2. Large companies reducing staff run the risk of diminishing service quality to their clients. Reduced staff and fewer resources could mean that existing clients accustomed to premium service might be disappointed to learn that the representatives whom they always dealt with are gone. It’s a great time to pursue these clients who might now consider moving their business to your small business and deal directly with the owner.
3. Public support. In this era of corporate bailouts, outlandish corporate salaries and rollercoaster stock dips, the strength of small business and a customer’s access to the actual business owner is comforting to the public and consumer market. The public has far more trust in the mom and pop shop businesses than the corporate giants responsible for the plummeting stock market.
4. Small business is nimble and reactive. Corporate giants have thrown down their anchors in their attempts to ride the economic storm. Millions of “No More Spending Memos” have been sent across North America, corporate layoffs, salary rollback, no more travel, no more client lunches, dinners etc… Large corporations are making it harder for their sales staff to close new business. Small business can strategically target key clients traditionally held by the corporate giants. Small business can react and create innovative approaches, incentivise their sales reps to travel the red-eye and take advantage of every opportunity available to close new deals.
5. Global Thinking. Small business can initiate and launch into new markets, globally, where consumer markets want or need their products. Large corporations require significant re-structuring, re-tooling and significant capital to pursue new markets. Small business can decide tomorrow if they want to expand globally. No red tape required, small business comes with the freedom to hire an agent or a representative in China or India to sell their products via agent agreement and become international overnight.
So let the newspapers continue to grow their businesses and sell newspapers with negative stories of rampant layoffs, restructurings, large business contract cancellations and the decline of the corporate giants. It is all good news for small business.
Minto Roy / Partner
RevGen/www.revenuegeneration.ca
CareersToday Canada / www.careerstodaycanada.com
First off, let's be honest.
The employment market is in incredible change. Mixed messages surround companies and jobseekers that make both sides of the hiring desk extremely confused and uncertain.
Just a few months ago newspapers screamed of 1000's of jobs going unfilled. The labour-market was red-hot. Now these same news mediums feature movie-trailer-panic-ridden headlines about the doom of our economy and report thousands of lay-offs.
Jobseekers became very accustomed to having the choice of multiple employers vying for their services. They developed a casual arrogance that comes from being “chased” and never having to “chase”. But that same jobseekers must now realize that no one is chasing them, no-one is waiting around the corner to offer them a great new job.
Folks, the world has changed.
General Motors is threatening bankruptcy, we have an African-American President and my monthly gas payments are more than my monthly car payments.
There are still tremendous opportunities in this marketplace. However, jobseekers must now learn how to effectively and competitively market themselves to land a great new career. But, a warning to employers who have started to feel too comfortable about this employment market-swing. This is now, a more vital time for your company to develop a tactical strategy to recruit and retain talent.
Many companies have in-fact downsized. Thousands of professionals across Canada are searching for new jobs. However, companies have been careful to retain their most talented staff and let go employees that were expendable or did not perform.
Employers looking to hire talent must now weed through hundreds of more unqualified applicants to find the right candidate and the right fit. Without a recruitment plan, resources or expertise, managers may find that they may spend more time hiring the wrong person. During the red-hot labour, the worst thing was simply, that you could not find anyone! Remember, that hiring the wrong person is far more expensive and destructive to your company than hiring no-one
So with the realization on how important a hiring and retention strategy is, take this test to determine how well
prepared your company is to find and keep the best talent.
Answer each question honestly and remember that most employers state that there number one asset is their people. Yet when asked to outline their market-competitive strategy to recruit and retain the best people, many avoid the question or simply have no response.
Each question is based on a scale from 1 to 10, ten being the highest.
At the bottom of this article I will give you the average score out of 40, from hundreds of managers that I have interviewed from my 15 years of working with companies helping them recruit and retain talent.
Question 1:
During business hours what is the percentage of time, you or your managers allocate to assessing, sourcing and engaging talent for your company’s competitive growth?
I have found that most small to medium size business owners work 50-70 hours a week. They are frantically distracted with operations, employee issues, payables, receivables, selling, marketing, sweeping the floors, signing the checks, PAPERWORK! The time left to look at resumes is often relegated to after-hours or weekends. Hours when energy levels are at their lowest or are being shared with family obligations.
Jobseekers should note that there is probably a lot of resume screening during kid’s soccer and hockey games.
But seriously, if great people are truly the most important asset to your company, why then do most managers given them the least energetic, non- focused hours for screening and consideration?
Question 2:
How deep and well developed are your sources to find talent?
I am not speaking about posting a job on Craig’s list and waiting for hundreds of resume submissions. I am referring to a consistent strategy develop a deep bullpen of talent through corporate networking. A consistent plan to meet talented professionals and take interest in their career objectives, recognizing matches to your corporate objectives. Remember, the talent that you want is probably working. They have no need to look at posting boards and are uncomfortable sending confidential resumes to general emails.
So how well developed is your talent bullpen?
Question 3:
How strong are your interview and engagement skills?
Remember when you are interviewing, that talented professionals are probably meeting with multiple companies. Most employers however, have very limited professional interview training and lack a sincere engagement strategy to understand what motivates and how to motive talented jobseekers. Most entrepreneurs have tremendous passion and work ethic but lack communication skills to sell the vision of their job opportunity within a competitive marketplace.
Question 4
How well developed are your retention strategies: employee training and development, succession planning, recognition and rewards, life-balance, mentorship programs, etc…?
