A new CA Career Café website has been launched.  This is a web-based resource for students, developed by the California Community Colleges Chancellor’s Office.  The CA Career Cafe is ready to share with students in counseling sessions and in counseling classes.

This website has a very user friendly visual layout. Many of the materials include links to careers centers at UCLA, UC Berkeley and Stanford.  Here is a brief overview:

Section 1: GET STARTED (http://www.cacareercafe.com/get-started/) to uncover who they are and where they want to be. Self assessments cover  the following areas:

• Identify your strengths, talents and passions.
• Define and match your personality to careers.
• Capitalize on your learning style.
• Focus on your goals.

Section 2:  GET A PATHWAY (http://www.cacareercafe.com/pathways/)  helps students to explore California’s 15 industry sectors.

Section 3:  GET EXPERIENCE (http://www.cacareercafe.com/get-experience/) is to practice and build workplace skills.  If they need to solve problems that get in the way, they can choose GET HELP (http://www.cacareercafe.com/get-help/). 

Section 4:  GET HIRED (http://www.cacareercafe.com/get-hired/) includes specific steps to find a job.

There are also HOT CAREER TIPS (http://www.cacareercafe.com/hot-tips/) to encourage students do little things to make a big difference (There are a total of short120 tips ) and COOL CONNECTIONS (http://www.cacareercafe.com/cool-connections/) to make helpful career contacts.

 I look forward to hearing what you think about this resource!

Recently I purchased a pair of lululemon athletica pants. I spent more than I usually would. Although I appreciated the fact that lululemon clothing is made from better quality material, and is sewn to last, the reason I purchased these pants had more to do with how I looked than manufacturing quality. Sales, you see, is largely based on benefits, not features.

Job hunters would do well to learn these sales techniques. For example, rather than strictly communicating features (skills, experience and education might fit into this category), the job hunter would improve his or her chance by moving the focus from telling to selling by including benefits.

But what, exactly are benefits, from a career perspective, and how to best communicate these?

This is a challenge for most. Let’s work with “Mary,” an I.T. Help Desk job hunter. Mary’s features include the required education (which all applicants invited to an interview also have); five years of experience (again, because it was a job requirement, all interview candidates have five plus years of experience); and the requisite skills that belong to this position. You guessed it, all the applicants are equally credentialed.

In order to stand out, Mary must learn to sell her benefits along with the features. Her benefits include innate talents and strengths, any additional training (complete or ongoing, formal or self-study), related volunteer work, and most importantly, the results of her combined features and benefits. Here’s a sample Question and Answer that illustrates the concept in action.

Question: Why do you feel that you are the best candidate for this job?

Answer: Well, of course you are well aware of my relevant education and ongoing professional development. You may not be aware that I just signed up for the XYZ Course with Advanced Technologies. In three months I will also be certified in writing Help Desk policies. And, you are well aware of my skills and experience. What I’d like to bring your attention to is the results that these credentials have brought to past employers, when partnered with my strong work ethic, troubleshooting skills, and ability to work collaboratively with all departments and all levels of people.

And then our Mary would highlight a few workplace stories that demonstrate

• work ethic (sticking with a problem until it is solved; staying late on occasion to make sure important issues are resolved);
• troubleshooting (developing a reputation as the go-to person for those software problems that others have given up on);
• and collegial work (the inter-divisional committee she belongs to that seeks to make I.T. more accessible and understandable).

Learn to identify workplace accomplishments that demonstrate an added value, those benefits that illustrate features in action in the workplace. It is delightful music to a recruiter’s ear! You’ve ticked off the requirements: knows the work, has done the work, isn’t going to take micro-managing, has a good reputation, isn’t a risky hire. All that’s left is to accept the offer!

From what I’ve seen, there are typically two categories that job seekers fall into when it comes to the methods they use:  active and passive. 

Those that are passive go after jobs that are presented to them, whether by a contact or a job advertisement. They often end conversations with, “Let me know if you hear of any openings.”

Those that are active apply to companies whether they have an advertised opening or not. They continuously seek out new networking contacts. They begin conversations with the question, “Who should I talk to at XYZ company?”

