LinkedNow

The Art of Job Networking

2009-08-25T10:50:00.000-07:00

I have been unemployed for a year, have you been in this situation and have managed to find a good job?

Every phone interview I get, it feels as though the employer thinks that I am lazy because I have been unemployed for a year.

Is there anything out there easy for me to get a job?

Still-Looking
----

Dear Still-Looking (SL),

First off, SL, remember that we're in a severe recession and only just pulling out of it. It began officially in December 2007.

Although this seems to escape some employers, who act as though no one should have been unemployed as long as you have, most are aware. When you are conducting a job search don't forget about the art of social networking. Not too many people realize that the actual definition of networking is "interacting with people for mutual benefit". There are unlimited reasons to network, and luckily for you, one of them is for your job search.

When networking, You -- SL -- need to let people know you are available and looking for new opportunities. You want to be on as many radar screens as possible. You also want to explore the "hidden job market", those positions that are filled before they even get posted. Networking will help you to get more referrals, open more channels of communication and increase your chances of finding a great job.

So SL, you may ask WHO makes up your network and how do you grow it? Just about everyone you interact with. Your friends, colleagues, and business associates, your fellow church members, your spouse's colleagues, doctors, lawyers, former classmates, air/bus passengers, and even the parents of your children friends.

While some people are better at networking than others, LinkedNow is more valuable because you can reach working professionals directly via private messaging or by sending a compliment.

The hard part, SL, is maintaining your network. Staying in touch takes time and effort for it to pay off. You have to develop a rapport if you want to be able to reach out for a new job. If you have difficulties re-establishing relationships or asking for a favor, or if you become discouraged, or if you feel embarrassed about approaching a colleague for advice, try these tips:

1. Sharing an industry article or interesting, non-gossipy buzz about a mutual friend or colleague can be a great start.

2. Be inquisitive about them professionally and personally and always be prepared to offer your assistance prior to you telling them the reason you are reaching out to them.

3. Follow-up is equally critical, so do send a quick thank-you email regardless if your network contacts were able to help you or not.

4. Stay in touch with your network on an ongoing basis, not just when you need something. Put them on your holiday card list, email them when you hear of their new promotion. Or simply organize a get together at your local Starbucks.

Top 5 tips to standout in a tough market

2009-06-01T18:16:00.001-07:00

When I arrived to my interview 15 minutes early, the interviewer made a remark of how early I was. As our interview progressed, I answered all the questions to the best of my ability, however I was really nervous. After each question he asked, there would be a long silence. Lastly on my way out, he asked if I had any questions for him. I responded if he could tell me one thing he liked and disliked about his workplace. He stopped, thought for a minute, and told me that this question was really inappropriate. I was quick to apologize. At the end my interviewer was reluctant to shake my hand. What do you think? Was this a horrible interview or what?!

Seeking Alpha Interview
----

Dear 'Seeking Alpha Interview',

Let me begin by saying that asking your interviewer what he likes and dislikes about his current job is a perfectly normal question. Perhaps, because of his position, your interviewer may not feel comfortable expressing his opinion openly. Next time, be sure to ask the interviewer if he can tell you what a normal day would be like for you if you got the job. Also, do your research by checking out how others rank the workplace of your potential employer. You can do it at LinkedNow.com, where anonymous employees rate their employers.

Before you go to another interview, use these five insider tips to stand out in a tough market.

#1 Polish you credentials:
To make your resume shine quantify your achievements. For instance, say "I increased profits by 9%" rather than "I have sales experience". Any time you email your resume, mention one of your feats in the subject line. For example, you can write "Sales Rep - top 10% performer - seeks position". Finally, address and dry spell by listing what you have accomplished when unemployed (i.e. supported local charity group).

#2 Wear your game face:
Showing confidence in this climate indicates that you can perform well under pressure. To manage your job search, use a spreadsheet to keep a record of where you have applied, and when you need to follow up.

