Month: October 2014

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You Are What You Think About: Coping Strategies for Job Search

In my last post I mentioned that managing the stress of job search is critical as your behavior is being evaluated by hiring managers during this time. Job search is a stressful time for everyone.The stress is unavoidable even for the strongest person.It affects us on many levels including our self-esteem, and our financial well-being.For most of us, unemployment is un-natural, alien territory.If you are unable to work through the stress of the company’s selection process your prospects are dim.So, now is a good time to talk about job search stress management strategies.Be advised that I am not a Psychologist.What follows are some common sense ideas that I have found useful which have been validated by others.

It helps if one has gone through unemployment before so you have an established set of expectations.Experience is a great stress reliever.Personal experience with unemployment and job search gives one confidence.You know that eventually you will find suitable employment.Having experienced unemployment helps you see beyond your current situation to know that eventually you will land a new job.If you have never been unemployed, there is a wealth of helpful information available on the subject.

If you are unemployed, job-search is your job.Like any job, you must plan your work and work your plan.Developing a plan and keeping it current gives one a sense of control which helps mitigate stress.For those of you who have experienced unemployment it will be useful to write down your recollections from that past experience as a preamble for your current job search plan. Although job search is your full time job, it should not consume all of your time.Your plan must factor in strategies to cope with the ups and downs of unemployment.35 to 40 hours a week devoted to job search should suffice.That will give you time to reconnect with friends and family; to work in some physical exercise; and to engage in other extra-curricular activities.These activities are important to keep you balanced during your job search which will relieve your stress.Exercise can be a very effective stress management strategy.It burns off nervous energy and is as a great way to sharpen your image.Make sure to factor these activities into your plan.
Components of a Job Search Plan to mitigate stress.

  • Have a realistic time frame to find the next situation.
  • Assemble a support group of positive people and keep them in the loop.
  • Keep a journal of the experience.
  • Stay focused on positive thoughts, and issues within your control.
  • Look for the lesson in each negative situation; reflect; then move on.
  • Take care of your physical self
  • Volunteer or take on short term jobs.

Managing stress is largely about your ability to control your emotional reaction to events.You can choose to be angry or despondent, or not.When a negative thought pops into your mind, recognize the emotion and then refocus your thoughts on something positive, like accepting a job offer, or the excitement of the first day on your new job.I believe that your thoughts direct your actions, consciously and subconsciously.If you dwell on negative, worst-case failure situations you will surely generate that outcome.Stay positive, directing your thoughts toward success in the goals you have set for yourself.

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

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ITB Partners formed to connect Freelance Consultants with Companies looking to hold down full-time staffing levels

ATLANTA – Restaurant, hospitality, and service industry veterans launch ITB Partners (www.ITBPartners.com), a consulting company focused on helping their clients 1) Achieve a Competitive Advantage, and 2) Improve Performance by connecting them to Freelance Consultants. This is a win-win for the
freelancers who need sales and marketing support, and for the companies which have needs but may not have the budget to increase their full-time staff.

The principals of ITB Partners are Jeannie Rasar, Stan Stout, Jim Weber and other highly accomplished executives. Each of the principals has over 25 years of strategic experience with major brands in Restaurants, Hospitality, and the Service Sectors. They bring together a portfolio of skills and experience that span public and private ownership, franchised and non-franchised business models, and a global reach.

“We are a diverse team of experienced leaders, project managers, thought leaders and discipline experts with an established history of accomplishment, business relationships, and networks. We have direct experience successfully working with public companies, equity partnerships, start-ups acquisitions, and turnarounds across a number of industries – specifically restaurant, hospitality, services and retail segments.”

ITB Partners share a common belief that the client’s success is paramount.

“This belief is fundamental to our culture. Everything we do is geared to enabling the success of our clients. Our client-focused approach is simple:”

  • Listen & Understand the Client’s Needs
  • Analyze & Provide Insight
  • Foster Trust and Forge a True Business Partnership
  • Plan, Implement & Follow-through
  • Be Accountable

We invite you to learn what we can do to help your business!

For more information please contact Jim Weber at Jim.Weber@ItBPartners.com or by phone at 770-649-7051.