After meeting thousands of jobseekers, I have come to realize that their number one reason for seeking a new career is as a result of a lack of communication between themselves and managers. It is not enough simply to hire talent. It is equally as important to retain, develop and ensure that your employees understand how their career objectives relate to the company’s objectives. Remember, people don’t leave companies, people leave managers who lack the time to development and recognize their employees.
What was your total score out of 40?
These questions were not designed to be easy. Most entrepreneurs and managers realize after this test that they simply don't have a great strategy in place. I have had hundreds of managers take this test. Managers from multi-national corporations to start-up companies consistently have scored about 15 out of 40.
A failing grade.
What might surprise you is that the higher up the corporate ladder that I have surveyed the lower the score. I believe corporate leaders answer these questions truly believing that their competitive edge in business is in-fact their people. They are very tough on their self assessment and are always looking to improve. They are fully aware that the war for top talent is constant, regardless of the economy!
Admitting where they are weak and getting the help they need to find a solution is why they are vested with great responsibility. This strategy will work for success in life, not just with corporate recruitment.
I will follow-up this article next month with some concrete ideas on how your business can attract, secure and retain the most talented professionals. There is no magic pill coming, these ideas will require; research, diligence, practice, consistency but they will work.
I welcome you to try the ideas and give me feedback.
After all, it’s only the most important part of your business.
Minto Roy
President
RevGen / Careers Today Canada
www.revenuegeneration.com / www.careerstodaycanada.com
Don’t grab the first low hanging offer that waves a few dollars at you. A committed job search requires focus, strategy and unrelenting dedication until the objective is achieved.
2. Drastically increase your career options by targeting opportunities in the SME Market.
Small to Medium Size Enterprises represent approx. 95% of companies in the economy, therefore, they do 95% of the hiring, but these companies are often ignored or unknown to most job seekers.
3. Create powerful skills and achievement narratives.
Narratives are exciting short-burst descriptions of your skills and achievements used in your resume and overall marketing campaign. Narratives must be compelling and unique to showcase your value to employers. Stay away from cliché’s and vague statements like, “I’m a people person, team player, honest and hardworking, loyal and looking for a challenge.”
4. Showcase your future not your past
Send hiring managers future-focused resumes not past-focused documents. Hiring managers are far more interested in what you can do for them in the future than what you have done in the past. But the only thing typical resumes talk about is…hmm, your past.
5. Work your job search strategy from the top down, not bottom up
Try networking or securing interviews two levels up from your income level. If you’re looking for a job at 50K, you better interview with people who make 80-100K. They are the ones who make the final decision to hire you. If you are looking for a job at 100K, it’s hard to believe the person in HR earning 50 K can make the decision to hire you.
6. Prepare for your interviews with the same intensity as you did for your University finals.
On average, most jobseekers spend 1-2 hours preparing for an interview that may change their lives, yet most spent days studying for their University final exams.
7. Network consistently and with sincere engagement
Never ask a company if they are hiring! Only by taking a sincere interest in a company’s goals and challenges will they then take a sincere interest in your career objectives.
8. Negotiate the entire package when you get an offer.
Salary, benefits, performance bonuses, stock options, paid vacations, review assessments, training allowances, flex hours, ++ Most jobseekers are either too scared to counter offer or don’t know all the perks available in this red-hot job market by employers hungry for talent.
9. Your career is where you spend the majority of your day! Hire a professional to help you land that great career.
Your friends and family may have the very best intentions but do they really have the time, market insight and resources to ensure that you get that great career? The right career expert will provide years of expertise, market insight and resources AND hold you accountable to help you land that great career. So, have a beer with your buddies, but do not rely on them to be your primary source of job search advice.
10. Finally, Just do it! What have you got to lose?
If you’re not happy with your current job, then take the chance to go after something better. If it doesn’t work out, you won’t have any problem finding a job that you don’t want, the market is full of them. In-fact, you don’t even need any of the last nine tips to get a job you don’t like!
Minto Roy
President
Careerstoday Canada
www.careerstodaycanada.com
ONE
If you are a recent graduate, don’t buy into the traditional salary increase mindset. You know the one: graduate university, get a position at 30-35K, work hard to get an increase to 50k after a few years. Find a way to management after 5 years and slide into the 75K level. Then, after 10 years of working like a dog, helping the company grow, make it into sr. level management at 100K and then hope like hell to stay there for the final 20 years. Retire. This is complete nonsense. Professionals from 25-35 should realize that with a tactical internal and external marketing strategy of their skills and a great intra-company career plan, they can make major leaps in career growth and income in this red-hot labor market.
TWO.
Learn to deal with ignore those around you that think six figures is a lot of money. The nay-sayers and that often include family and friends that attempt to rationalize why it’s too tough, or that you’ll have to forfeit your personal life and sell your soul for higher bracket incomes. Most people under six figures think that professionals in the higher brackets only chase money. Infact most high achievers that I deal with know that we” chase time not money”!
THREE.
You got to six figures with your drive and a plan to get there, but after reaching it, you must create and set higher income targets. You don’t stay at a 100 K by wanting to make the exact same amount next year. Shoot higher, two hundred thousand or go way beyond and start thinking and believing you can earn seven figures.
FOUR.
Start surrounding yourself and networking with higher bracket professionals. Unfortunately if you are the highest earner in your peer group, then it becomes more difficult to sustain the information edge and strategic edge to maintain and grow your income and career. I’m not saying ditch your friends, I’m saying find higher bracket collegues to support and exchange ideas with regularly.
FIVE.
