Capture Real-World Career Insight & Advice That Will Prep You for The Big Time

Flexible Work Arrangements for IT/IT Audit Workers?

Q:  I am looking for a part-time professional job and trying to get back a work/life balance. I have a MIS degree with over 10 yrs experience in IT and IT Audit. I can't seem to find the 'telecommute' or working from home jobs. Anyone have any tips or tricks? 

- Comment posted by K.T.

A: Dear K.T.,

This requirement will limit your ability to find a job quickly, since these opportunities are less frequently available and it also depends on the local area in which you live as to the availability of these types of positions. 

We see that most IT Analyst / Audit positions are primarily working in the office, while some may have the ability to telecommute for a portion of the time.  You can source the local staffing agencies, employers, and even post your resume with that requirement, but be sure to be open to doing some work in the office. 

Your job search may be much longer than necessary with that requirement, so it may be prudent for you to apply to part-time positions and discuss the potential possibility to move into a predominantly work from home / telecommuting role once the employer is comfortable with your work quality and capabilities.

Best of luck,

Seymour

Working With More Than One Recruiter

I'm frequently asked questions about etiquette and procedure when working with recruiters. One question I field most often is whether it is acceptable to work with two recruiters at the same time. There are varying opinions on this topic but here's my two cents.

It depends. I don't mean to be vague here but that's the truth. Let me explain. If you are a "hot" candidate with skills that are in high demand and you are looking within a narrow job market (geographically), then you are best to stick with one recruiter. The reason is recruiters are generally paid on a commission or contingency basis. This means they only get paid when the person they present or recommend is hired. If you're working with two different recruiters, from different firms, and they both submit your resume for the same position, you've got a problem. Now the potential employer fears having to pay two fees if they'd like to hire you, and when (not if, but when) the recruiters find out, you will have burned a bridge with two valuable resources.

A great option for these types of candidates is to give a recruiter an exclusive. This means you give your recruiter an opportunity to represent you exclusively for a set period of time and in exchange you promise not to work with any other recruiters for the same time period. If you are working with multiple recruiters and one of them asks for exclusivity, make sure you are open and honest with all of them about your choice. Again, this scenario works best for candidates with skills in high, high demand.  

On the other hand, if you are seeking employment in an industry or a position in high supply or looking in a number of geographic locations, then it is generally best to work with several recruiters and staffing agencies. One reason is that in the recruiting worlds, recruiters can only show you what they have in their portfolio of clients. Working with multiple recruiters makes more sense because it gives you access to the entire job market and can expose you to the broadest range of companies and options as possible. This will increase your chances of standing out among a large number of job seekers and candidates. Just make sure you know where your resume is being submitted in order to avoid the unlikely scenario above.

The irony of modern day technologies

It’s ironic that modern technologies, created to help bring people together and keep them in constant contact, have resulted in a preference for remote communication rather than face-to-face talk. What is your experience with this phenomenon? Let us know

Fastest Growing Jobs in America

We've been hearing for a number of years about the knowledge and skills gap that will be left by the impending, and massive retirement of baby boomers. I ran across a recent Forbes article about the fastest growing jobs in America, many of which made the list due to this boomer phenomenon. Here are a few highlights from their article:

• Number one on the list: Home health aides, with estimated growth of 56% in their numbers over the next eight years.
• Medical assistants, dental assistants and physical therapist aides should all see growth of more than 30% by 2014.
• No finance or accounting gigs made the list, which was compiled before the private equity bonanza of 2006.
• There will be 32% more college professors in 2014 than 2004, according to the BLS, and 33% more preschool teachers.
• Technology jobs are growing rapidly. Software engineers and network systems analysts make the top 10 overall.

The exodus of baby boomers from the workforce is certainly one reason for the projected increase in these positions. In addition, the sheer size of the boomer population that is growing older and living longer is also influencing the growth of medical-related professions. Simply put, more people will be needed to take care of this aging generation.

Pursuing a career in any of these industries is a wise decision - just make sure to take advantage of working with the boomers who are still working but near retirement. These mentors will be your best resource for learning skills and knowledge applicable to your new career.

Is Job Jumping Good or Bad?