Judging by the above statements, you would assume that the “active” job searchers are using the best way, right?

Well, yes and no. Yes, if you have to choose one method, the active style will statistically lead to greater success. However, one of the biggest reasons for this is because the vast majority of people exclusively conduct passive searches. With so many applying to all those open positions, the active job hunters will have much less competition when proactively searching.

So, why do I say “no”? Job boards exist for a reason because they work (approximately 10% of the time). Your best bet would be to combine the best of both passive and active job search strategies. To maximize your time, association leaders looking for a new opportunity can use the below “recipe” as a start:

1) Attend two networking events per month that focus on your industry or associations in general (such as ASAE and the Center for Association Leadership or the Association Forum of Chicagoland). (ACTIVE)

2) Spend one hour every other day searching for open jobs through an aggregator like Indeed.com (PASSIVE)

3) Identify associations you would like to work for and see if they have openings on their site. (ACTIVE AND PASSIVE)

4) Create a list of associations you would like to work for and send a highly-targeted cover letter and resume by mail–whether they have advertised openings or not. (ACTIVE)

5) Use a reputable recruiter distribution service and have your resume sent to those that source for associations and non-profits. (ACTIVE AND PASSIVE).

This brief list is just to get you started. It can be revised for what works best for you.

Age is relative and the definition of an “older worker” is expanding. The labour market is dramatically shifting into a new phase, with the percentage of Canadians in the workplace who are over 50 doubling every decade. If you are an older worker, you are quickly becoming a valuable commodity in a market that needs your expertise.

Older workers have much to offer the current Canadian marketplace. This is very meaningful for you, as it indicates that qualified workers are already highly in demand, and the need for experience is only becoming more prevalent.

Consider yourself as a product and your next employer as the purchaser. In the past, older job seekers often reported that employers sometimes seemed discriminatory, in that they appeared to favour younger candidates over more mature ones. But this is all changing.

There are two key forces in action that are shifting employers’ perception of older candidates:

1. The supply of experienced workers is decreasing. As boomers retire from the workforce in greater numbers, we are creating a talent drain within our labour market.
2. The demand for experience in the labour market is increasing. The talent drain is creating an unprecedented need for people who have applied knowledge and expertise.

As the pool of knowledgeable workers is dwindling, if you are skilled and qualified through actual work experience, you are quickly becoming indispensable. According to a labour force projection study published this year in Statistics Canada’s Canadian Economic Observer, although many baby boomers will retire from the workforce by the year 2021, we can expect the proportion of people in the labour force who are 55 and older to double what it was during the mid-1990’s, to up to 20% of the workforce. This dramatic increase will predicate your future potential within the Canadian job market.

The laws of supply and demand tell us that if there is a shortage of highly experienced employees, then you, as a mature candidate, are worth more to employers than less experienced workers. You are now heading from a buyer’s market into a seller’s market where you maintain quite a bit of power. The excess of demand over supply in the coming years will work to your favour.

Employers want to hire older workers because older workers often have many qualities that younger workers cannot offer. There is great value that comes from maturity. You bring:

1. Experience from a lifetime of work.
2. Adaptability coming from the transitions in your career.
3. Expertise with a deep understanding of your industry.
4. Professionalism to present a favourable first impression.
5. Maturity to deal effectively with tough business issues.
6. Leadership to mentor other employees.
7. Integrity that is displayed through your values.
8. Dedication shown through your reliability.
9. Commitment to remain loyal to your job and employer.
10. Vitality that comes from loving the career you are in.

The laws of supply and demand naturally put you in a better position to negotiate your employment terms, compensation, and benefits. You offer an excellent return on your employers’ investment. By hiring you, employers will decrease the costs associated with recruitment, training, and turnaround. Plus, you will be able to create almost immediate results in increased productivity and profitability because you know the job so well. You have a powerful voice. Start taking advantage of this great opportunity right away – you won’t be sorry.

Outlook 2010, a national survey conducted by Graham Management Group determined that agism is considered a primary barrier for six-figure Canadians. Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

Recently, Canadian recruitment professionals Head2Head, in partnership with LinkedIn, performed an informal survey. They asked recruiters to tell them how they found candidates. The results were quite telling.

