In a February 2012 blog,  LinkedIn announced changes to the criteria for Profile completeness, with the specific goal of making it easier for users to complete their profiles. 

The main function of profile completeness is to increase “search optimisation” – that is, to increase the likelihood of being found in searches, both on Google and within LinkedIn, thus resulting in “Users with complete profiles (…)  40 times more likely to receive opportunities through LinkedIn”.

A LinkedIn profile is most likely to appear in the top of a search, if:

-          it is 100% complete

-          it shares more connections with the searcher

-          it shares more groups with the searcher

According to the recent changes, LinkedIn users should complete the following, in order to achieve the completeness goal:

1)       Add a profile photo (which makes the profile seven times more likely to be found)

2)       List two jobs  (making the profile twelve times more likely to be found)

3)       Include a description of the jobs

4)       Have 5 or more skills on the profile

5)       Write a summary about themselves

6)       Fill out their industry and postal code

7)       Add the school/university they attended

8)       Have 50 or more connections

9)       Frequently update their status (“profile freshness”)

Most notably, it appears that Recommendations are no longer required for completeness.  The main reason this was dropped seems to be that users do not always have control over this aspect of their profile, and so LinkedIn wanted to make it easier for them to complete their profile without having to rely on others. Despite this change, I would caution users to not neglect Recommendations, as many employers do look for this on the profiles of potential hires.

With these new changes to profile completeness, many LinkedIn users will log on to find that their profiles are no longer complete. But, it also means that many more users will be able to complete their profiles and thus, with a bit of effort, ensure that they are easily found by potential employers.

For some, even a lay-off can become a great opportunity to re-evaluate their situation and consider options.

Before taking any leaps into the unknown, it might be a good idea to ask yourself some questions:

• Are you willing to invest the time, energy and perhaps additional training/schooling necessary to make the change?
• Do you know what it is you want to do and have you researched the new career?

If the answer is “yes” to the first question, but “no” to the second, you might want to spend some time considering potential career paths.   The first steps include identifying personal core values that are essential for you in the workplace.  You bring meaning and purpose to your life and a high level of engagement and energy to your job, if your it is in line with your interests, values and aptitudes.

Ask yourself these questions:

• What am I passionate about?
• What does my perfect work day look like? (e.g. working indoors or out? With a team or alone? at a computer, machine or truck all day or interacting with people? How do I prefer to dress — casually or formally?)

I recommend spending time to explore interests and options. A good way to get started is by getting your hands on the book What Color is Your Parachute? by Richard Nelson Bolles (which you should find at most libraries). In this book, you’ll find many exercises that will help you identify your skills, values, interests along with exploring your personality type, preferred working environment, etc.  The online service Career Cruising can also be a valuable online tool which you can access at a JVS Employment Source Centre near you.

Once you’ve narrowed your list down you should create an action plan. Identify the steps required to make the career change. Make a list of what you want to achieve, and then use SMART goal setting to ensure that they’re Specific, Measurable, Attainable, Realistic, and Timely.

Do you need additional skills and training? If so you will need to budget for tuition fees, living expenses etc.

What transferable skills do you already have that will help you in your next career? Enlisting the assistance of a career coach or employment counsellor is helpful with the decision-making process. You will also want to start networking and considering workplaces that suit your values and interests.

A career change requires commitment, action, research, planning and hard work. In my upcoming blog posts I’ll talk about more strategies to make that career change a reality.

Dear Joanna

I am an internationally trained architect who is new to Canada and am so upset, because I do not have any local references, and I don’t know the best way to present my references.

I have finished an interview today for a position as an AutoCAD technician and the employer has asked me to submit 3 references. I learned from my Job Developer that this is a good sign; but I don’t know what to do as my references are all from my professional places of work overseas!

What do you advise me to do? The employer is waiting and I don’t want to lose this opportunity!

Signed: Upset Without References (UWR)

——————————————–

Dear UWR,

Congratulations on passing the job interview! You know you have successfully passed the interview stage when the employer asks for references.

Thank you for asking this question. References are a difficult challenge for job searchers, regardless of whether they are Canadian.  After checking out with my fellow frontline practitioners, and based on what I’ve learned from various employers who come to JVS Toronto to speak to our clients, I have the following suggestions for you:

1. With today’s access to the Internet, it is much easier and acceptable for you to use references from your former places of employment from your home country. Many employers have told me that they are willing to check references all over the world, using emails as the main form of communication.