The days of staying with one company your entire career are all but over. Most workers stay with one employer for an average two to three years, and then move on. Some career experts say this practice is perfectly acceptable, particularly given that many of today's employers simply expect it. I ran across a recent Brazen Careerist post in which the blogger maintains that staying with one employer for a long time can be "career suicide," giving advice on how candidates can safely change jobs frequently.

I certainly agree with the notion that changing your career frequently is not a career mistake, especially if the move makes sense for you. For example, you find a job at another employer that will provide more opportunities to build your skills sets than your current employer, leading to better career opportunities in the future.

However, I'd argue that staying with one employer for a long period of time can also be the best non-move of your career. Let me qualify... if you have been working your same job for several years without advancement it is probably time to either speak up, or move on. But, if you receive steady increases in job title and salary, and have shaped your skills and developed a specialty, then there is no need to move on.

Through acquisitions and mergers, I have essentially worked for Spherion for more than 20 years, and I haven't looked back. I started out as an entry level recruiter at a small boutique recruiting firm and continued to take on new positions within that organization. Then, we were acquired by Spherion and new opportunities to expand my career presented themselves. Today, I am a Senior Vice President and Group Executive of Professional Services, creating new strategy for our recruitment efforts on behalf of some of largest clients. I have managed to gain the same experience, title changes and salary increases that I may have achieved through ten different companies. Yes, there were growing pains, but at the end of the day, I have achieved my career goals and still feel confident in my status as a viable part of the company.

I am curious to hear how others have handled their career paths, and what tips can you offer as either an employee with longevity, or someone who has job hopped. What's the longest you have ever stayed with an employer? Did it hurt or hinder your career?

Building Your Image at Work

We have all had that frustrating feeling at work. You come into the office day in and day out, working on the same projects and feeling, well, stuck. You just know that other executives are busily working on exciting projects that "mean" something to the company. However, there are ways to combat this feeling and project a more "executive image."

A recent

• If you are feeling a blank spot in your current career, it is always possible to attempt finding new opportunities for growth within your current company or current position.  Not only is this a resume builder for later, but it also shows your current boss initiative.
• Begin to give a monetary value to what you do for your company.  The blogger says to consider the amount of money you SAVE your company by the work that you do.

If you are feeling that you have mastered the tasks and responsibilities of you current job, then it is probably time for you to try something more challenging. Don't be afraid to discuss this feeling with your manager. Even if a higher position is not available at the time, your manager may be able to give you higher level projects to work on, helping to calm your restlessness and give you experience in another area of the company. And don't forget the added benefit of showing your loyalty to the company by asking for new work responsibilities instead of looking for a new job that may offer different challenges.

The second tip advising employees to attribute a monetary value to the work they currently perform on behalf of the company can be difficult to do at first. Try researching the resumes of people in similar jobs as your own, they may include some creative ways of attributing monetary value to your responsibilities. Also, think outside the box. For example, you may think the spreadsheet you created to help manage project timelines is a simple part of your job, but think about how it may have saved time (and therefore money) for the company. 

When Bosses Overstep Personal Boundaries

We all want to get along with our bosses, but what happens when your boss doesn't respect your personal boundaries?
 
BusinessWeekOnline features a weekly Q&A where readers can ask HR managers advice about job issues. A question recently addressed an issue regarding a boss that calls one of her employees at home after hours to discuss small issues and chat about things that could be discussed at work.

This could be a difficult situation for many employees. You're afraid to risk offending your boss by asking them to stop calling, but you don't want to sacrifice your own time by late night calls from your workaholic supervisor.

The BusinessWeek answer advised the employee to limit the phone call to ten minutes by stating at the beginning that you only have a short time to talk. This could work for a short time, and eventually your boss may get the hint, but without explaining your actions you could risk hurting their feelings. Another idea is to speak directly with your boss, and ask them to reconsider calling you at home. Make sure to explain that you are willing to be available in case of an emergency, but that you have a number of personal responsibilities that require your attention after work and the importance of dedicating your time to those instead of non-emergency business items. 

This is a tough situation, and there may not be a right or wrong answer. I would like to know what others' opinions are, and if anyone has had a similar experience and how they handled it.