It’s crucial to develop your network more than ever after making to the higher bracket of income. Companies looking for talent at this level need to see more than just education, skills and achievements. They want professionals that have built and can access and integrate their network within the growth plans of business. If you don’t have strong accessible network, then start building relationships to support and support you.
SIX.
You need to work on soft skills: likeability, candor, perseverance managing confrontation, duplication, emotional intelligence and more. These skills are extremely misunderstood and overlooked when assessed by mid-level hr. departments. However, these are the most coveted characteristics required to move up the corporate ladder.
SEVEN.
Consider who you take career advice from. Respectfully most people seek career advice from family, friends and acquaintances. These people might have the best intentions. But do they have the time, resources and expertise to dispense advice that you can use and implement? Will they be accountable to deal with the end-results of their advice? If one of your goals is to reach and remain in the higher income world then make sure you have fun with your family and friends but take career advice from an expert that been in the higher bracket and has helped other succeed.
Minto Roy
President
Careers Today Canada
www.careerstodaycanada.com
Here are Top 5 Things Not to Do when creating a competitive resume to set yourself apart from your competition. But first a quick ‘Marketing 101 lesson for jobseekers,
“If you are trying to set yourself apart from other jobseekers in the marketplace, don’t market yourself with the exact same methodology as the rest of your competition and hope to stand out.”
Most jobseekers traditionally use a resume to showcase their value. The resume showcases their past accomplishments, past experiences and past education. However, after speaking with hundreds of hiring managers, I am reminded that these managers are far more interested in what a candidate can do for them in the future, not what they have done in the past.
However, only a fraction of the resume focuses on the jobseeker’s future. The “objective section”, usually the lead paragraph, is the only part of the resume that contains any information about the jobseeker’s future objective. But most objective statements are vague and contain never ending clichés.
Objective: “seasoned professional looking for a dynamic and challenging position with a growth oriented company. A great team player, willing to work hard, flexible, loyal, etc…”
In hopes of being unique most job seekers provide employers with identically formatted marketing documents and statements hoping to set themselves apart as being unique. So here are 5 Things Not to Do when trying to create a unique resume
Number One
Don’t be too general and say the same things as every other job seeker.
Employers assume that you are honest, loyal and a team player. No employer disqualifies you right away and says, “Hey, this guy didn’t say he was honest, hardworking and loyal in his resume, he’s out!”
Number Two
Don’t assume that your resume has to showcase every one of your experiences and accomplishments.
Including everything you’ve done in your career doesn’t increase your odds of getting the job or another job at the company. Don’t hope that employers might look deeper at your qualification and figure out that you are qualified for another opportunity within the company.
Number Three
Don’t use words that are long term or process oriented words when describing your achievements. Use a short term, action oriented bursts. Write dialogue to attract the reader’s interest and emotions.
Number Four
Don’t go back more than a decade with your experiences and achievements. Even that’s a long time. Respectfully, not many people care about what you did ten years ago…It’s over. Remember, keep the focus of your resume on what you can do in the future.
Number Five
Make the end of the resume count. Remember, most people remember what they read at the beginning and at the end. End uniquely, by creating an exciting explanation of your passions and interests outside of work.
The end of your resume should provide employers insight into your competitive drive, your creativity, your commitment to charity, volunteer work, how you might save the world!
Be bold, be creative, use the final part of your resume to compel the hiring manager to want to meet the professional and the personality behind the document.
Minto Roy
President
CareersToday Canada
www.careerstodaycanada.com
www.mintoroy.net
Listen to Minto on Careers Today Radio. Every week on The Buzz 1410 am Saturdays from 3-4 pm. Past shows available can be downloaded on the Careers Today website.
Very few people make six figures and very few people will ever make six figures consistently.
It’s not because very few people have a talent to earn six figures. In fact, I have met thousands of professionals with the talent, education, experience that exceed those that earn six figures consistently. Most talented professionals simply don’t know how to enter this income bracket and remain consistently there year after year.
One hundred thousand dollars a year seems to represent the holy grail of income levels for most professionals. A validation to themselves, their peers and their families. A badge of recognition in the competitive workforce that you are successful and at the top of your game.
However, this income bracket symbolizes more just money. Personally it represents a level of lifestyle coveted by most people. A chance to live beyond the monthly bills and live a life full of options for you and your family.
Professionally it is viewed as validation by an employer that you are crucial to their organization. Within the company there is enhanced recognition your peers, exciting and important responsibilities are a daily part of your role, there is management opportunities and decision making capacity.
These perks remain elusive to the majority of professionals unless more people learn how to market themselves effectively. Having the right talent, experience and education alone is only part of the battle. An effective and competitive marketing campaign is crucial.
Competing for six figure position comes with an initial realization that this compensation represents the top 2 % of the paying jobs within an employment market. Therefore, looking to get into this market requires a different job search strategy as those being utilized by others making less than six figures. The other 98% of people conducting a job search.
Think about it. Would you market a Lada with the same methodology as Mercedes? Does Starbucks market its five dollar coffee with the same methodology as cafe that sells coffee for a dollar? How a product is marketed is immensely important to the perceived value by the consumer.
So if you are professional looking to secure at six figure position, then remember your the product in a very competitive and complex market. Appreciate that you are competing against other talented products for those 2% of higher bracket jobs. So what’s your marketing strategy? How are you going to differentiate yourself from the other quality products competing against you for the employer?
