Getting good job references

Keeping good personal references is not the first thing on the list in this busy world, yet it should be for the future of ourselves and our prosperity. So, how does a person identify and ultimately, personally acknowledge that reference--whether it be a co-worker, friend or supervisor? Who are the hidden candidates that could be called upon and labeled as a “Good Reference”?

Not too many people go around discussing these things. It’s just something we all have to know how to do, by “osmosis” I suppose. Agree? In the search for a definitive sign of a good reference there are a few things to consider and a few different types of people who will fit into at least three or four reference categories.

The reference categories are as follows: personal reference (not a family member), business reference (supervisor or overseer), or work reference (a co-worker who was familiar with you and your work style/work). The fourth category is a rare one, but it does exist on job applications: someone who is not related to you and has not worked with you. This may include friends/acquintences who are fond of you. Typically, all of these people would have to have known you for at least one year on a standard job application.

Now, back to identifying these individuals in your life. The most common question that comes to mind for many people probably is: How do I go up and ask someone if they would be a reference for me? Believe me, this is not the easiest task; in fact, sometimes people may find that they get rejected. It seems most people become rather shy and apprehensive when asked to give a work reference. Why? The reason is unclear; responsibility is possible. If anything, they should be flattered that they were asked to be used as a reference and trusted, too. But, people will be people.

The best people to stick to and recall when in need of references are: co-workers who worked close with an individual, co-workers in other departments who are fond of an individuals work and who the individual has done good work for in the past and has been appreciated by these people, supervisors who have helped an individual learn and grow, or someone (not work related) who has know the individual for an extended period of time (whether it be someone they have done community or volunteer service with or has helped out in some honorable way).

On the other hand, it is not advisable to use supervisors or bosses who did not give good reviews or who were overly critical of the individual. It is also not wise to use co-workers who were friendly, but did not know the individual long enough to give a complete reference on them (they could have forgotten all about the individual--as people come and go). Do not give personal references such as mother, father, cousin, sister or aunt. This looks silly and is not professional. If this were the case and we could all use these types of references, then we would all look “absolutely wonderful” in the eyes of these people, right?

Solution: Common sense works well when it comes to references. An individual should remember to ask politely and know the person long enough before asking for the reference. Make sure good contact is kept between the two people, as people move and phone numbers change. A nice suggestion is to take the “reference” out for coffee and bring it up or just approach it in a positive and flattering way. Usually, people are receptive. If the person is not receptive, it’s not a good idea to push. Just drop the idea and find another reference that is more upbeat and positive about it. It has to feel right. Keep in close contact with the “reference” and reward them in small ways (cards, meet for coffee, call and say hello, etc.). Keeping good references also keeps good friends.

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The Benefits of Job Seeking With Your Child

Are both you and your offspring out of work? In the economy following the financial crisis, it’s not uncommon for more than one member of the family to be looking for work at the same time.

However, there are inherent benefits to a parent out of work and a child fresh out of college being able to work together the job hunt. Let’s take a closer look at the parent-child job search.

How the Parent Helps the Child

There are a number of ways that the parent can assist the child in the job search. First, the parent probably has years of experience either on one job, or on multiple jobs. With this type of knowledge, the parent can advise the child on what to expect in a work environment and even give advice about interacting in a professional setting.

But even more important is, during the job search, the parent would be able to help the child prepare the resume, understand what information should be listed, and also prepare for the interview. Again, this process is probably old news for the veteran parent and is something that can be passed on to the child who is just now taking on this new venture as the job seeker.

How the Child Can Help the Parent

What’s great about the knowledge that a recent college grad brings to the table is that it’s all fresh. A college grad has just finished learning about the latest technology, knows what’s going on in the industry he or she is pursuing and has probably even received some help from a career advisor on how to create a resume, cover letter and even mock interview.

Because your college grad comes with so much fresh knowledge, she may be able to get you up to speed on social networking sites like LinkedIn that will be perfect for networking professionally. Also, your child may be able to help you with other technical projects like placing your resume into text or Adobe format if you don’t already know. In other words, where you come with a boatload of experience and wisdom, your child comes with a fresh mind, making it easy for your child to assist you in areas you may be lacking.