Know What You're Worth

Salary negotiation. It's one of the most difficult parts of the interview process. You don't want to seem over eager and ask for too much, but you don't want to be afraid to undervalue your experience by not asking for a higher salary.  But hiring managers expect candidates will want to try and get a bump in salary, as that is one of the top reasons for workers to seek new employment.

In a recent post on Career Solvers, a blogger offered tools and tips to guide candidates in preparing a salary history, and negotiations. The post also suggested a couple of Web sites, payscale.com and salary.com, to help you research what you are worth based on experience, education and job market trends.

Using Web site tools such as these can really give you the confidence to know exactly what your job market can hold and what a reasonable salary request entails. Being knowledgeable about your position's salary range also gives you a leg up in the negotiation by showing the hiring manager that you are well aware of what you should be making based on compelling research.

So next time you find yourself on the hot seat, in the middle of salary discussions, relax and do your research ahead of time.

New eBook on Resume Writing

Let's face it, resume writing can be difficult and stressful. To help combat the confusion when writing a resume, try refreshing your memory with some useful tips.

CareerHub is a great source for career tips, and interviewing and resume tools. Recently, they posted a link to one of Louise Fletcher's e-books called Insider's Guide to Resume Writing. The ebook is sent to recipients via email and can be found here. This is a timeless source for not only writing your resume, but offers other ideas and guidance about finding a job.

Here are a couple of chapters that I found most interesting and provides some sage advice.

· Louis Fletcher's chapter called "Don't Write a Resume - Tell a Story." This section focuses on shaping your resume to tell what you have done and how you did it.

· Another chapter called "How to Pass the Hiring Manager's 30-Second Test" is based on the idea that hiring managers only take 30-seconds to review a resume. This provides job seekers useful advice for creating a resume that stands out from the masses.

· Also check out the chapter titled the "Pros and Cons of the Two-Page Resume." This gives some food for thought when considering what to add or delete from your resume.

Resumes are the most important first step in the job search. They are often your first impression, and  represent the type of employee/candidate that you are so make sure its a good one. Good luck!

Ditch Performance Review Doldrums

Are you under the impression that annual reviews are simply a required waste of time? Many workers believe that annual or year-end reviews are nothing but a "go through the motions" process that has little impact or reward for them on the other side. But the truth is it doesn't need to be that way. An article posted recently on Business Week.com gives some great advice to both manager and employees on how to make the most of the performance review process. I've got a few hints of my own for workers.

Know How the Process Works. Whether you are new to the organization or a veteran of the company, find out the details about how your company approaches the year-end review process. Ask to see the form(s) that are used so that you have a clear idea of what metrics or measurable items are being utilized to gauge your performance.

Help Your Boss Help You. Remember, annual reviews are another addition to your boss' "to do" list, and one they didn't ask for either. That means they may not be keeping meticulous notes on your performance throughout the year. Help them recall your accomplishments by writing them a memo, filling out the review forms yourself ahead of time, or email in a format that is easy to incorporate into your review.

Make Yourself Distinguishable. In other words, just because you did your job, and did it well over the course of a year, doesn't make for a compelling reason to hand you a raise or a promotion. Most bosses only have a limited budget to dole out raises so a big increase for you means a smaller raise to your peers. Make sure your yearly accomplishments focus on ways you differentiated yourself from your coworkers or took on additional responsibilities that were beyond the scope of your job description.

Remember, the old saying "you get out what you put in" holds true for annual performance reviews too.

Hot Jobs in 2007

I am always interested in articles and blog posts that refer to "hot jobs" or "top career choices" lists. One such list that caught my eye was recently posted on Career Builder Campus blog. It names some exciting and rather inventive career options, including Art Therapist and Animal Defense Attorney. Yes, those are real jobs. If you've got a passion for something unique and what may be considered a niche career, these are some great options for you. For those of you who want to stick with career paths a bit more commonplace, you've got choices too. Consider some "hot" mainstream industries in 2007 that are desperately seeking good, qualified talent.

Healthcare will continue to seek out dedicated employees, especially in nursing and allied health positions. If you're looking for a career that has longevity and provides a daily dose of excitement, healthcare may be right up your alley.

Technology is still a red hot option. The IT industry is always evolving with new products and innovative ideas, which can mean long term growth opportunities and an outlet for creative juices. It too remains one of the most exciting career choices for potential job candidates.