Most professionals market themselves with a document called a resume, typically a few pieces of paper that outline a jobseekers skills, experiences, achievements and education. A resume is most common form of marketing communications used by job seekers. A document filled with history about a candidates past. However, in speaking with thousands of hiring managers, I’ve come to realize that most are interested in what an employee can do for them in the future, not in the past.
A past history and accomplishments are of course important, but in reality candidates competing at this level are all very good and most great past work histories. A past focused resumes is a very ineffective way to set anyone apart and we know why people use resumes.
Everyone does it and no-one knows what else to do when job hunting.
Mercedes does not rely on marketing their automobile as only fast and with a good warranty. Simply because almost every car over 100K is fast and has a good warranty. Mercedes like all premium products recognizes that marketing given variables and common product features rarely help the consumer select their product.
Consider a simple marketing concept to your job search. If you are trying to divide yourself out from the rest of the market why use the exact same marketing strategy as the rest of the market and hope to be seen as unique? How can the end consumer (the employer), set you apart?
Hiring at six figures has also become extremely difficult for both sides of the hiring desk. Executive Managers have limited time to review resumes and don’t have months to screen candidates, they have hours. Managers are at the mercy of screening candidates through past focused resumes speaking very little about what they bring to their companies future.
It’s crucial that higher bracket professionals initially engage employers with future focused documents and dialogue. Marketing focused on the future. Do not rely on a resume of what has been done in the past. Market the vision of your future and you gain a definitive edge against their competition below and above six figures.
I will follow up with upcoming articles that will hopefully provide insights into getting in and staying in the higher bracket income. Articles related to constructing a value proposition, negotiating six figure salary packages, interviewing questions and answers and the mindset of what executive managers look for when they are hiring their next six figure employee.
The six figure world is truly a world of abundance, not merely about money, but about am abundant belief. A belief to share ideas and information to help others reach their professional and personal goals. I hope this insight propels your career and motivates you to achieve your next level.
There is plenty of room at the top.
Minto Roy
President & CEO
Careers Today Canada
www.careerstodaycanada.com
If you are fortunate enough to get in-the-door of the right company looking to hire someone with your professional skills and qualifications then you will have to deal with some difficult interview questions.
The typical job interview takes about one hour; Sixty minutes of time that determines where you will spend at least 8 hours of a day, a crucial meeting that solidifies your professional identity and future lifestyle for you and your family in Canada.
With my experience of assisting thousands of professional immigrants with their job search, the questions that cause most anxiety relate to the lack of Canadian work experience. It’s extremely important that new professionals handle this question with a solid response.
Most professional immigrants arrive in Canada with a great education, years of work experience, lots of talent and a commitment to hard work. Yet lack the understanding of how to effectively communicate their value during a job interview. It’s vital that newcomers showcase that they DO HAVE the drive, skills and experience to take on a professional job similar to that of their home country.
Forget Interview strategies for this column. Here are some real interview answers to get you through the number one toughest question your will face. Practice these answers, memorize them and use them. This type of professional language will help you understand and respond effectively to the dreaded Canadian experience question:
Employer Question:
Why should we hire you, over other candidates with greater Canadian experience?
To answer this question you will need a plan or a rehearsed script. Think about famous actors when they perform in a play or a movie. They do so only after massive preparation. Every word, every pause, every facial gesture has been practiced. In fact, professionals in every field recognize when called to perform at a competitive level they must be ready. They practice until their responses to an important situation becomes second nature.
Treat your response to questions or concerns related to your lack of Canadian experience with the same degree of practice and performance. Rather than taking a defensive position with your answer, go on the offense. Turn the question into an opportunity that mirrors commonly held business concepts.
Here’s a script to rehearse.
Answer:
“We’re in a dynamic global economy, I understand you are (or want to be) a global company. A company that thinks and acts beyond Canada’s borders. My work experience has many common traits that you are looking for.” (Give a clear example at this point that matches their requirements.) Write down your own experience example and rehearse it before the interview. Practice over and over again, memorize and make sure you provide examples of experiences that match the criteria for their job description.
Here’s more dialogue for you to memorize.
“I also hope to assist with your companies initiatives locally and globally. Many Canadian businesses are realizing that more than half of their products and services are being bought by new immigrants. I hope with my multi-language skills and cultural understanding that I can help service and grow your customer base in new markets that are growing each year with the increase in Canadian immigration.
These responses will be extremely attractive to companies that are targeting their products into immigrant market segments. Your competition will not be able to compete with your language and cultural insights that match social demographic changes to Canada’s population. If you’re interviewing with a progressive company, there may already be plans underway to move their products and services global or at least local plans to reach growing immigrant communities in Canada.
I know most of your realize that you must commit to improving your English skills and practice every day. But go beyond practice and pretend you are an actor in a movie learning a foreign accent. You’re not trying to be fake when job interviewing, your simply trying to present full value of your potential.
You shouldn’t be relegated to low level entry jobs in Canada. If you’re a professional take responsibility for preparing and presenting yourself until you can answer well enough to present your skills and experience. Practice interview answers until you can quote them perfectly. Memorize, practice and face questions about your lack of Canadian experience with confidence. Become dedicated to your interview performance, like actors in-front of paying audiences. Because when your interviewing for a job, you are performing in-front of a paying audience, your future employer.
Minto Roy
President / CEO
Careers Today Canada/RevGen
Vancouver, British Columbia
www.careerstodaycanada.com
www.revenuegeneration.ca
www.mintoroy.net
The current labor market in Canada is so frantic that both sides of the hiring table are developing a new language to explain their situation. Understanding what each side is saying with this new language will give employers and jobseekers a huge advantage.