2. Always double-check with the references that they are still available, and willing to provide you with a reference.

3. The Reference List should be neatly typed on a regular white sheet of paper. It should have the full name, job title, company name, address, email address, telephone and fax of each of your references. 

4. Keep in mind that the information on your Reference List is private, so DO NOT provide the list to potential employers until they have met with you in person and you are sure that you want them to contact the references.

5. Always bring the Reference List to the interview, to present to the employer. But, make sure you provide the list only if the interviewer asks for it!

6. After giving the Reference List to the potential employer, always make sure that you inform your references that you have given their name. Give them a “heads up” that they might be contacted – tell them about the nature of the job opportunity and the name of the employee who will be checking you out. If you can prepare them in advance, even better, as opposed to waiting until the last minute.

7. Always keep in touch with your references, even when you don’t have a job interview. Once again, networking is the key and you should keep doing it, even if you are working. You never know when you need the references. Sometimes, they may leave the company where you worked, so you should constantly keep in touch. Using LinkedIn is a great solution; other social media tools such as Facebook are effective, too.

8. Treat your references like gold; stay in touch, get them gifts, send them holiday cards and show appreciation and gratitude.

9. Speak to your references to discuss how they might answer the more challenging questions interviewers might ask, such as discussing your weaknesses or giving the reasons for your departure from that job.  Although this is difficult, try to ensure that they will say only positive things about you. 

10. Ask your references to contact you after they have been called by the potential employer, to provide you with feedback. Whether or not the employer called the reference and what was discussed will give you a good clue about whether they are seriously considering you for employment.

Once again, congratulations on being so close to the job offer…but remember, it’s not over yet; you still need to be checked out through your references and only when you have a hot job offer in writing (preferably) in your hands, is there a time for celebration!!!

Lots of luck in this stage of the game.

Regards,

Joanna

I am applying for work diligently. I am taking charge of my job search on my own and am very proud. As an experienced AZ Driver, I know there is definitely a great job and company out there. I have been sending resumes and applications on Kijiji, Craigslist, Monster.ca, Workopolis, and the Job Bank to name a few.

All day long I am on the computer at the library and at home applying for jobs and creating and posting profiles as they are requesting. The only trouble is that I am not receiving any responses other than the occasional email which acknowledges receipt of my application.

Please help me figure out what is wrong.

Thanks very much.

Signed: A serious computer job seeker (ASCJS)

——————————————–

Dear ASCJS,

I congratulate you on your efforts and time and commitment to finding employment in your field. You sound like a talented job seeker who would make any employer happy to have onboard.

According to my esteemed and leading JVS colleague and Job Developer and job coach par excellence, Linda Conforzi, who has been helping people succeed with employment for over 10 years, you need to expand your job search methods. “People think that internet is the only job search tool”, comments Linda, based on her observations and experience working with unemployed and underemployed people from diverse communities. Linda suggests that when you are driving around, or walking or taking the transit, look for trucks on the road, write their telephone/email number and then call them. Yes, cold call…”I do it every day”, she said. “What is the worst thing that could happen? The employer could hang up or they are not hiring”, she adds.

Linda also observes that, after not hearing from an employer after a couple of weeks of applying for work, job searchers tend to assume that the job is filled and no longer available, which couldn’t be further from the truth. Linda points out that not all businesses hire in the same way or at the same speed.  Job seeker can clarify this by calling the employer.

For example, she posits, some job postings are designed to be filled at a later date. The employer might be merely gathering resumes but does not intend to start interviewing for another month. Every situation and posting has a unique method of recruitment. Therefore, Linda strongly recommends, that candidates FOLLOW UP. “The phone is your friend”, confirms Linda. She adds that you never know when the employer intends to review the resumes, confirm interview appointments and then do the actual hiring. Linda is adamant that the job seeker pick up the phone and call the employer after he or she applies for the job. This applies with recruiters as well. Some of the postings have the name of the employer; some do not. Either way, the job seeker can find out some critical information as to the status of his or her application. Who knows, you may even be complimented on your initiative which goes a long way to making a good impression!

I hope that help answer your questions, ASCJS. Keep going with your job search. It WILL eventually pay off.

Regards,

Joanna

Image: photostock / FreeDigitalPhotos.net

So, you are looking for a job, and I am looking to hire. It seems we have something in common. Even if you were a plumber and I ran a dog training company, we could still learn from one another’s experience on opposite ends of the spectrum where you are seeking and I am hiring. Unfortunately, we seldom get the chance to meet and share our experiences, which is unfortunate; I can’t help but feel that, as a result, we both miss out.