#3 Be open to critique:
Inviting a little scrutiny during an interview could pay off greatly. For example, asking "Do you have any specific concerns?" gives you unique opportunity to attack issues head-on and demystify any doubts over your ability to perform.

#4 Be creative:
If there are no openings in your field, think creatively about how your skills might be marketable elsewhere. You may open your search to different industries. Search job sites like HotJobs.com using your specific skills (JavaScript programming) instead of job title (Web Developer).

#5 Spread career Karma:
Even if you're in dire straits, do a small favor for someone in your circle. For example, you may help your colleague to get connected with a hiring manager. Trust us, this small favor will not be forgotten and will encourage your colleague as well as others to repay your generosity with referrals of their own. This goodwill gesture will allow you strengthen your ties with people who will support your career well down the road.

Why they criticize me

2009-05-23T19:44:00.000-07:00

I'm a senior manager at a Fortune 500 company. Recently, our HR Department implemented a 360-degree feedback for my group. For the first time in 20 years my subordinates will be allowed to evaluate my overall performance. It'll also include a self-assessment and, in my case, feedback from external sources such as customers and suppliers and other interested stakeholders. I was assured that the feedback will only be used to plan and tailor my training and development. But, I heard that its results may also be used in making administrative decisions, such as my pay or promotion. As I'm afraid for my job how can I decline to proceed?

"Afraid Manager".
----

Dear "Afraid Manager",

By now, just about every manager understands the importance of delivering timely, candid feedback. But very little is said about the art of receiving it. Honestly, I have not yet met any managers who mastered delivering an employee performance review. But, admittedly, for most of us it's still easier to give this kind of feedback then actually receive it.

I'm frequently asked by my bosses to collect and administer feedback to my peer-managers. The best of my colleagues, desperately in need of accurate ratings, embrace the experience. Others, oh well, are incapable of digesting and acting upon this information to modify and improve their management skills.

Of course, sometimes the problem lies in the style in which such critiques are delivered (or their timing). However, in my experience the biggest challenge to accepting such feedback is a recipients narcissism. Although most of us, managers, don't suffer from the excessive narcissism - a recognized severe personality disorder, there are many who do. For those, any criticism makes them feel inappropriately wounded or humiliated. Their reaction is to become angry or dismissive, as well as to resort to other defenses. In fact, one manager I delivered a negative performance review brushed me of by claiming that he was already self-aware and that he wasn't told anything new. He successfully deflected my critique, but also failed to learn from this experience. Others deflect the negative criticism on the grounds of how it's being delivered. Even the most obnoxious feedback, may contain a germ of truth. Harshly delivered assessment may also be a red flag that your peer or subordinate has been long frustrated by your refusal to hear anything negative.

So, "Afraid Manager", the best way to ease the way of 360-performance review is not to reject it. But rather to ask for it on a frequent basis. Think of it as a preemptive action - a strategy that will help you grow professionally, and learn in doses you can handle.

My Colleague is Saboteur

2009-04-28T23:23:00.000-07:00

My company has recently undergone a merger.
In the midst of all the reorganization and layoffs, I have noticed that a colleague of mine has become "trigger happy" when small things go wrong on my project. I am concerned that this person is trying to sabotage me in front of others by pointing out my weaknesses. My first instinct is to ignore it, but it's starting to affect how others perceive my work.

She acts like my friend, but am I being sabotaged?
----

Dear "Sabotaged",

You are not alone. According to research conducted by Judith Briles, who explored workplace sabotage among professional women, two thirds of the 30,000 to 50,000 surveyed had reported to be "discredited" by another woman.

When a boss or colleague attempts to sabotage your career, or you feel you're being sabotaged, you're in the hard spot. Complain, and you're no longer considered a team player or become accused of imagining the situation. Do nothing, and risk ruining your career.