In short, 69% of Canadian recruiters surveyed use LinkedIn for recruiting and 44% use Facebook to find and investigate candidates. A small percentage of recruiters use other online venues as well including blogs, Twitter, YouTube, and Craigslist to mention a few.

Clearly, there has been a noticeable shift in our marketplace. Recruiters are moving away from spending money to post jobs on job boards. This is because the time and energy that it takes to weed out undesirable candidates has increased in leaps and bounds.

In the early days of the Internet, one effective posting produced a manageable number of corresponding resumes. Now, in some cases, hundreds of resumes flood the recruiter and the work required to find one good candidate is no longer worth the effort. Cyberspace has allowed a much more interesting and cost effective way to find the best candidates – by actively mining for them.

So, what does this mean for you? Rather than spending most of your valuable job search time seeking out jobs, you should be building and managing your online presence. It is now clear that your visibility is critical to your short-term goal of finding a role, but also your long-term career success.

If you want to cultivate your career prospects, then you should not treat social networking sites as entertainment. Rather, you should be treating every activity online as a potential career maker or breaker.

Step 1- Clean up your internet presence

Start by eliminating bad press. Go through your social networking sites such as Facebook and MySpace and remove all inappropriate content. Be assured that if you don’t, your folly will come back to bite you during any background checking process.

Step 2- Create your brand identity

Flesh out your value proposition – the compelling message that you will be delivering to recruiters. This should be the same brand message as you deliver in your resume and other supporting career documents. If you create a memorable picture that sets you apart from the competition, you will be found and selected.

Step 3- Implement your online strategy

As an executive, it is in your best interest to develop and execute an effective online strategy. To market yourself on the internet, you must deliver a consistent brand message. Leverage sites like LinkedIn, VisualCV, Plaxo, and Twitter to your benefit.

Outlook 2010, a national survey conducted by Graham Management Group determined that 62.5% of six-figure professionals have a targeted online networking strategy that leverages LinkedIn. If you are not participating, you may be missing significant career opportunities. 77% of the Canadian recruiters surveyed by Head2Head said that online recruiting improved their ability to connect to passive candidates. Don’t you want to be recruited too?

Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

No doubt about it, this economy is the one of the worst for job hunters in many years. What used to take days and weeks is now taking months and years. Despite the good news in The Wall Street Journal on Monday April 19 about hiring of young engineers in Silicon Valley, by and large the outlook for old and young alike is abysmal.

Anecdotally and otherwise, I am constantly hearing stories of incredible age discrimination in today’s job market. It seems that employers want young and cheap. Folks above the age of 45 are increasingly reporting that they are washed up and no longer have the skills that companies are seeking. Young people sit frustrated due to lack of response from companies and headhunters due to their seeming lack of experience.

Well, it may be the current situation. But I do think that the tide will likely turn when employers realize that they are missing out on a surplus of great experience and talent that can significantly bolster their productivity and help them quickly accommodate the recovering economy.

So to those who have suffered through a lengthy period of job search, here are some suggestions of things to do while wading through the mire of unemployment or waiting for the economic storm clouds to part.

1. Take a break from the search. If you are looking everyday, you can become jaded and frustrated. A day or two wine tasting, golfing, bike riding or even sitting on a log at the beach is therapy from the daily grind.

2. Go pro bono! I know it’s not a paying gig. But doing what you enjoy for others can often lift the spirits and give you a sense of renewal that you are indeed talented and effective. If you are in the business of PR, marketing, creative processes, etc., there are folks who can use your skills. The Taproot Foundation http://www.taprootfoundation.org is one such organization that cherishes your writing skills, account and project management abilities, marketing savvy, IT wizardry and other talents. Also, look around in your own town, there are likely organizations waiting for your call.

3. Try a couple of acts of random generosity and expect nothing in return. If you have friends or colleagues that are in your same spot, offer to help them out. Buy them a mocha java and commiserate. Counsel them on their job search and things they may want to do to improve their marketability. Take a break from yourself.