As a job seeker, you are probably constantly hearing advice and opinions about how to go about the job search. Network, social media, action words, customized resumes, personnel/ employer/ labour market research, follow-up calls… it is a full-time job.

When I was a job-seeker myself, not long ago, I remember that it was not just a full-time job. It was one of the hardest jobs that I had ever done and will likely ever do. It comes with serious occupational hazards attached to it like anxiety and stress associated with a lot of uncertainty, not the least of which is the uncertainty around what the ‘other side’ (that is, employers) is thinking.

Today, as someone who works alongside a team of professionals to make hiring and staffing decisions, I often think “if I had known then what I know now”, some of the anxiety wrapped up in the job search could have been avoided.

So what exactly do I know now that I didn’t know then? It’s simple: employers are under pressure to make good decisions. This means that they are vulnerable and, while it can’t be compared to the vulnerability or pressures experienced by job-seekers, it helps to know that the ‘other side’ doesn’t have the entire upper hand. Consider that the employer is putting effort into the search, as well, from beginning to end. If we don’t, we get a pool of candidates who do not fit the needs of the job and we land back at square one, having wasted time and effort. In the non-profit sector, where I work, line managers are often shouldering the bulk of the responsibility for developing and issuing the posting, setting up accounts to receive applications, screening applications, calling prospective candidates, pre-screening, preparing interviews, assembling an interview team, consulting with HR to stay updated on protocols, and performing the interviews. This, while maintaining operations in short-staffed situations.

Given the amount of work that is involved, it is no wonder that the stakes are high.   Let’s look at some examples of how you might take advantage of this situation by doing some myth-busting:

MYTH #1: Employers these days have the pick of the crop

The notion of a candidate who stands out head and shoulders above the rest is outdated.  I have yet to come across a candidate that satisfies the vision in my mind of an ideal employee. That is not to say that I have bad employees — quite the opposite. Rather, this is due to the fact that jobs are evolving and workers are often asked to take on more responsibility for different aspects of a role or project.  This might mean sharing different task areas like communication, administration, budgeting, evaluation, data entry and operations. In such an environment, it is hard to nail the ‘ideal’; for example, some employers might emphasize team work and communication over certain skills, or education/training. I don’t want to imply that meeting requirements is not important, of course it is, but don’t hesitate to highlight other ways that you might contribute to a position, team or an organization. Look for your niche — try to find your edge which makes you uniquely interesting to an employer.

MYTH #2: There is too much competition, what’s the point?

Related to this, and reinforced through statistics, is the going notion that work is scarce and that we are flirting with a recession. The implication is that the market is over-saturated and competition is fierce. From my experience, I would agree that competition is fierce, but all that means is that the race is more difficult to ‘call’.  The way to exploit this and create an edge is to focus your candidacy on the one or two solid credentials you have that really set you apart.  The outcomes of these ‘races’ today are rarely black-and-white.  Imagine that decisions are being made based on photo-finishes rather than the clear victory of a front-runner lapping their opponents.  This is probably where candidates falter the most – they believe that they are competing with the perfect candidate and cling to the hope that their edge rests on the perfect candidate just coming off the flu and unable to remember past employment history due to fatigue and exhaustion.

I never seek someone who is perfect; instead, I always look for someone I can work with and who can work with my team.  Because of the pressure I am under, I have put the time and research into selecting one candidate and have faith that they likely have what it takes to do the job. Seek out activities that help you build confidence and try to focus on what particular and specific qualities you will bring to the position. Confidence will be your greatest asset, in that neck-and-neck final stage of the competition.

MYTH #3: Employers spend seconds on your resumes

It is a myth that employers spend mere seconds with resumes.  Sometimes, in rare situations, we agonize and um and ah for days over a single applicant.  Consider that, after quickly weeding out those whose skills or experience don’t match the requirements (usually at least 50% of applicants), the second and third rounds of review are quite careful.  What we are doing during those rounds is not looking for flaws, but rather looking for potential.

So, please know that candidates are never invited to interview on a whim.  A lot of time, thought and energy has gone into a careful selection process.  So if you get the interview, it’s yours to lose.  Interviews may be intimidating, but in a way, the employer is already in your corner.

MYTH #4: Employers have already decided candidates before the interview starts

This couldn’t be further from the truth.  As I just described, I have spent hours examining different candidates, to try figure out who I want to meet or follow-up with. Indeed, the interview is where candidates win and lose. I don’t want to put undue pressure on readers out there, but I have also run into far too many candidates who squander their opportunities when called for the interview. Think of it this way: if you spent agonizing hours preparing your resume, you should probably spend at least two times more preparing for the interview. What you should know is that the employer has probably spent some time working up an image of you in their head, they may have even done some research on you, but most certainly they gave enough care and consideration to warrant asking you to come in.  So, while resumes are important, interviews are more so and you must not overlook preparing for them.