Saboteurs are most likely to attack in a weak job market says Wendy A. Rothman, president of Wenroth Group, a consortium of business psychologists in New York. "When the market is bad, there is real insecurity because there are fewer jobs and more people competing for them," she says. "You have a pretty good recipe for potential backstabbing."

Start by keeping your cool. Showing a temper will erode your professionalism.

Don't confront the saboteur. First, carefully consider the unpleasant possibility that your perceptions of the individual are wrong. List all events that led you to suspect sabotage. Does a colleague blame you for something you didn't do, steals credit for your work, conducts meetings in your area of expertise without including you; fails to pass on messages, shares private information about you, and finally, discredits your personality in public. If you answered yes to one of these questions your suspicion maybe right. If you're still uncertain, consult with a trusted colleague or mentor.

Now that you've confirmed and identified the extent of the problem, discuss your observations with your boss in private. After all, your boss' opinion of you is the one that really matters and can positively [or negatively] affect your career advancement.

If your boss accuses you of imagining the situation, confronting the offending co-worker maybe the next step. Many of us feel uncomfortable when it comes to confrontation. Don't feel bad. Remember, those who engage into this negative job behavior are always the least confident, secure people. They are bullies who attack those who will allow it. Once you remove yourself from their list, your destructive co-worker will likely move on to another victim.

Finally, before confronting your saboteur prepare yourself. Be sure to be able to state the issue in two non-emotional, factual based sentences. And, do it in the open at the precise moment when the sabotage is occurring or when you being made aware of it. In person, on the spot. Sounds scary? Of course. However, your failure to address this toxic behavior and confront your saboteur early on is likely to make your predicament only worse.

Here are the warning signs to watch out for:
1. If your manager starts to question you more often on things about your work performance or private life that he would normally not know.
2. If someone is forgetting to notify you about a meeting
3. If a co-worker gets you to agree with an inflammatory opinion then makes it look like it was your idea.
4. If someone digs into your personal life and speculates about it in the office.

(Un) Fair Process

2009-04-22T11:28:00.000-07:00

I've been with a company for 3 1/2 years. My department has downsized from 9 to our current 5. In March, our hours were reduced by 5 per week and recently, reduced another 5 hours. I maintain the HR records and am aware that 1 highly compensated employee did not suffer the most recent reduction in pay/hours. I brought it to my boss' attention that I did not think it was fair that the rest of the staff received a pay cut and this other employee did not. Nothing has resulted from our conversation.

I do love my job and had hoped to retire from here, but I have such resentment that I think that it's time to go.

Do you think I should seek other employment? Is my resentment justified?
----

Dear "Justified",

Should you be angry? Hell yeah. Should you resign, Well..wait

When we don’t trust our managers to make good decisions or to behave with integrity, our motivation and performance becomes seriously compromised. In fact, this is unrecognized problem in most organizations, not only yours. This issue has always mattered, but it matters now more than ever, because knowledgebased organizations (unlike manual work) are totally dependent on the commitment and ideas of their employees.

Most people think of themselves as fair, and managers are no exception. But if you ask them what it means to be a fair manager, most will describe how they give people the authority they deserve, or the resources they need, or the rewards they have earned. In other words, they will confuse fair process with fair outcomes.

When the process is perceived to be fair, most people will accept outcomes that are not wholly in their favor. People realize that compromises and sacrifices are necessary on the job. They accept the need for short-term personal sacrifices in order to advance the long-term interests of the company. Acceptance is conditional, however, hinged as it is on fair process.

In your case, the process of staff and hour reductions was unclear to you, and as a normal human-being you are having difficulties in dealing with its outcomes - which look now as unfair.

If you quit now, however, you'll end-up losing a lot more than your employer will. You'll become ineligible for unemployment benefits, you'll dip into your life-savings just to get by, and foremost you'll face a prospect of long job search. At the end of the day, "Justified", you will end-up with another - similar - employer that does not understand the value of fair process.

