Blogging4Jobs

It’s no secret that in 2009, networking will be the single most important job search strategy that job seekers will utilize. 2008 ended with 2.6 million jobs lost and experts predict a gloomier outlook for 2009. In some states with high unemployment, there are at least 50 unemployed qualified candidates for every job opening advertised in newspapers and internet job boards. Because of this, the hidden job market becomes even more important, and in Southern California, Pink Slip Mixers can help you expand your network, provide job search training, and at no charge.

Edwin Duterte, who created and manages the networking group and website, is a former commercial banker and an unwelcome recipient to the pink slip in early 2008. I first met Edwin two months ago on Twitter and was intrigued by his interest in helping others who are in the job market as a result of layoffs, restructuring, or those looking to make a career change. His concept of “paying it forward” in his own job search drove him to launch his website and mixers in July of 2008 based on the Silicon Valley Dotcom Pink Slip parties in 2001. Pink Slip provides job seekers the opportunity to network via the website as well as through mixers that average an impressive 150 networkers per event. Event attendees are seated with other job seekers who are also members of the same industry. The goal of every mixer is networking with the goal of finding a job not only for you but for others as well. Edwin calls this the Golden Rule of Job Seeking.

Pink Slip events also often provide free job search and resume writing training from professional recruiters and job coaches who also subscribe to the pay it forward frame of mind. The mixers seek to provide those in the job hunt networking opportunities, job search tools, and the chance to polish your pitch all on a shoestring budget.

Interested in learning more? Visit Pink Slip Mixers’ website or connect with them on Twitter @Pinkslipped.

from http://blog.lendingclub.com/ written by DebtKid

Are you vital to your employer?

If your answer is, “absolutely!” then congratulations, your job is probably safe. If you hesitated, it may be time to look at how to layoff-proof your position. With companies laying off workers across a broad spectrum of industries, if you’re not vital you just might be expendable. Make yourself absolutely vital to the success of your company… or, at least their survival during these difficult economic times.

1. Be a Da Vinci
Leonardo wasn’t just a great painter. He could sculpt, sketch, and if you’re a ninja turtle fan, clean up with swords as well. The point is that knowing how to just do your job isn’t enough. To truly layoff-proof yourself you need to know how to do other positions within your company. Take the initiative and start learning the daily tasks you would handle if you had other job titles.

2. Take on a new project
If you have to create a new project to take on one, do it. If a new project needs volunteers, volunteer. Heck, volunteer to lead the search for volunteers. If there is anything new happening at your company, you want to make sure you are an important part of it. This may mean taking on responsibilities beyond your normal routine or job description.

3. Generate revenue
Often when a company is looking at cutting jobs, the absolute last cuts happen to the sales department. Why? Because without them, the company wouldn’t bring in any money!
If you’re a secretary, find a salesperson to help out. Can you help manage or optimize their leads? If you can’t be generating revenue directly, become absolutely essential to someone who is!

4. Embrace change
Instead of complaining of the “good ole days”, embrace any change that your workplace is going through. Not only will it be good for your mental health, you’ll be seen as a good team player as well. Note: This does not mean be a suck-up. This just means roll with the punches. Change happens. You might as well go with it.

5. Share your 100% commitment
Have a serious conversation with your boss (or higher up if possible) about your commitment to your company. Don’t do this in an email or over the phone. Even if it’s just stopping their office for a few minutes one afternoon, have this conversation in person. When it comes to making cuts, they will remember the personal conversation that you initiated. It may not sound like much, but little details like this can make all the difference.

The times we live today are changing and unstable all around us, but for many we have things we can count on–our family, friends, and our job. With the changing economic climate and culture, the latter is not as certain as it was before.

It occurred to me a couple weeks ago when a friend of mine was let go from his job that “Bob” was experiencing the psychological stages of mourning much like we would do for a loved one but for a job. Bob had worked at his job for more than a couple years, and he considered himself an company staple and had surfed the corporate waves of change and survived.

In the bereavement or mourning process, there is no magic amount of time we spend in each stage of grief or the amount of time before we accept the change and learn to move forward. Because of our own financial obligations, often times we do not allow ourselves the appropriate amount of time to grieve.

• Denial and Isolation. The first reaction to learning about job loss or change is to deny the reality of the situation. It is a normal reaction to rationalize overwhelming emotions. It is a defense mechanism that buffers the immediate shock. We block out the words and hide from the facts and say things like, “I never saw this coming, ” or adding to the company grapevine. This is a temporary response that carries us through the first wave of pain.

• Anger. As the masking effects of denial and isolation begin to wear, reality and its pain re-emerge. We are not ready. The intense emotion is deflected from our vulnerable core, redirected and expressed instead as anger. The anger may be aimed at inanimate objects, complete strangers, friends or family. Anger may be directed at the person’s previous place of employment which is often the case. Depending on the situation and if the the job loss was progressive and based on our lack of performance as an employee, rationally, we know the company is not to be blamed. Emotionally, however, we may resent it for causing us pain. We feel guilty for being angry, and this makes us more angry. The manager who brought our attention to the lack of performance or who delivered the message, might become a convenient target. I recommend arranging a special appointment to speak to someone in Human Resource. Ask for clear answers to your questions. Understand the options available to you like severance or unemployment. Take your time.