Other industries that make my list of "2007 hot jobs" include accounting, education, law enforcement and human resources.

Whether your goal in life is to become an executive chef to the rich and famous, or to happily spend your days crunching numbers, the opportunities are bountiful. Once you've chosen a field to pursue, focus your energy and efforts towards landing the job. For help and advice on getting the job check out the posts in the job search guidance and career advice sections of this blog.

Learning a Second Language

It is widely known that more and more bilingual employees are needed to fit the needs of companies in many industries. A recent Career Builder post identifies healthcare, financial services, sales and marketing, social services and public services as some of the top industries actively seeking bilingual employees.

Having the ability to speak a second language, especially Spanish, is a true attribute for job seekers. If you are not already bilingual, here are a few suggestions about how to learn a second language.

Before purchasing any foreign language materials, conduct a little research about the foreign languages that are most prominent in your market. Spanish has already been mentioned and is probably the most frequently used foreign language. But there may be other languages that are just as important to your local market, for example, Creole in South Florida, or Asian languages in California and other Western states.

Check out your local community colleges or schools that specialize in foreign language such as Berlitz. Their classes are typically very affordable, and a good place to start learning correct pronunciation and grammar usage. If you are a better independent learner, there are numerous amounts of computer software and languages CDs that are available for a multitude of foreign languages.

Once you feel that you have good command of a language, be sure to highlight your language ability under "Special Skills" on your resume.

Learning a second and maybe even a third or fourth language is not only a fun and exciting challenge, but it just may help you land your dream job!

Use of Portfolios on the Rise

Sharing career "wins" with a potential employer can be an effective way to showcase your skills and expertise during the interview process. However, many candidates are reluctant to tout their accomplishments for fear they're bragging. As discussed recently on a Career Hub blog post, the use of portfolios, typically used by creative professionals, are becoming more mainstream even among even business folks and can make promoting your work more comfortable.

Portfolios are a great way to showcase some of your best work, and they also serve as "cues" to help remind you to mention your most successful project work. Keep in mind that you should only use examples of work where you developed the project yourself, or where you played a prominent role. Also, be selective when developing a portfolio of work. Too many examples can become boring, and if they are too old, the examples will no longer be valid.

Remember the interview process is the opportunity to sell your potential employer on the expertise described in your resume or on your application. If you don't "toot your own horn" no one else will.

The State of Careers in IT

The folks at Computerworld just sent us the results of their 20th annual IT Career Survey that has a few interesting (but not unexpected) nuggets about the current state of IT salaries.  Who's getting  the short end? According to this survey, it is the network managers and the technical trainers.  No surprises there considering that some of these positions have either been outsourced offshore or have been replaced by downloadable instructional video podcasts.  The winners (obviously) are the Web developers, the programmers; essentially anybody that can bring a touch of Web 2.0 to their current employers.

The Web has become infinitely more malleable thanks to technologies like Ajax that allow anyone to customize software and Web-based applications to suit VERY specific business needs and can make a company more efficient and competitive.  What used to take months to develop, now takes a few hours to create...and what's even more attractive to business-owners is, these applications are mostly Web-based, which means they don't need to host them on their own network servers (this probably explains the dip in pay raises for network managers).

Who's hiring these Web developers?  Media companies and content owners are being forced to adapt to changing consumer appetites by distributing their content libraries online.  Web skills are hot, so we've been recommending to our many IT candidates that if they do not already have a proficiency in this area, they should add these skills to their repertoire immediately.  Also, a word to employers: you may find yourselves paying top-dollar for Web developers, but we encourage you to think about the efficiency gains you may reap down the road.

Repeat After Me: A "Perk" is not a "Benefit"

Silicon Valley is humming again and starry-eyed entrepreneurs pre-occupied with finding a Homecoming date during the last dot-com boom are fielding multi-million dollar offers for their Widget 2.0.  To those younger workers waxing nostalgic for 1999, hoping to eschew suits for sneakers by finding a job at the next MySpace or YouTube (and there are MANY to choose from), remember this: a perk is not a benefit.