Employers know when you haven’t prepared, when you haven’t put the thought in or done your research. Preparing can include visualizing, talking to yourself, talking to others to test your knowledge and assumptions. See if you can carry a conversation about the position, the nature of the work that is required, and try answering questions that you think someone in the job might need to be able to answer. Put yourself in the shoes of the new employee for that position – then (and only then) have you begun to prepare. Polish how you represent yourself. Preparing requires research, practice, and taking a genuine interest in the work and the employer: what is their history, what makes them unique, what sets them apart from their own competition? You should be able to recite this off the top of your head. Many candidates are quite adept at doing this to produce winning resumes and cover-letters, but I can count on one hand the amount of times I have seen that preparation follow through to the interview stage.

MYTH #5: Interviews are no fun

OK – this isn’t entirely a myth, the interview format is extremely unfortunate because it makes it so difficult to cut through and get to know a person. Nevertheless, if you can approach the interview in a way that ‘makes it your own’, employers will pick up on this. If you have to do something unpleasant, the fact remains that you have to do it, so find out how to own it. It’s not a party, but if you can inject some enjoyment into it, your positive attitude will shine through and that counts for a lot.

These are some common myths and observations, based on my personal experience.  For the most part, myths hold people back.  I hope sharing these perspectives will help you to become the candidate with an edge and that it will help to put you at someone’s door.  Who knows, maybe it will be mine and we will get a chance to meet, after all.

Petra Kukacka is a Manager with the Local Immigration Partnership at JVS Toronto

It’s that time of year again where people make resolutions that they intend to adhere to for the rest of the year. “Lose weight, exercise, be a better person, take up a hobby or reconnect with family/friends” are a few of the more common ones.

Why not take this re-focus opportunity and make some resolutions towards your job search? There are always ways to fine tune your search, even if you don’t think it’s broke (you wouldn’t be reading these blogs if things were peachy and the job opportunities were pouring in – would you?).

Here are a couple of ways to get back on track and start 2012 on a solid footing.

1) Review your resume - If you have been sending out your resume to anything that remotely resembled what you are looking for, but didn’t receive any calls, it’s time for a resume revamp. Firstly, your resume should be an ever-changing document, as one size does not fit all ESPECIALLY when you are applying for different jobs. The resume you used to apply at Burger King should not be the same one you send for the IT help desk position.

It is more efficient if you focus your job search within one field. You can use the same resume as a template, but even then, you MUST  fine tune it to match the job you are applying for. Show the employer where your skills and experience match what they are looking for. If you are applying in different sectors for different roles then you should have a separate resume for each sector or role. Don’t cut corners here, as the easiest way to get your resume into the circular “G” file is to send it for a job that it doesn’t match.

2) Review your interview skills - If you seem to be able to get interviews but always come second, there is something turning off the employers from what they see on paper (your resume) to when the meet you and speak with you in person. A good remedy for this is to take advantage of Interview Workshops offered by many of the community organizations like JVS. They can help you identify potential areas of concern like body language, tone of voice, quality of answers and follow-up. Most of these services are free so why not see if these programs can make you an employer’s first choice? Also, check out our past blogs on this topic, and rethink how and what you say in interviews.

3) Training for new skills –  This is probably the toughest area to decide on what to do. Most people are limited by financial resources, time constraints, family obligations and so on. If you are eligible for training through a government assistance program (provincial, federal, Student Scholarships and even municipal) then that will ease some of the burden, but not everyone is eligible for the specific skills training they need.

Here’s how I look at this situation. The only person that will decide of the training you take is valuable, necessary or makes a difference is the EMPLOYER. The opinions of a salesperson at a private college, a job developer like myself, a friend, or even your parents do not matter. The employer is the one who is going to hire you and they will be the ones to decide if your new skills are what they are looking for.

Points to remember:

• Not all training is created equal. Taking a program through a Community College will have more of an impact than cheaping out and taking the same program off a matchbook from Chris’s Private College, Tattoo Parlour and Burger Emporium. Visit at least 3 people in the field or role you want to be in and ask what education or skills are needed, where they got their education and what institutions they recognize as legitimate. Don’t waste your time, money and energy on training that won’t get you ahead and is not recognized in the real world.
• Take training that will add to your skills and not start you from scratch. With the Second Careers program, many people took advantage of the funding to get trained in a different career. I have heard of successes and challenges from different people who enrolled in the program. If I was to enroll in such a program I would look for skills that would enhance what I already had. Why start totally from scratch as that would make me “new” to the industry?

