About 80 health care – medical industry employers were recently polled on how they find talent for their companies (source: Jobvite Social Recruiting Survey, May-June, 2011). The poll revealed interesting insight and trends that have a very real impact on your job search success. The poll also revealed just how fiercely competitive the job search market place is. So – let’s start with our problem (high competition) before moving onto specific solutions. … Read more

I don’t need to tell you that big pharmaceutical companies are laying people off. The reasons why are everything from lack of pending blockbuster products to growing competition among generics, “closed” offices, and changes in the way physicians  purchase products; e.g. “e-detailing” is in vogue and seems to be growing.

If you are in big pharma and seeking opportunities in medical devices/equipment/biotech, I have some encouraging news for you, based on the performance of my own clients (I am a mentor to those seeking work in medical sales). Think of this as a brief checklist of key changes in the healthcare – medical marketplace that you can use for an effective job search: … Read more

Dear Dr. Civitelli, Hello and thank you for the opportunity to ask you this question. I’m a good worker with 29 years of IT in both the US Navy (now retired) and the commercial sector. I have solid experience and certifications in Computer Security, Red Hat Linux and VMware virtualization, though I only have an [...] ... Read more

Nothing strikes fear in the hearts of interviewees like hearing “what are your salary requirements?” If they could respond with what they were actually thinking, it would probably sound something like this:

Anything!! (If needing a job ASAP.)

The most you can possibly give me. (If I could only figure out what that is!)

I have no clue. (Probably the most common internal response!)

There are entire books written on how to negotiate salary, but I want to give you highlights of two of the most important. … Read more

Make Your Resume Ageless

If you are a job seeker over 40 and are concerned that your age can get in the way of being considered for a job, be sure that your resume does not give away your age. 

The language, format, and content you include in your resume can date you.  Here are ten tips for writing your resume that will reflect your qualifications for the position you are seeking rather than revealing how close you are to collecting retirement benefits.

Tip one:   Avoid language that signals that you are concerned about your age.

Job seekers over 40 often open their resumes with adjectives like “Energetic” or “Youthful” to convey that they can compete with younger applicants.  Instead of using language that highlights that you are older, show how engaged and current you are with state of the art business trends and practices.

Tip two:  Exclude stating your total number of years of work experience.

Just because you have over 25 years of experience in an industry or profession does not mean that you are more successful or competent than a younger applicant.  It is what you accomplished in those 25 years and how you can leverage your experience for a new employer that makes you valuable.  Your competitive advantage is not total years, but your results in how you led people or projects, attracted or retained clients, made or saved money, or introduced or improved business processes.

Tip three:  Limit your resume to the most recent 12 -15 years of professional experience.

If you try to document your entire work history of 25 to 30 years of experience, inevitably you will include industries, roles, business practices, and technologies that have become obsolete.  Even if this experience was novel or impressive at the time, it has lost its relevance and value.  Your resume should focus your most recent  12 – 15 years’ experience and the most current business practices and technologies you have applied.  If you have experience from over 15 years ago that is critical to selling your qualifications for a position, add a section called “Additional Accomplishments” and do not include dates.  This will support your candidacy, but not draw attention to your age.

Tip four:  Omit your dates of graduation.

When you list college or graduate / professional degrees, do not include the dates, which will pinpoint your age.  Also, if you received a degree or professional credential over 20 years ago, what you learned at that time may be out of date or irrelevant now.

Tip five:   Include recent certifications and training.

If you have completed a professional certification or training in your industry or in leadership skills, business processes, or state of the art technology, include a section on your resume entitled “Recent Professional Development”.   Demonstrate any knowledge or specialization you have gained in emerging industries or professions that are in demand.  Convey that you stay current and are a lifelong learner.

Tip six:  Downplay titles.

Many organizations have become flatter and have eliminated layers of management.  If you focus on your past titles or any entitlements they suggest, you may be perceived as someone who is not able to function in a more modern and streamlined organization.

Tip seven:  Showcase your project and team based experience.

Companies are currently organizing work around projects that are managed by teams.  Highlight your project based experience and demonstrate your skills and accomplishments working on teams.   Provide examples of experience leading or participating on global or virtual teams.  List any project management certifications or training that you have attained.

Tip eight:  Sell rather than tell about your experience.

Job seekers over 40 will describe themselves as  “Veteran” or “Seasoned” to indicate that they have extensive work experience. However, these words suggest that you are older, but do not promote the actual experience you have that is relevant and valuable to the potential employer.  Gain the employer’s interest in your experience by citing the projects, clients, and technologies that you been involved with and the results you achieved. 

