How to Find Your Next Job Workshop - Day 1
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The BounceBack St. Louis team conducts two day workshops for those in career transition. Day 1 covers conducting a personal skills assessment, finding companies who hire those occupations, searching for jobs, understanding company culture and creating a great resume.
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How to Find Your Next Job Workshop - Day 1
- 1. Getting Down to the Nitty Gritty of How to Find Your Next Job Day 1
- 5. MindMap of Job Search
- 20. Company Culture
- 29. Our regional work force is evolving away from
- 31. The old methods of job acquisition
- 36. Time for a new jobs strategy
- 37. St. Louis 1st local chapter!
- 38. Join up!
- 39. Some other LinkedIn groups
- 42. Resume Writing Your Sales Brochure Property of Frank Danzo
- 48. Your Resume Sales Brochure You are the Editor of your newspaper “ Karen Muth Times”
- 50. Your Resume Sales Brochure What will motivate someone to pick up your newspaper and read it?
- 53. Thirty Second Thumb Test
- 54. Thirty Second Thumb Test
- 55. Thirty Second Thumb Test
- 56. Thirty Second Thumb Test
- 57. Thirty Second Thumb Test
- 58. Thirty Second Thumb Test
- 59. Thirty Second Thumb Test
- 64. Your Resume Sales Brochure
- 68. Wrap-up
Hinweis der Redaktion
- 7:30 start
- FRANK to discuss MindMap at this point
- 7:45 a.m.
- Key to Successful Job Search is understanding own strengths and areas of improvement Understand overall expectations of the occupation Understand different titles in that occupation Understand options for occupation
- 10 minutes
- 20 minutes Examine yourself! What do you like to do? Look at the task, activities and responsibilities of the position that interest you and determine which you LIKE to do. Highlight those tasks and activities in a specific color (Orange). Remember, this is what you LIKE doing, not what you CAN do or what you are GOOD at doing. I can do many things, but I don’t like some of them. Without this insight into what you LIKE to do, you cannot go after the job you want. It has to be a good fit, otherwise you will fail in the interview. Now go through all of the KSA, tasks and activities and put a YELLOW dot (or highlight) those items you are the BEST at doing. Do not include things you know you can do but you are not good at doing them. Spend some time thinking about past annual reviews a supervisor has given you. What did you excel at? An example is that I can sew, but I would never say I was good at it. By knowing and understanding that, I keep from disappointing myself or others and I don’t volunteer to sew something important. Then with a third highlighter indicate all of the things you can or have done before. So we know what we like to do and we know what we are the BEST at. Step back and think about these results. If you LIKE to do the things you are BEST at, that is GREAT! If there are many things you marked as being BEST at, but don’t LIKE doing them, take some time to think about those issues. If you are doing work that you don’t like, it will show. Finally, what is the ratio of things you can or have done to the things expected for the job. If there is a lot of white space, this may not be the job for you. Is your resume ready? If you fold it in half, does it reflect your skills and what accomplishments you have that show those skills? Does your resume match what the job posting is asking? Remember – KEYWORDS!!! Don’t mass produce your resume. Network with the right people. If you want an analyst job, then you need to identify the friends, family and people in your network who are analyst or work with analyst. This requires you to discuss their job, what they do and who they work with daily. They will know when jobs are coming available.
- 10 minutes So you know the gaps. Now what? That depends on the gap and how best to close it. Options include: Education – either self taught or take a class Experience or Practice – VOLUNTEER yourself to gain those skills; find a purpose and keep your skills sharp while making a difference. Take action! Everyday you should have something you are working on to improve your options!
- 9:15 a.m.
- 9:35 am
- So what is corporate culture? (NOTE: I am interchanging corporate and company. This is really any organization.) If we look at an individual, they behave based on their personal beliefs, values, ethics, morals, experiences and education. These all help form a personality that reacts and works in certain ways based on how they have developed over the years. An organization or company is comprised of people who all have their individual beliefs, values, ethics, morals, experiences and education. When they work together, their shared traits come together to create an overall culture of an organization. A culture is the shared values and practices of the employees. The longer people work together, the more ingrained their practices become. They behave in a way to accomplish what they jointly believe needs to be accomplished. Interestingly enough, when you look at a company’s mission, vision, values, beliefs, goals and objectives these may or may not align with the actual culture of the organization. The Meridian Group defined it as: A company’s culture is its personality. It tells people how to do their work. It takes signals from leaders. It underlines motivation, morale, creativity and marketplace success. A company is a culture. Culture sets how we behave; what to do and what not to do Gallop Poll in USA Today (5/20/01) 25% of employees are actively engaged 55% of employees have no enthusiasm for their work 19% are so uninterested or negative about their work people who work for employers that are hiring new workers tend to have a significantly more positive outlook on their lives than people who work for companies that are laying people off. August, 2009 Gallup While 50% of Americans employed full- or part-time are completely satisfied with their job security today, this is the lowest level seen since 2003, and is down from a high of 56% in 2007. As a result of these shifts, some of which are quite small, workers are now registering the highest satisfaction levels Gallup has seen with respect to their vacation time (56% completely satisfied), health insurance benefits (43%), workload (54%), opportunities for promotion (40%), safety conditions (76%), and personal recognition (50%).