Here’s an example of what a successful client of mine did –  he had 10 years experience as a Tool & Die Operator. His company went bankrupt and he was out of work. After trying to find a job for several months he decided to apply for Second Careers. The training he applied for was Industrial Design. Coupling that with his experience as a Tool & Die Operator made him a much stronger candidate then he was before the training. He did get a job with his new skills.

My point is to be applying for jobs from a position of strength. Why get into a totally different field only to be at the bottom of the ladder again? Enhance the great skills you do have with the proper training (with input from the employers) and you will become a stronger candidate. Starting off at the bottom of the food chain again means less money too.

• Keep in mind that employers do offer professional development/tuition assistance programs to their employees. Let’s say you have identified the company that you want to work at but the job you want needs further training. Being unemployed,you don’t have money or the ability to take time off for school – bills have to be paid. Why not apply for a job you are suitable for and then take the training through the company – on their dime?? Many companies have tuition assistance programs that are fairly generous for their staff. They are interested in growing talent from within so these programs are a great way to get your training and to get paid at the same time.

4) Increase your Social Media presence – Utilize LinkedIn, Facebook, Twitter and so on to gather information, connect with employers and get the inside scoop on potential job opportunities. The availability of information, ease of connecting with people is staggering. Just remember to mind your manners. Being unprofessional online can harm your reputation very quickly. People don’t owe you anything and if they choose not to respond then move on. You will meet some fantastic people out there that are willing to give advice, lend a hand or even just listen. Sometimes that is all you need to get you over the hurdle that is in front of you.

So, for 2012, I challenge you to do the following:

• Invite one person a day from the field you are looking to work in, to connect on LinkedIn.
• Join one new LinkedIn Group a week, and PARTICIPATE. Start a discussion so they can see you.
• Pass on a job opportunity that you have seen to someone in your network.
• Be open, to try different tactics and new approaches to your job search.

Best of luck in 2012,

Chris

In our daily lives, when faced with a decision about a new product/service, most of us turn to Google or other search engines to gain information. We are curious to see how it is portrayed and what others might say about it; we don’t necessarily trust the advertising and want to make an independent and informed decision about what is best for us.

Job searchers are encouraged to look up employers before applying for a job or attending an interview. A search on Google can produce interesting information about a company – perhaps a newspaper report about problems with the company, or, on the positive side – inclusion in a “best employers” list. If the company cannot be found online, or if their website looks weak, job searchers might conclude that the company is outdated, out of touch with customers, or struggling financially.

It would be reasonable, then, to assume that employers would do the same. In a survey of employers, Reppler, a social media monitoring service, found that more than 90% of employers turn to the Internet to find more information about candidates, at all stages of the hiring process, and that their decisions are significantly influenced by what they find online, good and bad.

© David Castillo Dominici | Dreamstime.com

Do you know what employers might find, when they search for you online? Google yourself, and look through the results carefully – check through the images, websites, blogs that appear, and identify which of these scenarios best describes what you find:

a.  You are not easy to find. There are some images and links of people who share your name, and not all are respectable, and it is hard to tell whether the person who is found is actually you.

b.  You are nowhere to be found. At most, there’s a Facebook page which is completely private, but otherwise, you seem invisible online.

c.  You ARE easy to find, but it doesn’t look so good.  There are uncomplimentary or even embarrassing photos, Facebook/YouTube/blog comments, tweets, mentions, karaoke videos or mentions in less than professional contexts.

d. It is easy to find you, and you look impressive. Your LinkedIn profile appears at the top of the search, as well as your membership in a professional association, there’s possibly a video of you participating in an athletic event, an image of you in a graduating class photo from 5 years ago, or a mention of you in a fundraising event.

If you found a, b or c, your challenge is to work on carefully crafting your own online image, through thoughtful and informed use the many free social media tools available on the Internet. In previous blog posts, we have outlined how LinkedIn and Twitter may be used to create a professional image, which will convey the best and most suitable message for employers to find. Even Facebook, which has developed a reputation as a job killer, can be used as a very effective self marketing tool, if the content and privacy settings are carefully controlled.

When using social media, remember that employers might be unforgiving. Be careful about what you say and do online; keep in mind that potential employers will judge your:

• language (swearing, being negative or mean, bullying)
• spelling and grammar
• photos, including the profile image
• friends and associations
• activities (too much drinking or partying?)

