? Take inventory now of those tools in the toolbox that can be a lifesaver should the need arise.

Even the best sailboat captain has an orange life vest stowed away down below.

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Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective.

ALL TIP SHEET COVERS TOGETHER






My name is  Donn LeVie Jr. and I’m a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and have worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). I am the author of Strategic Career Engagement (September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  

I lead career strategy seminars (for job seekers and for hiring managers wanting to know how to spot talent) at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. I also offer a Career Engagement Evaluation subscription program to associations as a member benefit.

Does your conference need a keynote speaker or a professional development seminar for conference attendees? My 2017 engagement calendar is starting to fill up…contact me directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

 

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Avoid Appearing Desperate After Job Interviews (Stop Whining, Too)

waiting for the phone call

One of the most frequently asked questions in job and career discussions groups is, “How long after the interview should I wait before checking back with the recruiter or hiring manager?”

My question is: Why on earth are you waiting for anyone? Do you not have a long-term career strategy in place or does your vision stop with the next job? You have to take control of your career by avoiding useless passive activity such as waiting for a phone call or email about the position for which you recently interviewed.

All hiring managers want to hire people with initiative and hit-the-ground-running attitudes instead of wait-by-the-phone mindsets. Hounding a recruiter or hiring manager every few days is sure to get your status downgraded too.

woman by red phone

The passive activity of waiting to hear back from a recruiter or hiring manager about whether you are moving forward in the hiring process after job interviews are over unnecessarily builds anxiety and worry (and isn’t worry a prayer for things you don’t want to happen?). There’s all kinds of advice floating around and much of it supporting a groveling approach such as, “call the recruiter and ask again when you can expect a response…” or “you just have to be patient and wait.” Gimme a break. Counteract that tendency to be another lemming by continuing to promote your professional brand and expertise to the hiring manager after job inteviews are over as part of your overall forward-moving career strategy. See one of my previous posts for details on how to do that.

Waiting for a phone call or email is just sitting dead in the water, relinquishing control of your career trajectory and momentum. Other candidates are moving forward…and faster.

Shouldn’t you be doing the same?

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Want to receive a free copy of my Career Strategy Tip Sheets? You get 5 bundled tip sheets (PDF) for career strategy, cover letters, résumés, job interview, and salary negotiation. Just let me know your thoughts on this or any blog post–or let me know of a career topic you’d like me to discuss from the hiring manager’s perspective. I really do appreciate your comments, suggestions, and thoughts.

ALL TIP SHEET COVERS TOGETHER






My name is  Donn LeVie Jr. and I’m a former hiring manager for Fortune 500 companies (Phillips Petroleum, Motorola, Intel Corporation, and others) and have worked in the federal government (NOAA) and in academia as an adjunct faculty lecturer in the Department of Natural Sciences and Mathematics for the University of Houston (Downtown Campus). I am the author of Strategic Career Engagement (September 2015), Runner-Up of the 2016 International Book Award for Business: Careers, and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers).  

I lead career strategy seminars (for job seekers and for hiring managers wanting to know how to spot talent) at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations. I also offer a Career Engagement Evaluation subscription program to associations as a member benefit.

Does your conference need a keynote speaker or a career strategies seminar for conference attendees? My 2017 engagement calendar is starting to fill up…contact me directly at donnlevie@austin.rr.com for more information or use the Contact page on this blog.

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