Tip nine:  Include metrics to demonstrate your effectiveness.

Highlight your worth to a potential employer by quantifying the results you have achieved.  Stating in your resume that you are “Proficient in” or “Excel at” at something is vague, unconvincing, and does not communicate what you can contribute to an employer.  Use numbers and percentages to show how many people you managed, the dollar value of a sale, revenue from a project or new client, and money saved by your efforts. Again, this is an advantage over younger candidates because they may have not had the opportunities yet to achieve comparable results.

Tip ten:  Communicate that you are versatile and flexible.

Change is the only constant in business these days.  Industries, companies, and jobs continuously evolve and you must show that you are able to adapt.  Include examples where you have dealt successfully with industry and business change:  rapid growth, mergers, acquisitions, downsizing, and re-organizations. Project that you are a change agent and welcome new ideas and situations.

A resume is one of your key tools to promote yourself for the next step in your career.  You are creating and substantiating the image that will be perceived in the job market.  If you strategically choose the language, format, and content you use in your resume, you will be seen as a viable and valuable candidate and age will not be an issue.

The internet has added a whole other dimension to reputation management. With the anonymity and easy access it brings, the chances have increased that you’ll end up being the target of a negative comment at some point. While most people will take an isolated remark with a grain of salt, if you’re seeking a leadership position, it is vital that you are seen in the most positive light.

The first step involves doing what is known as an “ego search” – googling your name. Hopefully, you haven’t found anything damaging, but don’t stop there. Online content can change in the blink of an eye, so make it a rule to search yourself at least once a week.

So, what can you do if you come across something online that you wish wasn’t there?

1)      Bury it: Most people don’t search results past the first few pages. Push the negative information farther back by putting out positive information. An article, blog comment, or press release can be distributed by you and will likely rank high in the search engines.

2)      Take legal action: If there is something you need completely eliminated, talk to a lawyer or consider a service like reputationdefender.com, a company which helps people manage their online reputations.

Whether you’re in job search mode or not, be proactive and keep your online identity spotless. You never know when someone is going to find you online and consider you for a position. Control what they see and make sure it’s positive!

While interviewing people for my upcoming book, “I Want a Job in an Association, Now What??,” I’ve asked many what advice they’d give to someone interviewing with an association after having worked in philanthropic non-profits or corporations. The same few answers came up over and over again.

Show your flexibility: Often, association employees need to wear several hats, and you may need to take on duties that have nothing to do with your job. One person even told me, “even though I’m the executive director of a small professional state association, I need to be able to do a presentation in front of my members one day and take out the office trash the next.” Be prepared to give examples that speak to your willingness to pitch in where needed.

Research EVERYTHING: Of course, the job is a must but also look into the association you’re interviewing with and the overall industry/profession it focuses on (i.e. healthcare). Learn about their mission and history as well as their current challenges.

Know that members are of the utmost importance: Members are the bread and butter of professional associations and keeping them happy is the number one priority. Anything you can say in the interview that shows how you can add value to the members will give you an edge. This can include experience in the same industry, examples of your strong customer service skills, or even a passion for the profession the members work in.

Remember, some experts recommend that you spend 10-15 hours preparing for each interview. Keeping the above tips in mind will help you maximize this time!

Most people in associations (actually, most people at ANY type of company) are frequently met with resistance when trying to do something new. Often, if you ask someone WHY they are performing a specific duty, you’ll hear, “that’s how we’ve always done it.” Obviously, there must have been a good reason at the time, and it’s very possible the task at hand is being done the best possible way. However, if you don’t stop and analyze once in awhile, how will you know?

A lot of people fall into this trap during their job search, especially if it’s been years since they’ve had to look. Traditional methods such as applying to open jobs and using recruiters should still be included (if they never worked, they wouldn’t exist!). However, your time will be better spent if you cultivate “warm leads” at the organizations you want to work for. Networking is the key, but this can be accomplished in a variety of ways such as reconnecting with former co-workers or volunteering within a professional association.

Becoming recognized as a subject-matter expert will make you the “hunted” versus the “hunter.” Posting articles, writing a blog, and speaking at industry events are all ways to stay visible. While not networking, you’ll build credibility, which will also turn countless people into “warm leads” for you.

Whatever you do, regularly take time to analyze the results you’ve been getting. When you get a hit on your resume, call from a recruiter, or invitation to interview, take note. See what has been most effective, and spend more of your time and energy on those approaches.