Most effectively, make sure that you have something positive and impressive to show to those who are searching for you online. If you are not working right now, engage in activities which you can show off, such as volunteering, taking a course and hobbies, such as athletics or the creative arts. Don’t be shy to share your achievements, past and present — seek out recommendations on LinkedIn from those who can speak well about you and your work. Use social media to share interesting thoughts, ideas and insights, and link up with friends and organisations that reflect well on you and your professional interests.

Bottom line:

1. Search for yourself online regularly and become familiar with what employers might find.
2. Influence what people will find online about you, through careful use of social media.
3. Watch your language and behaviour online, as well as that of people with whom you are associated.
4. Involve yourself in positive activities, and make sure to share them online.

With so much of the discussion online focusing on the drawbacks and risks of social media, it isn’t surprising that you may be nervous to get online. The fact is, though, that with the risks, there are also some exciting opportunities for job seekers to create and project a positive online image, which could go a long way to persuade potential employers that you might just be that perfect next employee which they seek.

Dear Joanna:

I’m an internationally trained professional who is new to Canada and looking to build my career as a Systems Administrator. I have over 10 years experience in my home country and for some strange reason, every time I go on an interview, with recruiters or with direct employers, the feedback is always the same – “You do not have Canadian experience” and this job “needs Canadian experience”. I interpret this as that I do not have the qualifications for the job. Needless to say, I do not get the job offer.

I was wondering what do I need to do to get Canadian experience in IT and as a systems administrator? Should I go back to a local university to achieve another degree in IT? Perhaps I should attend another school to be trained on PHP? Java?

Please could you advise me as to how to receive that job offer of my dreams?

Signed,

Looking for my Dream Job in Canada (LDJC)

————————————————————-

Dear LDJC,

Great question! This is a common concern among many new immigrant job seekers as they go on interviews.

According to Mike van Doorn, Senior Manager, Staffing and Recruitment at Scotiabank, with a non-regulated profession like Information Technology (IT), feedback like this from the interviewer is code that the employer is concerned that the candidate will “fit in”, or it may mean that the employer is concerned that the interviewee does not have the technical skills required for the position.

If you are given the opportunity to follow-up, be specific and ask “Did I have the technical knowledge you were looking for, in terms of the technology I have used and/or experience in your industry?”  Technological experience is often transferable but most industry experience is not (for example, the way technology is employed and the business logic around its development is vastly different in the mining industry than the financial industry). Mike suggests that this often means that the candidate is not communicating (verbally and non-verbally) and responding to the interview questions in the relevant and appropriate way for the job and workplace culture.

How to make sure that you “fit in” to the team is challenging and applies to everyone in the job market, not just newcomers. “Fitting in” is a subjective; but 90% of the hiring decision is made if the interviewer(s) like you and want you to be part of the team.

Here are some suggestions to deal with this obstacle to getting that job offer.

1. Prepare and practice interview responses, for both the phone and face-to-face, especially for behavioural interview type questions. We have discussed interviewing skills in previous blog posts, both in terms of Introducing Yourself, as well as talking about story telling in interviews.
2. Work with an employment counsellor and/or employment specialist who understands your sector, as well as the validity and credibility of your skills, experience and education from your home country and in the sector, especially the IT industry! You will need to learn how to express and articulate your skills, experience and education in a clear, concise manner which is relevant to the position. There are also specialized services aimed at immigrants in Ontario which may be of use.
3. Use language in the job posting and from the company website. You can prepare for the interview by making sure your resume is clear, articulate and concise.
4. Prolific writer, adult educator and WEA Canada VP, Anne McDonagh has some critical suggestions for the job seeker to overcome this employer feedback. She recommends the importance of using “small talk,” as an essential skill during the job search and in the workplace. Further, she stresses the need to understand and use non-verbal communication; for example, “during introductions, shake hands firmly but briefly; keep the correct personal space between yourself and others; maintain eye contact with people you are talking to”.
5. Get your degrees evaluated; visit Settlement.Org for more information. I have learned from recruiters that for the IT sector it is your technical skills which will get your foot in the door, especially the skills where there are shortages like PHP, Web Development and related skills; and then, of course, it’s the interpersonal, communication skills which will seal the deal (assuming you pass the technical test!).
6. Target employers who have been recognized for their efforts to hire immigrants. A list of such employers can be found in Canada’s Best Diversity Employers, published annually in the Globe and Mail’s Report on Business.
7. Consider volunteering to gain local experience, secure a reference, as well as to expand your network and practice English.
8. Make sure to network, and work on expanding your network contacts; join your relevant professional organization, use Social Media (especially LinkedIn), and take any opportunity possible to meet potential employers.
9. Consider taking sector-specific communication courses, (a great way to improve your communication skills in English, learn the language of your profession and meet employers).