- The larger an organization, the more likely that sub-cultures will exist. http://www.itstime.com/aug2000.htm#models This can happen in departments, divisions, regions or operating units. Corporate culture starts when the organization begins and develops as it grows. Over time, the culture changes as people come and go. Culture reflects the values, ethics, beliefs, personality and traits of the company's founders, management and employees. In a well-established company, the culture is so strong that even new top management may not be able to change it. Or, if they try, it may take 5, 10 or 20 years to change. Employees who feel comfortable and compatible with the company culture will stay; those who don't will leave or will not perform as well as they can Values – beliefs of a person or group in which they have an emotional investment (either for or against). These are usually a collection of guiding, usually positive principles. Ethics – motivation based on what is right and wrong; typical moral values and rules Beliefs – a cognitive content held as true Personality traits – Openness (or Intellect), Conscientiousness, Extraversion, Agreeableness, Neuroticism
- One of the hardest things I have done in my career is terminating leaders who thought they could come in and change how the organization worked overall. One of the more frustrating things that occurred was when my leaders brought people in asking them to change how the organization worked without starting with changes at the top. There is a reason that a company will bring in Management Consultants to help change how organizations work. Making organizational change without understanding the culture or while fighting the culture will lead to failure. Managing change while working with the culture will allow for individuals to see where procedural, process changes can occur without damaging the company’s core beliefs and values. The deeper the culture, the more emotional it will become. The longer the leadership team has remained together, working in the same culture, the strong those beliefs, values and traits become. Before you can understand this though, you must understand your core values, beliefs and principles. One book I recommend you read is Steven Covey and Roger & Rebecca Merrill’s book, First Things First. Who has read the book and applied it to their life? Or done a similar process? The beauty of maturity is understanding yourself. Some of us begin this process at different stages of life. Others never explore themselves. The goal is to feel confident in YOU, so that you can know why you make decisions that you make and how you make decisions in your life. What are your collection of guiding, positive principles that you have an emotional investment and make up as your values? What beliefs (what you hold as true) are these values based on? What are your moral values and rules or how do you determine right from wrong? Have you written these down? Have you conducted a personality test or looked back on previous tests? There are numerous test available (link for Personality tests under resources). Understanding how you relate to others, your level of extraverted ness, level of anxiety and level of agreeableness will help you make sure you find that right fit. You can adjust and make changes in your personality, but realize you need to identify strengths in your personality and look at how that makes you stronger as an employee. Helping the company understand why you are the best match, will help you get into the right company.
- St Louis Business Journal Best Employers lists Working Women
- 10:30 a.m.
- Cars and steel making
- Cleaner and brainer Services instead of stuff
- - Send out resumes - Wait and hope for interviews - Maybe take a training class or two - Rinse and repeat
- They are all things that you can do with Twitter
- Seattle Red Cross is starting to make appointments on Facebook and prospect potential donors via Twitter.
- companies w/ own Twitter page. This is another notification system, better than email because it can reach people’s cell phones via text messages, so it is even more immediate than IM. started by a single person within the company who now has the job responsibility to check the feed and resolve any customer complaints You can resolve ticketing issues with Southwest, banking fees with Bof A, or even keep track of the latest community alerts from the LA Fire Department!
- - Started in Jan 2009 in DC by Mark Stelzner - Peer counseling, networking and mentoring - Uses the mantra of helping just one person find gainful employment -Has 10,000+ members on LinkedIn, 11,000 followers on Twitter
- Time for a new jobs strategy
- - Use the same techniques - Make it just specific to our metro region - Be the first place to announce and find job openings
- 10:45 a.m.
- 11 a.m.