Recently, I spent the day at a Massive trade show featuring several hundred companies showcasing their products and services. Every manager I spoke confirmed their struggles to find talent . At the same show, I met hundreds of professionals looking for a new career. Each group answered questions in a new language created by their experiences in this labor market. A language filled with excitement, frustration, confusion and contradictions.
Here are a sampling of questions and answers by employers and job-seekers
My Q@A with Employers and Hiring Managers.
Q: What is the greatest challenge facing your company.
“We just can’t find the enough talent. We have a staff of 10 and we need 400 by next month. But we’re so busy, it’s crazy. We are trying so many different ways to find talent”
Q: Really, what are you doing?
“We put ads in papers, work with recruiters, attend career fairs and give our employees a bonus if we hire their friends or family. And we bought this neon yellow sign that spins on our front lawn hoping that the right talent drives by is enticed by a spinning sign saying ‘We are Hiring’”
Q: What budget have you allocated for your hiring needs?
“Oooh, we don’t really have much of a budget. The yellow sign kinda was a unexpected expense.
Q: But I thought hiring talent was your number one problem facing your company?
“No kidding, …“We’re tearing our hair out trying to find good talent…But we are just so busy and it’s so time consuming.
Here’s what jobseekers can learn from this madness and contradiction
Figure out who you want to work for. Do some research and create a top ten list of companies you want to work for. Don’t worry if the company doesn’t have a job posted or a sign on their lawn. In this labor market assume they’re hiring. Send a letter to management expressing your interest and how you intend to bring value. Assume that they have been too busy to find you. Go find them!
My Q@A with Job-Seekers.
Q: It’s a vibrant job market, what kind of exciting career are you looking for?
A: “I’d like a challenge. I’d like something that will utilize my skills and experiences”.
Q: Really, but what would you love to do? It’s a great market for jobseekers. What’s going to get you excited about getting up in the morning and going to work.
A: (With a little more excitement) “ I’d love to find a challenging position, I would love a career that utilizes my skills and experiences. Oh, I’m also great people person, and a team player”
Q: What are your salary expectations?
A: We’ll, I’m making 50K now, If I would need at least 50K , but I’d like move up to 55K
Q: But, it’s a red hot, tight labor market! Every employment market advantage is tilted to the advantage of the job seeker.
A: You’re right! At least 55K and parking, yeah parking. I’ve always wanted parking!
Translation for employers.
Job seekers are seeking fit and respect and not necessarily more income. They want a company that not only says that people are their greatest asset but acts like it.
There is still a massive pool of talent looking for the right place, but this talent can’t find your company because you have not drastically changed your strategy to find them. With the right recruitment strategy, there is no labor market shortage.
Oh, and take the spinning neon sign off your lawn.
Minto Roy
]]>One of the greatest mis-conceptions that job-seekers face is the stero-type that the summer season is a terrible time to look for a new career. Nothing could be further from the truth!
Here are the top five myths about the summer hiring season and reality of what jobseeker need to know.
Myth #1
Companies slow down during the summer months and are not hiring.
Reality:
Fact is most businesses do not count on less business during the summer. Therefore, the need for quality staff remains crucial. In-fact many industries face hiring urgencies during the summer: tourism, hospitality, entertainment, construction, retail, government to name a few. These industries rely on other companies to support their businesses; supplier companies, partner companies and the businesses that their customers work for. All these companies remain active during the summer to support each other and take advantage of the increased in customers.
Myth #2
Hiring managers are all on vacations
Reality:
Most mangers take one week off during the summer,the rest take two weeks off. Last time I checked the summer season lasts 12 to 16 weeks. Furthermore, when a manager goes on vacation, they usually designate someone to handle business matters, including screening, interviewing and hiring.
Myth #3
It’s tough to get in-touch with decision makers during the summer months.
Reality:
Approximately 80% of hiring in Canada is done by SME’s (small to medium size companies.) These companies are run by entrepreneurs. Most entrepreneurs and business owners are not hard to get a hold of, THEY ARE JUST BUSY ALL THE TIME. They are running a company: operations, payroll, selling, marketing, bookkeeping, etc. Change your strategy if your having trouble reaching decision makers. Don’t blame it on the summer.
Also ask yourself, what are the ideal months to contact entrepreneurs, when they have plenty of time to return your call”.
Myth #4 University and College students are sending out tons for jobs making it more competitive.
Reality:
There are probably less resumes sent out in the summer. The typical jobseeker is less active in the summer months; family vacations, summer activities and the believing that the summer is a terrible time to look for work.
Also, students look for more transient work and want to return to their studies in September. Employers are not naïve, they realize students will be returning to school in the fall and most won’t hire a seasonal worker over someone they know will stay throughout the year and save their company the burden and expense of re-hiring in fall.
Myth #5
With the heat of the summer it’s ok to dress a more casual for a job interview.
Reality:
First impressions are first impressions, regardless of season. Make it a rule if you are searching for a career to always look professional. Wearing summer attire, such as shorts and tee-shirts, tight or short clothing that accentuates your new summer physic is not acceptable.
Ignore these summer employment myths and you’ll have a huge advantage as your competition is waits for the September. Remain active with your job search and you could heat up your career.
Minto Roy
Managers across the country speak openly about their frustration with recruiting hardworking, professionally educated, skilled talent for their company’s growth.
But on the other side of the hiring desks, thousands and thousands of qualified immigrants are under-employed or unemployed and continue to struggle to find professional work in their field. This vast untapped well-educated, hard-working, labor-force is right in-front of your eyes.