Dear Joanna:

I’m so frustrated and upset. I’m an experienced administrative assistant. I have over 20 years experience working in several law firms. I think I’m too old. I keep applying and applying for jobs in administration at all kinds of law firms and other companies. I must have emailed around 500 resumes this month. Zero response. No one is calling me. I think it’s because I’m too old. No one wants me even though I have all the skills, education and experience plus I would be a dedicated, responsible and loyal employee.

Please help me figure out why this is happening to me. I need to work desperately. I was laid off of my last position where I was working for the past 10 years. What am I doing wrong?

Signed,

Old and Outdated (OAO)

_________________________________________________________________________________________

Dear ”Old and Outdated”,

You have asked an excellent question, which I hear often from job seekers.  From my experience, the best approach to deal with these concerns is to make sure that you are conducting the best possible job search, in which you show potential employers how you could be a valuable asset to their company. 

For more advice, I consulted two experts who offered their perspectives:

1. Cosimo De Leo, a Senior Corporate Recruiter at a local and renowned land development and engineering firm and recognised SME (Subject Matter Expert) in the sector, offers his view on how and why job seekers get called for interviews
2. Farah Alizadehahi, one of JVS Toronto’s leading Mentoring Coaches and Employment Counsellors suggests ways of enhancing your job search

I am sure you find their advice useful

Regards,
Joanna

_________________________________________________________________________________________

1.  Cosimo De Leo has the following pearls of wisdom to respond to OAO’s concerns:

As a senior recruiter, I receive about 200 resumes a day for different job opportunities at my company.  I suspect that if you are applying for so many jobs and not receiving any phone calls from employers, you are missing important qualifications for the job.  We usually hire people based on pre-determined criteria of the role which is written in the job description.

Most importantly, I recommend that the job seeker ask herself whether she is targeting her resume and cover letter to specific jobs and applying for positions for which she is qualified.

Before applying for a job, I recommend :

1. Analyze and understand the job, its responsibilities and requirements, and be honest with yourself, as well as in your resume and cover letter.
2. Target your resume and cover letter for what you CAN do.
3. Be realistic; if the job calls for 10 years experience and you do not have this, then do not apply for the job. The only exception is if you can offer something special to the project that relates to what recruiters call “the deal-breakers” (must-haves) — then, the recruiter may be open to less years’ experience.
4. Have an action plan; if there is a particular role you are interested in and you don’t have all the mandatory requirements, explain this in the cover letter. Mention what you are doing to acquire the required skills and experience and to compensate for this gap, such as taking a course or volunteering at a relevant company or organization.

Other tips:

• Develop a plan to keep track of the jobs for which you applied; as a recruiter, it is discouraging when I call an applicant and he or she has no clue about the position they applied for
• Use Social Media (LinkedIn) to connect with recruiters. We use LinkedIn to source qualified candidates; it helps with networking and is excellent for time management.

Cosimo de Leon,
Senior Corporate Recruiter 

_________________________________________________________________________________________

2. Farah Alizadehahi, one of JVS Toronto’s leading Mentoring Coaches and Employment Counsellors, offers this advice:

Dear OAO,

I am sorry you feel that way, and I absolutely understand your concerns. I am not sure if your age is the reason you are not hearing from employers. If you were getting interviews, but not job offers, it may be more possible that your age could have been one of the reasons. But if employers are not meeting you in person, they should not have any basis upon which to make  such a decision. 

You say that you have emailed around 500 resumes this month and no one has called you. That definitely shows one thing: your resume is not doing what it is supposed to do, i.e. leading to an interview.

A well prepared, targeted resume should highlight your qualifications and skills, which in turn should match the needs of the employer. Only then you could expect your resume to catch employers’ attention, and motivate them to pick up the phone and invite you for an interview.

Here are my suggestions:

1. Seek help from a local Employment Ontario centre to revise your resume and refresh your job search techniques, such as cover letters, labour market information, networking (including social media), and interview skills. (Keep in mind that we have five such centres throughout the GTA.)
2. Make sure that your computer skills are updated and meet the expectations of your profession/industry, and that this is clearly indicated on your resume.
3. Network in person and online; create a LinkedIn profile, if you don’t have one. Use it to extend your network and find some of those less widely advertised jobs.
4. Plan and conduct a targeted job search; i.e. identify specific companies and jobs, research companies, target your resume and cover letters, and prepare carefully for potential interviews.
5. Review your progress periodically (weekly or bi-weekly), and revise your approach accordingly — consider how many resumes you sent, how many interviews you attended, the feedback you got from interviews, etc.