4. Develop a personal brand statement. Conduct a brainstorm session with your friends to ferret out what is your personal brand promise. Do a focus group about you. Ask other people to identify what might be your brand essence. See if you can identify or label yourself in three words. Do a self exam and combine that with what your friends say. The result may surprise and enlighten you. If you like it, use it as your Linkedin description.

5. Present yourself in Multimedia. Take your statement of brand essence and let that be your inspiration for your own Microsoft Power Point presentation. Make it as long as you need or want. Get creative, add photos and video, include web links to your content, talk about your family if it helps describe your value in life.

Take a break from the wading and waiting!

6. Spread the gospel of YOU!   Get yourself an account on www.slideshare.com. Take your Power Point presentation and convert it into an Adobe Acrobat file. Upload it to your Slide Share account and then incorporate it into your Linkedin profile. All of this content eventually will be included in search results of Google and Bing, making it easier for companies and search firms to find you and learn your value.

Bottom line is, get creative, think outside the box, think outside the bun, run it up the flagpole, drop back ten and punt, get out of your routine and take a fresh look at yourself, at others and other things.

Many nonprofit organizations use conventional recruiting channels, such as job boards, executive search firms, or referrals. However, for those of you seeking opportunities in the hidden job market, be the first on your block to try out these uncommon sources for nonprofit job leads.

Members of Nonprofit Boards.

This source is such an obvious one and yet is an underutilized font of job information. While boards of directors do not generally hire anyone in a nonprofit organization except the executive director, their members often know the hiring needs or plans of the organization. Through their own socializing and networking activities, they also may know key people in other organizations who would be useful to meet. Ask them for names of people you should meet to enquire about hiring plans.

Nonprofit Associations

OK, this one is not so unconventional but still a good source to include in a list for nonprofit job leads. Just about every state has a statewide association for nonprofit organizations. If your state has one, the National Council of Nonprofits has it listed here: http://www.councilofnonprofits.org/salocator. If your state doesn’t have a nonprofit association, create your own job by launching one. Most associations will have an online job board and career center targeting nonprofit jobs.

Continuing Education/Extension Departments at Universities

Many universities have extension programs that offer degrees, certificate programs, and continuing education courses. Some even offer nonprofit management programs. Regardless, extension managers generally have extensive contacts with nonprofit organizations. Get in touch with these people to find out their involvement with nonprofits and who you should talk to.

Municipal/County Community Services Agencies

Many cities and counties provide nonprofits with funding for social service activities and therefore have detailed information about area nonprofits. While getting in to see a government official can sometimes be difficult, your persistence can pay off with information about nonprofit operational and staffing needs.

The recession has created a sentiment of trepidation and uncertainty for many senior-level professionals. Outlook 2010, a national survey conducted by Graham Management Group determined that 47.8% of Canadian six-figure professionals are unsatisfied with their career. These professionals identified that the current economic environment is a primary source of concern and that “the fear of failure” is a major obstacle to their career development.

When it comes to career development during tough times, it’s all in your perspective. You can construe the economic environment as either negative news. Or, you can see it as a source of valuable information that will assist you in your long-term career success. After all, in North America, “more millionaires were made during The Great Depression than in any other time in history.”

There are three things you need to know to take advantage of times like these:

• First, companies are looking for new leaders to help them get through their difficulties;
• Second, as old industries shrink, new ones emerge;
• Finally, some industries will always be there – whether we like it or not.

The following case study illustrates how a Canadian professional can succeed when armed with knowledge and statistics.

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Case Study Displaced Canadian General Manager – Automotive Parts Supply

A General Manager for a struggling Canadian automotive parts manufacturer and supplier has recently been let go. As he embarks in his career transition, he has a number of choices, and each will take him on a new and exciting path.

It is already apparent to our GM that most parts manufacturers are having similar difficulties. So, he starts his job search with an initial market investigation and soon learns that some organizations are restructuring and recruiting leadership to implement new strategies and best practices to ensure their long-term sustainability. As an initial approach, the GM decides to identify automotive parts manufacturers’ needs, research specific organizations that may need his services, and revamp his resume to show them where he can fit in to help them survive the adversity. By targeting a few viable organizations where he is a perfect match, he is soon in a position to deliver his sales pitch to the decision makers.