How You Can Help Each Other

One of the most important aspects of job seeking is having a partner in your corner to help you throughout the process. Whether you have your best friend read over your resume, enlist your spouse to help you with a mock interview, or even have a cousin reaffirm that you will find a job, having support is a great thing. With the parent and child working together, it’s easy to have instant support, so be sure you both take advantage of it as you proceed through the process.

The great news is that you can work together with your child to find jobs that maybe you can start at the same time. But what’s even better is that you may be able to form a stronger bond with your child that could last a lifetime.
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Acing a Job Interview After Age 50

 By : Joe Turner

Have you used one of these common complaints?

    * "I was fully qualified, and it makes no sense.”
    * “They simply don’t know how to hire.”
    * “They told me that I was overqualified.”

These are the sort of comments job seekers often make to Randy Block, a seasoned career-transition coach and consultant in the San Francisco Bay area.

If you're an "older" job hunter, more than likely you already know that the ultra-competitive job-search process is especially hard on you. Part of the challenge you're facing is a major generation gap between Baby Boomer job hunters and the Gen-X hiring managers of today. As Block noted, "Thirty-somethings don’t want to hire their parents. Unfortunately, that's how we often come across — as their parents."

You can succeed during interviews with younger hiring managers, but you'll want to think and act differently. Here are five places to start :

Show passion for your work

As Block notes, relationships are based on shared values. He believes that shared values make up most of what we call “chemistry.” Chemistry is enhanced when we meet others share an interest. This extends to your work, profession or industry.

If there is little passion or commitment from you for your work, how can you expect others to get excited during the interview? On the other hand, if you consider yourself driven or committed to what you do for a living, you'll most likely hit it off with a hiring manager who has the same interest — whatever that person’s age.

Be upfront about what’s in it for them

Nowadays , employers want to know what you can bring them. Older job seekers may shy away from bragging opportunities like this. But this is one talking point you need to be prepared to get.

Tenure and duties won’t cut it. The best way to prepare for an interview is to focus on your personal brand. Prepare a personal brand statement for yourself — a simple sentence that offers three very important selling points about you. First, it should say who you are. Second, it should articulate your greatest strength(s). Third, it should explain the biggest benefit that you bring to your next employer.

The purpose of your brand is to go beyond mere duties and job listings and get to the "what's in it for them" benefit that will make the employer sit up and take notice.

Offer guidance

Block has found an important disparity between older job seekers and younger hiring managers: Boomers want to be led, while Gen Xers want to manage. Yet in coaching sessions with young managers, he observed that their leadership skills typically lag behind their management skills.

If you're a Boomer, take note and realize that you might not get the visionary leader you hoped for in your next hiring manager. However, Block says that this might just be an opportunity.

He has discovered that most young managers need help and guidance. They actually appreciate being mentored, coached or advised. They recognize the need, but look at it as a temporary or project-based opportunity.

This may open up an opportunity to sell yourself as a consultant whose many years of expertise can be useful in the role of a temporary coach or mentor. This may be a great meld between the "management versus leadership" dichotomy and increase your opportunities, especially considering companies are hiring more consultants during this economic downturn. As the economy improves, that 1099 contract could well turn into a salaried position.

Think short-term

According to Block and other employment analysts, many companies today view their short-term survival needs as paramount . They're looking for players who can hit the ground now and help them grunt through the next six to nine months. That will require a change in your marketing approach : P hrases like "long-term" and "strategic" won't have the sales impact of a year ago.

Rather than emphasize the long haul in your resume and interview marketing, look instead at selling yourself as an expert who can get in and fix immediate problems quickly and efficiently. Downplay any talk about long-range solutions ; instead, focus on clear, results-oriented achievements for short-range problems.

Talk money

Money talks, and it talks loudly. Money can also trump age, so try to get as close to the money as you can when you describe who you are and what you bring to the table.