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The search process is never on your timetable. How Often Should You Follow Up


The job search timetable can be a very frustrating for people actively seeking employment.   The need to know if one is still in consideration for a job, and the next step in the process can be overwhelming.   Lean management teams have employees working to the max, so scheduling interviews and meetings can be problematic.  You want updated information, but you don’t want to be seen as a pest.  So how does one manage the emotional roller coaster while continuing to demonstrate interest in the position.   How often should the candidate contact the hiring manager or recruiter?   What is the line between demonstrating one’s interested in the position, and becoming a stalker?  Last week I encountered both extremes.
Jane was a candidate for an IT search I am working.  She had the habit of emailing me for updates, almost hourly.  It was a real burden to my productivity responding to each inquiry. Based on her spotty work history over the last five years she was already a questionable candidate. Her impatience and constant follow-up led me to believe that there might be more to that story.  Needless to say, I did not recommend her to my client.
Sue, on the other hand, is a prime candidate for an excellent job.   Although she’s not a candidate for one of my searches she is someone I’ve known for quite a while.   Her strategy is to check in weekly via email.   She sends pertinent articles on her industry which the hiring manager should find interesting. That strategy seems optimal to me as it isn’t obtrusive; it demonstrates that she is current in her field; and that she is a team player willing to share information.  So instead of pestering the hiring manager about next steps, she subtly reminds them of her interest and qualifications while providing a value-added service.
The fact of the matter is that the employer’s selection process is beyond the candidate’s control or that of any third-party recruiter.   The hiring process is certainly very important to employers, but is not their only responsibility. You can be sure that hiring managers have a number of equally important activities occupying their time. So, the candidate’s ability to influence the timing of the selection process is largely beyond their control.  Although stressful, and possibly difficult to deal with, the candidate needs to develop coping strategies to manage their stress.  This is vitally important as the hiring manager is watching your behavior during this period, factoring it into their selection process. In other words it’s a bad sign if you are perceived as impatient with their selection process. It will be assumed that you have difficulty handling stress making you unsuitable for the job.
If the job opportunity is real, and you are a viable candidate for the position, then you can be sure that the client has every interest in moving you forward in the process.  It is important to remember that no news is “no news.”  In other words, if there is nothing new to report, there will be no update.  You must have other tasks to occupy your time so as not to obsess over any one opportunity.  More to follow on that point.

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

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“Wow, that was a great letter! I just had to call you back.”


“Wow, that was a great letter!  I just had to call you back.”  That was the beginning of a phone conversation in 1994. The caller was a CEO I had recently met about a job. My thank you note had really made an impact!  The CEO called to say that he wanted to move me forward in the process.    I must say, the job opportunity was a long-shot for me as the job was in a segment where I had less experience, and on the wrong coast.  My letter made an impact because of my enthusiasm for the opportunity;  my recap of the CEO’s goals for the position; and that my key selling proposition dovetailed with his needs.  I also personalized the letter in a way that strengthened our connection.  The result was that I earned a second look and was invited to meet with the Headhunter working the search.  I did not get the job, but I had expanded my network and learned a valuable lesson.

In my work I see a lot of thank you letters and coach a lot of people through the process.  It is important to remember that thank you letters are not just good manners or proper business etiquette.  Done well, they can make a difference in the hiring manager’s selection process.  A thank you letter will not help the unqualified candidate, but it can tip the scales in a close situation.  At the very least it will help you stand apart from the crowd.  A good thank you letter presents your case for the job and demonstrates your communication skills.   One page or less is ideal.  It is another opportunity to sell yourself for the job in question.  As a result, you must take this task seriously. 

A proper thank you letter shows your appreciation to be considered for the job; recaps the key objectives for the position; and presents your unique selling proposition.  The latter had better support the objectives for the position.  The last point is to personalize the letter to include something you learned about the interviewer’s personal interests or background.  This will help solidify a connection with the interviewer.  By recapping the key objectives for the job you tell the interviewer that you understand exactly what is required of the position.   By understanding the requirements of the job you ensure that you are on the same page with management which will make them more comfortable with your candidacy.   Recapping your unique selling proposition as it supports the objectives of the job reinforces your potential for success in the job. 

The role of correspondence between professionals seeking to do business together cannot be underestimated.  Even as snail mail has given way to email, there is still a high value for well written correspondence that gets to the point.  Your mastery of business letters, especially the thank you note, helps the hiring manager gauge your professional skills.  Sending a timely thank you note demonstrates you appreciation for business protocol.  Crafting an effective letter demonstrates your ability to communicate, an executive skill paramount to one’s success.   So, make a serious effort to write a thank you note that positions you as a viable candidate.  Let the interviewer know that you understand the job, that you can do the job, and that you want the job. 

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com