Hip Internet companies of all sizes are known for perks like foosball conference tables, nap rooms and even on-site wet bars, but all the perks in the world won't help you pay for health insurance or build a retirement savings.

While more small businesses are offering some kind of healthcare plan to employees (71% up from 54% last year according to a recent American Express survey), a 2005 Union Bank of California study found that 75% of small businesses offered no retirement benefits at all, because they tend to be rather costly. 

Perks are great, there's no doubt about it ,  but having worked for a company that had a vintage Pac-Man machine in the "brainstorm nook" won't be quite as cool when you're 70.  So go for the fun companies, just make sure you're being taken care of in ways that matter in the long-term.

Getting Your Dream IT Job

Often in the minds of us IT workers, the job of our dreams means working for the "big guys." You know who I'm talking about... Microsoft, Google, Yahoo! to name a few. But as was recently discussed in a post on JobSyntax, finding the technical career of your dreams may not land you at the big company you thought it would.

The post suggests finding a company that you love and not assume a major technical player is where you belong. I couldn't agree more. Working for a big player doesn't guarantee a straight shot to career success, and you may be overlooking important benefits that can be harder to find at larger companies.

The reality is smaller, non-technical companies can often offer you more opportunities to specialize in specific technologies, provide you greater responsibility sooner, and match the lifestyle needs that can significantly influence your job satisfaction. You wouldn't be the first well-qualified, talented worker to choose a smaller company over a big player because you valued the flexibility, informal dress, telecommuting program, or decision-making ability that comes with working for a smaller organization.

So, before you limit your job search to the big players, take these points into consideration. Carefully research companies that you think may fit your idea of the dream job. Talk to current employees of the organization, read their financial statements, annual reports or check out any blogs they may operate - these will all give you an inside look into their corporate culture and help determine if it's the right place for you.

Be Careful What You Ask in an Interview

We all know the interview process certainly can be nerve-wracking and can put you on edge. Not only are you trying to figure out if the job is for you and answer the interviewer's questions, but there is always the fear of making a mistake, saying the wrong thing or seeming completely overmatched for the job. What most people don't think about are the questions you should ask of a potential employer. These questions are very important for your own knowledge and understanding, but they can also come back to haunt you because they may misrepresent your intentions or your professionalism. CNN.com recently posted a Careerbuilder article by Candice Corner about this very topic and I thought they had some interesting examples of interview questions that can put you in a bad light. The article also gives practical advice about how to better ask the questions to get the information you are looking for.

My favorites:

What not to ask: "So, Bob, what do you have to do to get your position?"

What not to ask: "I really hated my last boss because he was always micromanaging. How does management work here?"

What not to ask: "What's your policy on Columbus Day?"

What not to ask: "Will I have to work overtime?"

Remember, it's always important to prepare for interview questions that you will get from the hiring manager, but also those you will be asking. How you ask them can make all of the difference.

IT Manager Positions on the Rise

I ran across a post on Employment Digest that mentions a surge in IT manager positions. Although I have seen an increase in IT management positions from my own clients, I wasn’t aware of just how many IT managers are making it onto the scene. For example, the post references that IT managers employed in the US have jumped 44 percent since the dot.com collapse of 2001, compared to a 19 percent decline in the number of programming and support jobs. Also, the BLS states that managers now represent 11.2 percent of IT employment, the fourth largest technical job category.

The blogger mentions that this growth reflects the importance of IT implementation in our current business landscape. But he also points out that organizations today are looking for “soft” skills such as leadership, management of people and budgeting as much as they are technical knowledge.

I would add that a very important change in the makeup of IT workers today is also driving the growth of IT management positions. A technology renaissance has intersected with a time in which aging boomers are exiting the workforce and moving into retirement. I believe many of the “soft skills” companies’ value and need from their IT folks were often found in baby boomer workers where the mix of soft and hard, technical skills is generally more balanced. Many of today’s younger IT workers have tremendous technical know-how, but can lack the ability to connect their IT work to larger company objectives, leadership or project management skills.

If you’re in the IT field and looking for ways to manage your career, this is an important trend to understand. Many of my clients are seeking IT workers who have the strong technical expertise, but who also understand how technology helps improve a company’s business. In other words, the ability to roll up your sleeves and get the work done, but also the ability to see the business impact, lead and direct others. Focusing on your management skills as much as you focus on your technical toolbox will help pave the way for a very successful career.