In between interviews, our GM is not sitting idle. While targeting the companies where he is best matched, he is still looking at other options. From his research, as the parts manufacturing industry seems to be shrinking, new industries are emerging. However, upon deeper analysis of his own sector, this GM finds some exciting new challenges ahead. Although the highest declining employment has been in the manufacturing industry as a whole in Canada, manufacturers of food, aerospace, and machinery are three categories that have not suffered as severe an impact. Armed with this information, he starts a second, concurrent strategy focusing on growing manufacturing industries outside of his main specialty. He starts to disseminate a networking letter and presentation strategically, focusing on his expertise: leading manufacturing organizations, while minimizing his field: automotive parts. This strategy opens up a second stream of opportunities and connections in a segment of the market that offers more opportunity and stability.

Concurrently “working” all his strategies, he continues attending interviews and meetings while he builds his list of contacts. During his down time, rather than sending resumes haphazardly, our GM creates an online social networking and marketing strategy to further improve his visibility and turn the tables – helping his target organizations to find him. In short order, our GM accepts a contract job offer to lead a foremost Canadian food supplier out of potential demise.

Never wanting to get into this position again, our GM continues to proactively create his career path and direction. Keeping current with industry news, our business-savvy GM learns that the federal government has taken the initiative to advance $700 million to bolster the automotive supply industry. It is clear that the manufacturing sector will always be there – whether we like it or not.

Since our GM has done everything right, he is now positioned to meet with all the new connections he has made. Clearly, inside or outside the automotive manufacturing industry, he is poised to flourish in his career from this point forward in whichever direction he wants to go.

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In this highly competitive job market you will need to take advantage of all available resources to position yourself above the competition and remain at the top. The good news is that the resources available today are so extensive they easily overshadow the current economic crisis. The Career Thought Leaders website and blog is a very good start.

According to Outlook 2010, more than two thirds of Canadians targeting positions over $100k feel that they do not have strong connections and that they are not recognized in their industry; over 80 percent do not know how to approach the market. Do you want to join the statistics or rise above them? The loss of your job does not have to interfere with a positive approach to your future. You can learn from what you know. The choice is yours to embrace this as an opportunity to engage in a strategic plan to further your career.

Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

“I don’t have time to look for a job while I’m writing a thesis and finishing classes!”  In my time as a career counselor at a major university, I’ve probably heard this line a thousand times.

Most grad students saying that are right because they’ve avoided all thought of jobs since they started grad school, and they are especially pushed in the weeks before graduation. But now LinkedIn offers them an opportunity to become known in their field while they are taking all those classes and writing that thesis – if they take advantage of it.

The beauty of LinkedIn is in offering both a public profile of accomplishments and a communications platform. The profile can be filled in bit-by-bit, a few minutes at a time, and it can replace at least some of the email in their lives.

If grad students started a LinkedIn profile when they began their first classes, and invested 5-10 minutes a week, by the time they graduated, they’d have developed both a complete profile that will help them attract job offers and a way to become known and stay in contact with colleagues in their field.

What’s the minimum for you to get started with LinkedIn?

1. Start with your name. First, Google your name to see if others share your name, and if so, find a way to individualize your name, perhaps using a nickname (but keep it professional), a middle initial, or writing it out in full.

2. Choose a descriptive profile headline, such as “graduate student, University of Michigan,” or “Master’s Candidate, E.E.,” or even, “MA expected June, 2010.” The headline helps define and label your focus.

3. Upload a photo of yourself, and keep it professional. Think of the headshots of professors you’ve seen in professional conference programs. You don’t have to be wearing a tie, but don’t use a picture of your dog, either. Save it for FaceBook.

4. Use the summary section to describe your disciplinary focus. You can include your classes, your thesis title or a description of the research you’re involved in, but try to avoid sounding like a stuffed shirt. Interests, travel and languages you speak could fit here, too. And, you can use the Specialties section to add keywords that relate to your disciplinary focus or future job title.

5. Fill in the education and employment sections as completely as you can. Include internships, assistantships or any special training or research projects, as well as student memberships in campus and professional organizations. Include awards and accomplishments, especially if they’re related to your education.