I wish you success with your job search.

Signed,

Farah Alizadehahi
Mentoring Coach and Employment Counsellor
JVS Toronto

________________________________________________________________________________________

P.S. OAO, I hope you found these tips useful. 

Regarding concerns about age discrimination, you might find our previous blog entries on Tips for Older Job Seekers useful, as well as one which addresses Dealing with Illegal Questions in the Interview.

All the best with your job search — please report back to tell us how it goes!

_________________________________________________________________________________________

© Ragsac19 | Dreamstime.com

ob•jec•tive – noun – something that one’s efforts or actions are intended to attain or accomplish; purpose; goal; target.

sum•ma•ry – noun – a comprehensive and usually brief abstract, recapitulation, or compendium of stated facts or statements.

Definitions from Dictionary.com

Resume styles change fairly frequently. There are “flavours of the month” type resumes that attract some attention in the beginning (usually for the wrong reasons) but then fade away. The problem with building a great resume is that it is very subjective. If you go to your local bookstore and look at 10 resume guides, I would bet that you would get 10 different opinions. So what is the best approach?

Having seen a ton of resumes over my career as a Recruiter and a Workforce Specialist, I look at it this way: “How can I make myself stand out from other applicants to an employer”? In other words, put yourself in the employer’s shoes and look at your resume from that perspective. An employer will probably have less than a minute to pre-screen your resume (if done by hand) and decide if it goes into the “keep” pile or the circular filing cabinet starting with “g”. That means the top third or half of the first page of your resume should have the points that you want an employer to see. These would be your selling points. That brings us to the ongoing debate of using an Objective or Summary at the top of your resume.

My preference is to use the Summary, for a number of reasons. Before you read further please check out this article by Roy Miller to see his reasons for choosing a Summary over an Objective.

What do you think now? Has your opinion changed? Let me further stack the deck in favour of the summary; look at the definitions above for Objective and Summary that I retrieved from an online dictionary.

In job search terms:

Objective = “something that one’s efforts are intended to attain” or “what I am looking for, or want”.

Summary = “a comprehensive and usually brief abstract of stated facts” or “what I bring to the table for you”.

An Objective simply covers what YOU are looking for or want.

A Summary shows what is in it FOR THE EMPLOYER. It allows you more opportunities to showcase your talents; i.e. a snapshot of all of the great things you have done, all wrapped up in a bow at the top of your resume. So instead of employers having to search through your resume for the reasons to interview you – you make it easy for them by listing them right at the top, where it will be seen first.

An objective can work if the rest of the resume is laid out in a way that allows the employer to see your skills easily. Having a list of skills right after the objective could work. To me though, an objective is boring, “cookie cutter” and misses an opportunity to show your worth to an employer.

Check out these two samples:

Objective – To secure a position as an Administrative Assistant at ABC Company

OR:

Summary - Personable Administrative professional, with over 5 years of expertise in handling customer inquiries (100 calls per day avg.), executive scheduling for 3 partners, data entry (70 wpm) and event planning (trade shows and client appreciation events). Proficient in Microsoft Office, multi-line phone systems, with fluently French.

If you were the employer which person would you want to meet?

By using a Summary, you can showcase your best-selling points to an employer to show them that you match their expectations. This allows you to stand out from the rest of the applicants, thereby making you a memorable candidate.

Finally, a Summary provides you with an opportunity to enter in key words or phrases from the posted job description. With many companies using scanning software to review resumes and identify key words which match the job posting, a Summary can get you extra points by having those key words mentioned upfront.

It is clear by now that my preference for a Summary rather than Objective. I believe that it has the best potential of getting an employer interested in interviewing the candidate, which is after-all, the purpose of a resume in the first place.  But, this is only my opinion, which I have arrived at years of working with employers, reviewing articles by others in this field and searching for jobs myself.  I’m sure there are folks out there who have a different opinion, and I say: if they use an objective and are getting interviews that lead to jobs, then by all means keep up the good work. As the saying goes “If it ain’t broke, don’t fix it”.

But if the saying that best resembles your job search is “Houston, we have a problem” then maybe consider using a Summary.

Good luck in your job search.