Keep in mind that all organizations have only two basic needs: revenue and productivity. This is what keeps any top manager up at night. If you can help them, they will seek your advice and counsel. Therefore, come to the interview armed with specific examples of how you can solve their money (or productivity) problem. Your past achievements are examples of how to tackle the similar problems they face today. If you can show yourself to be the problem-solver they need, you'll quickly rise to the short list of candidates. Your goal is to become the "go-to" person for their short-term revenue or productivity problems.

Summary

Gen Xer s need your help. Focus on ways you can help their short- term "survivability" through this recession, and get as close as you can to their revenue or productivity concerns. Talk money, and focus on how you can help them produce immediate results. A younger manager would have to be very shortsighted not to explore a working relationship with someone more experienced. Capitalize on your wealth of experience to make a positive difference in the lives and careers of Gen Xer s.

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Why Your Job Search Is Not All About You

Kaitlin Madden, CareerBuilder writer

We all get calls from telemarketers. Their generic, impersonal sales pitches typically yield responses like:  "Really? Why would I let you spend 10 minutes telling me about your vacuuming services?  I have a vacuum cleaner in the closet." Click.

Chances are you have received this type of call. And chances are you have hung up before you even know what the caller has to offer.

Were the vacuum company to peek in your window for a few hours (creepy -- but go with me here) they'd find out you were a single parent with three kids, two shedding cats and a bad case of seasonal allergies. With this new background information, the call might go something like:

"Hello Ms. Murphy!  Since you're so busy you barely have time to vacuum these days, I'll send my professional cleaning service to your home. In addition to saving you time, our filter-equipped vacuums will get rid of the pet hair on your furniture and decrease the amount of airborne allergens in your home!"  Since the telemarketer just solved three of your most pestering problems, you're probably more inclined to listen to his or her sales pitch.

Vacuum cleaners and allergies aside, applying to a company without targeting your application to its needs is a lot like making a random courtesy call. Employers aren't going to pay attention to you unless they know what you can do for them.

Solve a problem, land a job

"You have a job for one reason: to solve a company's problem," says Debra Benton, author of "Lions Don't Need To Roar" and "The $100,000 Club."  "You do not have a job because you need or want one; that is irrelevant to the marketplace."  That means you need to stop focusing on what your strengths are and start focusing on how your strengths can help the company you'd like to work for, Benton suggests.

Putting it all out there -- strategically

Rich Dukas, president and CEO of Dukas Public Relations, says that targeting your cover letter to address the needs of each company you apply to is the only way to get noticed. "Specificity rules," he says. "I am impressed when a candidate spends the time to learn about our firm and tells me in a cover letter and interview how they would directly contribute to our business. Generic cover letters don't cut it."

Using employer-centric language when applying to a position can also help, Benton advises. "Every part of your communication should be them-oriented instead of you-oriented, from the first word in your cover letter," she says. "Instead of writing, 'Dear Mr. Smith, I'm interested in a job at XYZ ...' your letter should start with 'Dear Mr. Smith, You have an exciting position at XYZ that I'm interested in ...'.  Just making the first word 'you'  versus 'I' is the start of a myriad of ways to be company-oriented."

Tina Chen, director of operations at Carlisle Staffing in Illinois, says today's tough job competition makes it especially necessary to focus your job search on the needs of employers and how you can make their organization a better one.  "Employers are no longer just looking for 'qualified candidates' but rather those who will go above and beyond to justify their seat, so job seekers really need to stay ahead of the curve and lay their best assets on the table," Chen says.

The bottom line:  Employment is a relationship

Although it is important for your communication with a prospective employer to stress how your skills can meet its needs; employment is ultimately a relationship, and you still need to keep your own interests in mind.

"Take a step back, assess the potential employers that you would like to work for, do your homework and decide if there could be a  long-term, mutually beneficial relationship. Look at it as 'job dating.'  In order for the relationship to work, both parties have to bring something to the table," Chen advises.

Kurt Weyerhauser, managing partner at Kensington Stone, an international search firm in California, also compares employment to a long-term relationship. "It's like a marriage of sorts," he says. "Most of us who are married realize that we wouldn't be married if leading up to the wedding it had been all about –'me' or, for that matter, all about my spouse's interests. The key is to understand that while your primary interest is you, it's not your sole interest." 

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