6. Fill in your status box periodically (at least every term, but monthly is better), so people know your profile is current. Note the courses you’re taking, the professional events you’re attending or leading, awards/ accomplishments, or papers/publications you’re working on.

7. Join groups, especially those connected to your discipline or the field you hope to work in when you graduate. This is one of the best kept secrets of LinkedIn because you can interact with experts in your field just by engaging with other group members. By paying attention to the group discussions, you can learn about the issues in the field, and in the workplace, which don’t always come up in the classes you’re taking. Ask questions (and answer them) whenever you can. It’s a way of signaling that you’re willing to contribute to the field. When you see an article of interest to the group, post a News link, or begin a discussion. Engage and learn.

8. Set up your personal URL. Make it easy for folks to find you by replacing the nonsense URL (that LinkedIn automates for you) with your name.

9. Ask for recommendations. Faculty are used to being asked for recommendations. Ask them, and recommend them, too. Ask employers as well, and anyone who has supervised your volunteer work or your co-authors or research partners.

10. Start adding connections by inviting your fellow grad students, then professors, advisors and anyone else you interact with by email, especially if it is related to your research or future work. It’s commonly said that 50 connections is a tipping point and you’ll begin to see significantly more activity when you have that many.

11. Add content in the form of applications. That will allow you to add papers you’ve written, publications, PowerPoint presentations and other examples of your work. You can list books you’ve been reading and review them. Your resume could fit here, too.

Remember that this is not just a social twirl. You are building the basis of your job search a little at a time, while you are making your way through grad school. By the time you’re half way through, your job search will be under way, even though you may not have time to cruise the job banks the month before you graduate.

This year, people around the globe have turned their eyes towards the 2010 Winter Olympics taking place in Vancouver, Canada. During the dreary winter months, there is nothing more exciting and rejuvenating than the Olympics.

Every four years, this prestigious winter sports competition takes us away from our everyday issues and concerns. This year is no different. We can take our mind off the recession and its ramifications, which has clearly been the focus of the media worldwide.

If you have been stalled in a tough labour market, you might be wondering if Canada is the place for you to start up again. The Olympics may have put a spotlight on a new target market – one that may be right up your alley.

Although Canada experienced an economic decline in the last few years, it certainly did not take the hit that the United States suffered. In general, Canadians have been more fortunate than our American counterparts have. We did not experience the ongoing sub-prime mortgage crisis. Nor did we suffer through the crisis on Wall Street. However, the corruption and catastrophe within critical industries such as the automotive sector did cause ramifications in Canada, albeit not to the degree that we have seen in many of the states.

In January 2010, Statistics Canada showed a drop in the unemployment rate to 8.3%. These results were far better than the expectations of many economists and many Canadians are feeling positive about their future in the working world. Job seekers around the world have also found an exciting market in Canada. With increased globalization, people are crossing borders and trying for positions that they may have never attempted to apply for before.

If you are thinking about targeting Canada, here are some industries that are on the move upward:

• Aerospace
• Agri-Food
• Bio-Pharma
• Biotechnology
• Chemicals
• Digital Media
• Financial Services
• Life Sciences
• Medical Devices
• Oil & Gas
• Pharmaceutical
• Renewable Energy

Here are some Canadian occupations that have managed to survive the recession and are positioned for a forward gain:

• Government Agency Administrative Staff
• Computer & Database Administrators
• Oil and Gas Drillers & Service Technicians
• Environmental Scientists & Technicians
• Nurses, Nurses Aids & Orderlies
• Personal & Home Care Aides
• Mental Health Counsellors
• Pharmacists & Pharmacologists
• Health Educators
• Social Workers

If the excitement of the Olympics have put a new charge in your career goals, consider investigating Canada further. Here are a few sites to get you started:

Going to Canada (learn about immigrating to Canada) http://www.goingtocanada.gc.ca

Service Canada (learn about life in Canada) http://www.servicecanada.gc.ca/

National Occupational Classification (learn about jobs in Canada) http://www5.hrsdc.gc.ca/NOC/

Hope to see you in Canada soon!

Sharon Graham is Canada’s Career Strategist