• Bargaining. The normal reaction to feelings of helplessness and vulnerability is often a need to regain control. If only we had sought attention sooner from our manager, our friends, or family. If we got a second chance. This is a weaker line of defense to protect us from the painful reality.

• Depression. Two types of depression are associated with mourning. The first one is a reaction to practical implications relating to the loss. Sadness and regret are common. We worry about the financial loss associated with being unemployed. This phase may be eased by simple clarification and reassurance. The second type of depression is more subtle and, in a sense, perhaps more private. It is our quiet preparation where we remove ourselves from those that we love. Sometimes all we really need is a hug or big fat job offer.

• Acceptance. Reaching this stage of mourning is a gift not afforded to everyone. However, I urge you to make your peace with caution. Burning bridges and making poor choices during mourning can and will have long term professional consequences. This phase is marked by withdrawal and calm. This is not a period of happiness and must be distinguished from depression.

Bob took a couple weeks off to clear his head. Just this week he gave me a call and dusted off his resume wanting my professional opinion which I was happy to provide. It seems these days most everyone has been affected by a layoff or involuntary termination. It’s in these moments that I believe we really learn the most about ourselves.

HR consultant Right Management asked 1,308 people why they left their jobs in the last year. Here’s how they answered (numbers add up to more than 100% because some people said they left for more than one reason):

• Downsizing or restructuring (54%);
• Sought new challenges or opportunities (30%);
• Ineffective leadership (25%);
• Poor relationship with manager (22%);
• To improve work/life balance (21%);
• Contributions to the company were not valued (21%);
• Better compensation and benefits (18%).

So what’s this mean to you? The job seeker is not alone. Many of us have challenges in our jobs and even had our positions eliminated or our priorities shift because of families. Do your research and know the facts to give you a leg up in the job search!

Cheers!

Jessica

Corporate restructuring, also known as downsizing or rightsizing is something that many of us have faced in our career and might yet experience in the future. Lately, you might have noticed on the news all the doom and gloom coming from Wall Street and the NASDAQ. Fear not, with a little preparation and a plan you can be on the offensive instead of the defensive if and when you are faced with a “coporate restructuring.”

I have myself been a victim of corporate restructuring a time or two. There were times I was able to survive each and every one of them while others were let go.

Corporate restructuring refers to when your employer makes changes in the number of staff or headcount and other cost cutting measures. These costing cutting measures can include fewer products, plants, and divisions. Most companies that are driven by stockholders and Wall Street “restructure” from time to time. The name of the game is making money while keeping customers and stockholders happy.

Restructuring is also a common practice for corporate restructurings to occur because of mergers and acquisitions where the new combined company decides to lower overhead and expenses by laying off extra staff. The end result is the same regardless of because of a merger or lowering overhead, it basically means people end up losing their jobs and the people who are left working for the company often end up having to do more work.

Obviously, being a victim of a corporate restructuring is a setback to your career but surviving a restructuring can be equally disheartening especially if you feel that the writing is on the wall and that you might be affected during the next round of layoffs.
Also, after a corporate restructuring you might find that your job and work situation in general is not as desirable as it was before especially if your job, your manager and/or your compensation structure has changed.

Whether you are a survivor of coporate restructuring or affected by a layoff, the restructuring change can leave you even more worried and stressed than relieved because you wonder how tenuous your position is with the company especially if you question your company’s future direction and financial viability.

Here are things you can do to remain positive during times of change which will allow you to move quickly should things deteriorate that require you to take action:

1. Position Yourself.
Do your best to promote the value you bring to the company. Employees that are considered key players and essential to the success of a department or company are often survivors of corporate restructuring. Develop metrics or measurables you and your team can communicate to upper management. Develop a plan to promote these metrics and position yourself as an essential member of the team and an important part of the future success of the company you work for.

2. Develop your Marketing Plan.
I speak quite frequently in this blog about your marketing plan. Always keep your plan up to date so you are able to spring into the job search very quickly and prepared. Your marketing plan is more than just a resume and coverletter. It includes a wide variety of marketing materials like your business cards, websites, online blogs, networking connections and the research you have done on various positions of interests and the qualifications required. (See Marketing Plan and the 5 P’s of Marketing for previous posts regarding this topic.)

3. Always keep your resume up to date.
Ensure that your resume is always ready to send out in case you need to send it out and quickly. Be proactive not reactive. Always make sure to include your new responsibilities. Don’t get complacent. My resume is always posted on large job boards and with several recruiters of choice. One phone call and several emails can put my resume into play very quickly.

4. Always be on the lookout for job openings.
There is no company allegiance any longer. Employees and candidates need to protect themselves and look out for their best interests. Always continue to be on the look out for new opportunities by networking through online sites, attending business functions and staying connected with close friends and business partners.

5. Stay informed about company and industry facts and figures.
Stay informed by viewing financial statements and reading articles about the company you work for as well as your industry competitor’s. I always like to keep my friends close but my enemies closer. This has been particularly successful for me when I am recruiting employee competitors or looking to make a job change. By doing so, you shouldn’t be surprised if and when your company announces a restructuring.