However, our eyes can deceive us.
At first glimpse a new immigrant’s resume brings massive confusion; “ never heard of the university,” “never heard of their previous employer,” “ don’t really know much about the country or culture,” “probably has weak English skills,” “no Canadian experience.” I realize that most hiring managers lack the time and resources to properly screen ANY candidate, never mind a candidate that has no common ground and comes from a city that they have never heard of. Your company however, must recognize and validate what is not on the resume and overcome stereotypes of the immigrant labor force. Consider the value of the professional that is right in front of your eyes. What you see can your company a huge advantage in this tight labor market.
Make sure you see these 5 things about the Professional Immigrant Labor force.
First: Canadian Immigrants come prepared to work.
They have no-choice, this is not a vacation. They bought a one-way ticket.
Try this, go to the airport, and buy a ticket to another country. Land with $10,000 and set up a place to live, buy furniture, place your kids in school and then see how quickly you want to find work and create stability and professionally identity.
Second: Professional Immigrants come pre-screened.
Your tax dollars have set up rigid screening criteria for new immigrants to enter Canada. They must possess and credibly prove their education and experience. The government has already acted as a first level HR screen for your business. Furthermore, the education standard and academic competition in many foreign countries result in creating top level international students. These bright minds are ready and hungry to become a part Canada’s international growth.
Third: Cost-Effective Hires, A Huge bargain for your company.
The vast majority of professional immigrants under-market and under value themselves. They just want a chance to prove they can do the job. To prove they have the right qualifications. They are driven by a need to be identified professionally in their new county. Making a salary commensurate with their current market value in a skills labor shortage market is the last thing on their mind. Many small to medium size companies, can add; MBA’s, PHD’s, from internationally recognized institutions to their corporate profile at a fraction of the cost. Tell that to your share-holders!
Fourth: New immigrants work very hard.
Most immigrants do not come from a country where 9-5 is the norm. I have assisted many new immigrants that worked 50-60-70 hours a week as routine. This work effort is further fueled by their pride not to disappoint their new employer, themselves and their family here and in their homeland.
Fifth: New immigrants will increase your business growth.
Internally for your business, adding culture and information from another part of the world can only bring growth and exciting diversity to your current staff.
Externally, your company will have ability to communicate and talk to customers, suppliers and partners in different languages. The company has the capacity to increase its local reach and position your brand and products into new cultural communities, cities, new countries.
Think about your business growth. Is your company selling more and more each year to new immigrants? If not, then you’d better jump on the band wagon. There is no greater consumer group coming to Canada every year that needs EVERYTHING. This means hundreds of thousands of new customers for your business.
I urge Canadian Employers, look beyond the words on the resume. Look beyond your perceptions or stereotypes of professionals immigrants. The major solution to the labor shortage is right in-front of our eyes.
They are just waiting for you to see.
Minto Roy
President
PCMG Canada / Careers Today Canada /PCMG Executive
www.pcmgcanada.com
www.careerstodaycanada.com
www.pcmgexecutive.com
Every week in Vancouver I meet frustrated professional immigrants telling me that they are ready to abandon the West Coast to seek career success in Toronto. They have concluded that there are “many more jobs” in Toronto.
Yet during my regular visits to Toronto, immigrants express similar statements about the West Coast economy as the place to find success. Media stories abound about the West Coast job boom — Canada’s employment situation is so desperate, that Vancouver and Calgary are scurrying to bring in immigrants from all parts of the world.
Incredibly, both sides of Canada are absolutely convinced that the land of milk and honey, and the solution to their career frustrations are simply a few thousand miles away.
I remind new immigrants in Vancouver that there are, in fact, many more jobs in Toronto. However, there is also three times the population competing for those jobs. Furthermore, there are three times the jobs that they don’t want. I am certain that there are three times more professional immigrants who are underemployed or unemployed. Most importantly, there are three times the immigrants wondering why they left a good life in their country to move to Canada. Now reverse the math if you are in Toronto and believe that Vancouver has the magic pill for your career.
What immigrants can do on both sides of Canada is give themselves a competitive edge on how to market themselves effectively. The booming economy is forcing Canadian companies to integrate diversity into their hiring and business practices. It’s the perfect climate for professional immigrants to expect more for themselves than the “I need to start at the bottom” mindset.
Here are some key things successful immigrants in Canada do to ensure a better career and a better life in Canada.
They make a conscious and strategic effort to build friends, relations and networks with all Canadians.
They seek advice from those within and outside of their community that have succeeded in Canada.
They network and leave the comfort zone of their communities, joining organizations like the Board of Trade.
They stay away from negative or pessimistic influences trying to tell them how tough or impossible it is to achieve success in Canada.
They seek out professional career counselling from many sources and practise English several hours a day.
They develop marketing materials to promote their skills, which focus on what they can do for companies in Canada with their transferable skills, not simply writing resumes about what they did in the past in their country.
Canada is truly the land of opportunity. It doesn’t matter as much whether you’re in the east or west, as long as you follow the key steps to success
Think about it, people all over the world are making new resolutions to make 2007 a fantastic year. This month brings the collective thoughts of billions towards self improvement. Lose Weight, stop smoking and yes find that better career! A career that's going to get you out of bed earlier and ensure that when Monday morning arrives, I'm looking forward to a great week with great people. Yes indeed! January is a fantastic month to find success with your job search. Here's why January's great for you career and 5 and Srategic Ideas to take advantage of a world ready to improve.