Blogging Should Work For You, Not Against You

Recently on Career Hub, an interesting debate surfaced about the pros and cons of blogging for both recruiters and candidates. I’ve mentioned in a previous post that I believe “blogcruiting,” a term I coined to describe recruiting via the blogosphere, will immeasurably change the way we recruit, in a good way. It has the same potential for candidates. And I said “potential” for a reason. As Barbara Stefani warned in the Career Hub post, job seekers must acknowledge that what you blog about will influence a hiring manager’s decision. It will either influence their decision in your favor, or against it, depending on the content and tone of your blog. You think I’m exaggerating? Consider a stat by ExecutiveCareerSuite.com that approximately 75 percent of hiring managers and recruiters conduct a Google search on applicants before interviewing them.

My advice is this: use the blogosphere to your advantage by posting information that highlights your accomplishments or talents, or to build your network of industry contacts. And while you’re at it, Google yourself to make sure there isn’t any incorrect or “questionable” content out there with your name on it.

Why Should I Jump on the Blogwagon?

Q: I’ve heard a lot of buzz about blogging. What’s it all about—and why would I want to jump on the blogwagon?
    Submitted by Mary Batling, Portland, Oregon

A: Dear Mary,
In the early days of blogging, some employees used blogs to read or comment about their employers, and there were even a few cases where employees were terminated for divulging secrets about their employers on blogs. Today, the buzz is all about how blogs are changing the process of job-seeking and employee recruitment. Blogging, it turns out, can be good for your career! For employers, googling job candidates is becoming a standard step in the research and hiring process. And for job seekers, when having a high profile in your field is important in landing a job, blogging can help you achieve that visibility.Here are some other ways people are using blogs to boost their careers:

• Blogging is like attending a huge networking event online. It can be used to meet peers and potential employers, and share information.
• Blogging can help you skip the dreaded "entry-level" position. By creating a blog and demonstrating your experience and skills in your posts, your blog can establish you as an expert in your field. As a result, hiring managers may view you as a more seasoned professional.
• Blogs can provide career advice and even land you a job. There are blogs dedicated to offering insight and guidance for job seekers and to helping people find jobs. There are a number of career-oriented blogs you can leverage—such as this one.

There's something else you should know about blogging, too. With hiring managers increasingly researching potential employees on the Web, writing blogs that may not show you in the best light could affect your ability to secure a job. So, choose your blogging topics—and your words—carefully. And if you wouldn't say it in an interview, don't say it in a blog!

IT talent in high demand

More research has recently surfaced that confirms what I've been seeing for many months in the Texas market -- the IT job market is hotter than the weather in Dallas! According to a recent report by the National Association of Computer Consultant Businesses (NACCB), the unemployment rate for IT professionals is less than half of the overall workforce, and the demand for IT services and talent remains very strong. This is due, I believe, to a number of factors. First, as a recent post on blog Job Pundit points out, an increase in security regulations is fueling the growth. A large number of our clients are seeking talent to help fulfill IT audit and compliance requirements driven by the Sarbanes-Oxley Act. A second driver of growth in the IT sector is the need for skills to lead corporate IT projects, specifically project manager talent that can oversee the entire lifecycle of such initiatives. Lastly, an up-tick in ERP implementation, specifically SAP, and an increased focus on SQM initiatives are both impacting the IT sector. Spherion has also seen continued evidence that we are no doubt in an employees' market for IT workers and they are very confident in their personal situations. Despite this confidence, our latest research shows that more IT workers are planning to stay in their jobs instead of venturing out into the hot job market. Our IT Employment Report found the likelihood that U.S. IT workers will look for a new job dropped nine percentage points to 39% in the second quarter of 2006. Don't get me wrong, that's still a really high number, but the drop was quite interesting to me. Also, these findings can be somewhat countered by the fact that most IT consultants want to stay consultants, even when offered a hefty full-time offer. Facing a unique combination of a tight job market, slowing efficiency gains, labor shortages at certain skill levels and an increase in labor compensation maybe more employers are placing increased emphasis on retaining skilled workers. It may be paying off...for now.