Use the Hidden Job Market to Your Advantage

Beware that traditional job search methods are ineffective for job seekers over 40:

If you are a job seeker over 40, the traditional approach of looking for advertised openings, sending your resume, and then waiting for a response can be a long, frustrating, and demoralizing experience.  Job openings that are advertised are restrictive.  You need to meet specific criteria in terms of experience, responsibilities, and skills. You must be a square peg to fill a square hole.  However, the experience, responsibilities, and skills acquired by someone over 40 often deviate from or exceed that of a position description.  Because you respond to an advertisement by submitting an application or resume, you are not able to explain how your experience could be used very effectively for that position.  Therefore, your application goes into a void and you are confused why you never heard back from them.

Using these traditional job search strategies, you are up against fierce competition, bureaucratic hiring practices, and the anonymity of selling yourself to a company recruiter or hiring manager using a resume.  Rather than waiting for a call that may never come, take a proactive approach to your job search.  You will save time, energy, and your self-respect. One of the most effective methods to conduct a proactive job search is to leverage what is called the “the hidden job market”. 

Almost 80% of all job openings are never advertised using company web sites, job boards, or newspapers.  Companies use employee referrals or social networking sites to save the costs, time, and manpower associated with advertising.  Often overwhelmed by other duties, hiring managers circumvent advertising to avoid complicated recruitment processes, the stampede of applicants, and fruitless reviews of generic resumes.  Instead, they use referrals, social networking, and professional associations to find potential candidates.  This is the “hidden job market” and the best opportunities are found in this market.

Change your approach and leverage the hidden job market:

When you use a traditional job search approach, you become a passive participant in the process.  To leverage the opportunities in the hidden job market, you must take control of your job search.  You no longer wait for an opportunity to be advertised.  Instead, you target employers, uncover opportunities, and actively engage in selling yourself for that position. 

Methods for developing an active job search include:

• Focus your job search by conducting market research and identifying companies that would need your experience and skills.
• Create a list of target employers.
• Use your professional network to make contact with decision makers at these employers.
• Request informational meetings to discuss their needs and to introduce yourself to them.
• If you continue to have an interest in this employer and believe that there are potential opportunities for you, design a customized marketing campaign to promote yourself for this opportunity.
• Build and maintain a pipeline of potential employers and opportunities and market yourself until you land a new position.

Initially, this proactive approach to your job search may seem strange, uncomfortable, and labor intensive.  However, rather than wasting your energy, time, and emotions on a waiting game for advertised jobs, you will be focused, engaged in meaningful conversations with decision makers, and moving towards your desired career goals.

Reap the benefits of the hidden job market if you are over 40:

Leveraging the hidden job market with a proactive approach is advantageous to job seekers over 40:

• You have worked for more than one employer and often have experience in more than one industry.  Consequently, your target job market is much richer than that of more junior job seekers. You can create multiple career options and look for several types of positions simultaneously.
• You have built a stronger professional network including former managers and colleagues, customers, vendors, and consultants who can assist you with making connections in the hidden job market.
• You have better project management skills to plan and execute your job search.
• You have had more experience with senior management which facilitates your conversations with hiring managers.
• You have solved a range of problems and can sell solutions to potential employers.
• You know who you are and what you want professionally, which will enable you to make a good decision about accepting a new position.

In the hidden job market, your age and experience are assets.  Make leveraging the hidden job market your competitive advantage.

You’ve found your dream job – an association with a mission you’re passionate about, a great salary, AND it’s a promotion. Time to sign the offer letter! Not so fast – to make sure you’ve covered all your bases, take some time to research the organization’s culture. During interviews, people often forget it’s a two-way street, and don’t always think about if the company is a good fit for them.

How can you find out what your potential employer is REALLY like? Consider the following methods:

1)      Online research: This is the biggie. Do a simple Google search, and skip past the first few pages. Farther back, you’re more likely to get opinions that are not put out by the association. One great site, glassdoor.com, even enables employees to anonymously post about their organization.

2)      Twitter: Put the organization’s name into the search box, and see what people are saying. Go back a few pages to get an even broader picture.

3)      Talk to people who have been there: If you’ve been networking within your industry, it’s likely you can find someone who has worked with the association you’re interested in. If at all possible, schedule a 10 minute call or send a brief email to ask a few questions. A few possibilities: “What did you like about ABC Association?” “What did you dislike?,” “Is there anything I should be aware of, off the record?”  

4)      Observe: This may be all you need to know if a place is right for you. Do the employees seem happy? Were the interviewers professional? What does your gut tell you?

Though these methods can be very helpful when assessing an organization’s culture, some of the information you find may need to be taken with a grain of salt. One negative online post could be from a disgruntled employee, and shouldn’t be a deal breaker. However, if you start to see the same red flags over and over again it may be time to rethink signing that offer letter.