Can you feel the fresh air of optimism this month? It's difficult avoid. Everyone you meet says "Happy New Year"! People ask each other about their new years resolution and goals. .
In January we openly share our goals and resolutions for the upcoming year. There is not another month when people start conversations with such optimism. Think about a typical conversation in January;
Tim meets Susan, he say's "Happy New Year Susan! Any new year resolutions? Susan states with excitement "Yes, I plan on focusing more on professionals career and spending more quality time with my family. And...oh, I'm going to make double what I made last year plus lose 25 pounds. "Wow"! says Tim, "that's fantastic, those are the exact same goals I have, but, I'm also going make triple what I made last year and grow hair on my bald spot" and by the way Susan, you don't need to lose any weight"....Let's assume for this article that Tim's a smart guy.
Wow, that unbelievable" they both state "This is going to be a great year.
Ok the Tims and the Susans of the world" Here's what you need to do in January as far as your careers are concerned.
First:
Write down your career goals with the greatest detail. It's an absolute cliche's stated in every goal setting manual to write down your goals in detail. But 90%+ of professionals I interview, don't write down their career goals and 99% of them don't write them down with detailed clarity. So, before you say, I alreay know this idea, if you haven't done it, be glad that you've heard it again. Do it!
Here' s a good detailed goal mission statement for Tim and Susan. I want a new exciting career. "I'm going to secure a strategic partnership with a resource based career expert. Together we'll combine, resources, ideas, objectivity and an increase my network of information and people required to strategically secure that right career fit for me."
"I am also going to break down a week be week activity chart of what I need to do each week to increase my production and efficiency to align my goal of earning 4 times what I did last year." "I am going to study and learn from those people achieving these goals already and ensure that I adust my strategy each time I experience setback.
I won't give up or get discouraged and I won't rationalize and slow down when I have only doubled my earnings. I am going to keep the gas peddle floored!
Remember this is an example of an exciting mission statement for your goals, start breaking down the activities and required and start implementing.
Second:
Tell people your detailed career goals, share your plan. Seek advice, support and most importantly provide support and patience when others say "that's impossible", you'll never triple your income or lose 30 pounds." This cynism should only add fuel to the fire. Promise to turn their pessimissium into inspiration. You will succeed and they will become believers.
Also the great benefit of telling other's your plans is that most people are ready to help. Their increased knowledge and awareness of your goals will make them valuable allies. If one of Susan's goals was to buy a used blue miata convertible, she should not just tell people she's looking for a car. What if Steve ran into a friend who was trying to sell a used blue miata because he needed a van for his new triplets.
Remember, tell as many people with clarity and detail exactly what you are looking for.
Third:
If you are on a Career Search Campaign in January, what better time to ask managers at companies about not only their corporate goals but also their personal goals. Ensure that after asking hiring managers their goals, ask what they see are some minor hurdles they will have to overcome in achieving them. This information will provide powerful nuggets of information on what you should put in your resume or value-proposition for your candidacy.
Fourth:
Work harder in January. The business climate is ripe for growth. Most professionals and companies slowed down in December due to holidays and extra- merriment. Companies return with re-newed vigor and attitude Rally cries of "Let's have a big 2007, let's get going"! "December was fun but it's time to get focused and get a head start on the competition". It's a perfect time to align your work effort and focus to those of the Corporte rally cry. This will ensure that you won't be sagging behind in February.
Five:
Don't give up. Another cliche, but some ideas. Write you goals down on the first day of each month of every calender, daytimer, fridge calender you own. Don't let your January goals and optimism become the last page on the calender. Push your goals forward and keep them at the forefront of each month. Take the optimism of January and make it the first part of each on exciting new month in 2007.
Learning this commonality about how hiring managers think will give average jobseeker a huge advantage in competitive market.
For years, I’ve worked with thousands of professionals on their career search; I have gained tremendous insight, real ideas and powerful strategies on how to differentiate someone from the competition. If you think finding a new job is not fun, try hiring and finding talent in a hot job market.
Working in recruitment has given me a deep understanding about the hiring process from the employer's side. It might surprise you to learn that even though hiring managers and jobseekers sit on opposite sides of the corporate table, they feel the exact same way about the whole hiring process.
Most job-seekers dread the various aspects of finding a new career; polishing the resume, looking through the internet, newspapers, networking with strangers, handling multiple rejections and dealing with the unemployment stigma. The same rings to true for hiring managers. Hiring is frustrating.
Managers candidly inform me about their added stress with the time requirements, the process and the expense of finding new talent. Most companies today simply delegate the responsibility of hiring to a departmental manager. This manager must then add on the hiring responsibility to their already busy work schedule.
Think about it. "Bob" the manager of an IT department needs a software developer. Beyond his regular 40-50 hours a week, Bob must now add on the responsibility of posting, recruiting, screening resumes, conducting multiple interviews with strangers and presenting offers. Bob has to add of another 10 hours a week onto his already busy work schedule. That's time away from his regular duties, his family life, and his personal time. He's not terribly excited about that.
Perhaps, some larger companies have dedicated HR Departments or recruiters assisting them, but not most. Eighty to ninety percent of all new hires are hired by small to medium size companies. These companies dedicate the responsibility to a manager or the owner simple does it. That means, managers like Bob, work more hours when the company needs new employees. Furthermore, Bob is going to work those extra hours until he finds the right employee.
So here's one important thing that you know and remember when you’re conducting a career search: like most jobseekers, the vast majority of hiring managers want to get the hiring process over with as quickly as possible.