Working Too Well

2009-04-20T16:34:00.000-07:00

I was partnered with another employee who had been with the company for over a year. During my recent performance review, my manager verbally stated that he may terminate me since I overreached my responsibilities, and left little assignments for my partner. I believe that my partner is just using that as an excuse because she can't meet her deadlines/quotas and I have to pick up her slack. Furthermore, I did not receive any complaints about my performance. It's quite the opposite; I have been awarded two times in the last two months for excellent customer service.

Could they really fire me for working too well?
----

Dear 'Working-too-well',

Before you assume that you're being terminated for being "too productive," re-evaluate the situation and be completely honest with yourself. What about this situation is causing your employer to think that you're the "bad guy"? Do you have a tendency to try to do everything to make yourself look better? How do you get along with others - are you the kind of person who is only out for herself, or do you try to mesh well for the team?

Any reasonable employer will never fire an employee for being "too good" or "too productive." But they will fire an employee who can't work as part of a team and share recognition when appropriate.

Now, if you still believe that you did nothing wrong and your boss is a 'jerk', you may find the following doctrine of American labor law useful. At-will employment law states that:

"any hiring is presumed to be "at will"; that is, the employer is free to discharge individuals "for good cause, or bad cause, or no cause at all," and the employee is equally free to quit, strike, or otherwise cease work"

Several exceptions to the doctrine exist, especially if unlawful discrimination is involved regarding the termination of an employee.

Although all U.S. states have a number of statutory protections for employees, most wrongful termination suits recently brought under statutory causes of action use the federal anti-discrimination statutes which prohibit firing or refusing to hire an employee because of race, color, religion, sex, national origin, age, or handicap status. If you suspect that this is the case, you may start a log of your observations such as 1) date of the event happened, 2) event description, 3) witnesses or evidence if any. With this information, contact your local law office that specialize in employment law.

Job Termination without fault

2009-04-17T15:45:00.000-07:00

My manager told me that I am not match with my company's work environment(ie fast pace).

So, I was advised to find a new job before I am terminated. My manager also emphasized that the company can't wait for too long. After 4 weeks of looking I can't find a new job. I've been working for 10 years now, without a termination. I recently asked if the company would consider laying me off instead, so that I could apply for unemployment benefits. As it turns out, however, my company doesn't have the policy for conducting lay offs, chooses to terminate me.

What should I do? Thanks In Advance.
----

Dear Almost Terminated,

A layoff may be the easy way out for you, but it may expose your company to a lawsuit.

Managers who want to avoid the confrontation associated with progressive discipline and termination often look to the path of least resistance--a no-fault layoff. Keep in mind that a layoff involves eliminating positions, not people. In other words, your company's written records must reflect that your position is being eliminated because of a lack of work or other financial constraints, and the individual who currently fills that position [YOU] will be affected because there's no longer a job to which to report. I guess your employer is trying to lead you into leaving on your own.

Managing employee performance problems via progressive discipline is a better approach. It holds employees accountable for their actions, establishes a performance improvement plan that actively involves the company in the employee's rehabilitation and creates a defensible written record to demonstrate workplace due process. So, has your company attempted to identify or address your performance problems via progressive discipline? If your employer didn't, this gives you 'Almost Terminated', a legal venue to request formal performance review, and develop a solid plan to bridge these gaps.

Hello World!

2009-03-09T22:51:00.000-07:00

Today we opened our door on Google.com. No doubt, we can imagine a much better time to launch a professional networking business, as job losses in the US have now exceeded 600,000 for three straight months, the first since 1939. To help job seekers in an uncertain economy, we want to provide both networking and insights about finding the next job.

We trust that you will find us on linkednow.com and share your honest opinions about both past and current employers. We're all ears... So come and share --the Good--the Bad--the simple Truth about your professional experience!

linkednow.com

Ready-Set-Go!

2009-02-12T11:33:00.000-08:00

It's been 6 weeks of development and we are ready to launch our first beta site!

Check us out now at linkednow.com