You can truly utilize this insight by focusing on closing the hiring deal sooner with employers. Seek closure after you've been interviewed. If you've done all the right things in targeting a new career opportunity; you've done the research, you've prepared a great proposal based on the company's requirements, and you’ve nailed the interview and received great feedback, then ask for the job! Close the deal with the confidence of knowing that both sides want to get the hiring process over with. The average job seeker rarely attempts to close the hiring deal. With your new awareness be assured that the hiring manager want to hire the right candidate as quickly as possible.
Job-seekers concentrate to much on bettering their competition. The true focus should rest on understanding the mindset and frustrations of the hiring manager. Solve their problems and they will solve your career problems.
Try saying this at the end of your next job interview;
"Bob, thanks for your time and candid conversation today. It's great to confirm that your company is in fact an organization that I can see a great future with. I hope I have showcased the amount of value and effort that I would bring this position. I am confident that I am the right fit. What is the next step to move this forward to the offer stage."
If you can do the job and put in the right effort then give Bob a chance to decide. Remember, the Bob's of the world want you their life back.
Annual company Christmas parties are a tradition in Canada. However, new immigrants may not be familiar with certain traditions and party protocols.
10 Key Points to Remember:
#1 - You should go to the Christmas party
Often new immigrants to Canada are quite shy and find a glitzy social evening intimidating. Naturally, there is an inclination not to go but in North America the social importance of being well liked and involved with company activities is crucial to your success.
#2 – Bring your spouse
A full night of English conversation and social interaction might be a terrifying thought, especially when English is not your first language but what a great time to practice! Your colleagues and their spouses are relaxed, having a great time, and everyone will be fascinated by the stories of your country and culture.
Here's a tip. A few days before the party, ask your colleagues about their wives or husbands, inquire about their interests, hobbies and other pastimes. They may be similar to those of you or your spouse. This would be a great way to create instant conversation!
#3 - Dress-Up
Put on your nice suit, especially if you don't wear a suit and tie to work. The reaction people will have when they see you professionally dressed will be amazing. Let them see you at your best and that you'd be a fit in the corporate boardroom.
#4 - Carry breath mints.
As the evening moves on and you've helped yourself to a few drinks, to garlic dip and a few more drinks, your breath will smell like you should be demoted to the photocopier room. Be kind to your fellow partygoers and carry some mints.
#5 - Don't drink too much
This is standard throughout the world, not only in Canada. Drinking and job stability don't mix.
#6 - If you’re going alone then "Mingle"
Mingling means to talk and to get to know others. Don't spend the entire evening alone – talk to other people. Take a sincere interest in others and you will be surprised how much they take an interest in you.
#7 – Thank your Manager or President for their support
Make it a point to walk over to your Manager or President and sincerely thank them for supporting you throughout the year. Let them know that you're looking forward to supporting their goals and that you admire their efforts. It's respectful and the right career move.
Here’s a tip: Send a thank-you email to your boss
This is important! After the party, send a hand-written note or at least send a thank-you email acknowledging a wonderful dinner and a great time. It's the right thing to do.
#8 – Stay awhile
Don't just leave when the dinner's over and the music begins. Stay a little bit; chat, listen to great music, laugh and DANCE!
#9 - Don't talk about work too much.
Talk about holiday plans that you may have or what exciting things you have planned for the New year. Create an excitement about something non-work related.
#10 - Have a great time!
You'll find that around the world, people are not so different when we're relaxed and having fun.
Happy Holidays to you and your family,
Minto Roy
President/CEO
PCMG Canada/Careers Today Canada
www.pcmgcanada.com
www.careerstodaycanada.com
Answer:
Well, Zane, I always hate being in the position of suggesting that people make the best of a bad situation but sometimes that’s what we have to do. If you had said that your job is making you sick and you are damaging your health in the long term or that you had an abusive boss or toxic work environment, of course anyone would say that you should damn the resume optics and just take care of yourself. But it sounds more like you are describing a fairly typical case of adjustment and growing pains. A certain amount of stress and overwhelm in your first permanent full time position in many years is to be expected – likely for at least the first year. Research suggests that it takes 12-18 months for new employees to adapt to their new workplace culture and feel confident in their mastery of the full scope of their role. Even adjusting your expectations of how relatively hard or easy the transition should be for you may lessen some of your stress. Constantly thinking “I thought it would be different” and “It should be easier than this” takes a lot of energy and makes things harder. In the Buddhist tradition, a highly instructive principle says that “Pain is necessary but suffering is optional.” We often make ourselves suffer by the judgments we make about life’s pain. Give yourself a break: you have some adjusting to do.
And all this is because, in answer to your closing question, yes, length of stay does matter. A resume full of part time, temporary and short contract placements does not inspire confidence in recruiting employers. They worry you are flighty, unable to commit or, worse, unable to deliver results. And that’s a justifiable fear when you consider how much they have to invest in your training and development before you will be working at full capacity: the same 12-18 months that applies to you also applies to them.
My advice is to do a very honest assessment of where you are: if you are genuinely in an unhealthy situation, get out. But if you are just having a hard time at something which is reasonably going to be hard for awhile, changing jobs will only make things worse. You’ll have to get past the negative impression created by another short stay on your resume and you’ll have to go through yet another stressful orientation and adjustment period in the next place. If you can, stay a few years with one employer and try to get any need for change met with internal advancement which will fill out a sketchy resume and give you more options for the future. Stay strong and good luck.
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