Summertime Job Blues

“I’m gonna raise a fuss, I’m gonna raise a holler

About a workin’ all summer just to try to earn a dollar.”

– Eddie Cochran

Luckily, minimum wage is more than a buck today. It’s now mid-March and many people are looking forward to the summer. Are you trying to think of places that may have employment opportunities over the summer break? Now is the time to do it.  If you wait, it won’t matter how loud you can holler as the summer jobs will be filled.

Using the “how to search” job tips for summer employment listed in earlier blogs here, I thought I would also provide some ideas on “where” to search.

Amusement Parks – The GTA has Canada’s Wonderland, The Ex and some of the travelling amusement shows such as Conklin Shows that appear in strip mall parking lots. Check out their websites and watch the local papers for recruitment fairs.

Summer Camp – There are a number of city-run programs during the summer held in local schools and libraries, for which they are recruiting a range of staff, including many Counsellors. Check the city website for information. There are also some private day camps, running all over the province. One of the biggest is Camp Samac in Oshawa. Check out jobs at Canadian summer camps at this site, which is one of many online sites which list jobs.

Private Resorts and Campgrounds – Ontario has some of the most beautiful private campgrounds and resorts. The larger resorts can be found at Blue Mountain and in the Muskokas. Online, you will find Resort listings; look for hiring/jobs listings on the individual sites. Many of the smaller campgrounds are family run and have the down home feeling. Here is a listing of private campgrounds.

Provincial campgrounds – Ontario has many supervised parks throughout the province. There is a listing of the campgrounds, as well as a site with for specific information about jobs in the campgrounds.

Construction and landscaping jobs – check in with local builders, plant nurseries and landscaping companies to see if they can use an extra set of hands.

Lifeguard – Many people obtain their certification as a lifeguard and swim instructor. Spend your summer by the pool and get paid for it. Check the municipal websites for a local pool near you.

Server/Waiter/Waitress – Summer weather means patio time. It is also a great opportunity to earn some cash as a server. Most bars and restaurants (including restaurant chains) have a patio area. Talk to the manager in duty to see if they are hiring, and check online resources such as Craigslist‘s food, beverage and hospitality jobs listings or Hospitality Jobs. Wait staff for events are recruited through sites such as Staff Solutions, Servers and Shakers and Staff Your Event.

Tour Guide – If you are outgoing and speak multiple languages, then this may be an area you want to look into. Many tourists come to Toronto in the summer for the events and festivals we are known for. There are several tour companies that service the GTA, and the City of Toronto maintains n updated Festivals and Events Calender. Look up the festival websites, such as that of the Toronto International Film Festival (TIFF) website, who have a careers page. Check the internet for festivals that cater to your strengths (language, interest) for your biggest chance at employment.

Tutoring – This may be an opportunity if you have the knowledge and ability to help out a student in different subjects. Doing this on your own or through a tutoring service could bring in some extra cash and possibly lead to longer term opportunities.

Sales – These positions could be in retail, door to door, on the street or telemarketing. Choose a product or service that you enjoy as it will help the day go by a lot faster. You can find these jobs in the paper or online, or check our recommended job site listings on this blog.

Many of these positions are seasonal and targeted to students. But in some cases, when the students go back to school in September, long-term employment can be found. They all offer an opportunity to grow different skills, meet people and earn a few bucks.

So, don’t wait, as these jobs will be gone before you know it. Apply now and get yourself set for the summer months. Don’t forget your bug repellant and suntan lotion.

Have a great summer.

Corresponding with employers — Part 2: writing Thank-you Letters that seal the deal

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If cover letters are about first impressions, then Thank-you Letters can be described as last impressions.  Writing to potential employers after an interview or any other kind of positive interaction can be a powerful way of leaving a memorable mark, which can help when time comes for final hiring decisions to be made.

WHAT are Thank-you Letters?

During the job search process, Thank–you Letters are a type of formal correspondence which aims to express gratitude to someone who assisted you.  Letters are preferable to voice messages – employers are able to keep the letters for future reference, and share them with others, if they want.

WHY send Thank-you Letters?

Besides obvious good manners, it’s important to remember that employers generally expect to hear from you after an interview, and that they will be receiving such correspondence from other interviewees, as well.

More importantly, such letters are an excellent way to confirm your interest in the position and to remind employers about the reasons you are a strong match for the position.

WHEN to send Thank-you Letters?

The sooner you send your Thank-you Letters, the better — preferably within 24 hours. If, however, this is not possible, send it whenever you can, even if it is long after. Better late than never.

In those rare occasions when you leave an interview already knowing that you will not be hired, a good letter can still be very effective.  A brief note, thanking the interviewer for their time, could be a reminder that you are still a strong candidate to be considered for future openings, or in case the person that they have hired does not work out.

To WHOM should Thank-you Letters be sent?

Most commonly, Thank-you Letters are sent by a job searcher to an employer, after an interview.There are, however, many other opportunities to send Thank-you Letters, including thanking a person for referral to a job, introduction to a network contact, an information interview, an internship, a reference or any other help offered, or time spent to help you promote your career.

If you were interviewed by more than one person, make sure to send the letter to each interviewer separately, and address it to them specifically.

HOW to best write and send Thank-you Letters?

To start, make sure you have the correct spelling, email and address of your interviewer; for this purpose, it’s a good idea to pick up business cards from your interviewer(s) upon completing the interview.

1. Use the same font and format of your cover letter, which means the letter should be typed (in most cases, a hand written card is considered too casual).
2. Write a simple, clear and short letter (3-4 paragraphs will do).
3. You can include in the letter:
   1. An expression of gratitude for the opportunity to be interviewed
   2. A mention of something you enjoyed/learned in the interview (e.g. something you didn’t know about the company or position)
   3. A brief summary of the reasons you believe you are a strong candidate for this position
   4. A reminder of your enthusiasm for the job
   5. Letters can be dropped off or attached to an email; it’s preferable not to use traditional mail, as it will take too long to arrive on the employer’s desk. Faxes are not a good idea, as they appear untidy and are more likely to get lost. Also – if using email, make sure to attach a document, rather than writing in the body of the email, that way they are more likely to be printed and/or saved, rather than just deleted.

Use a tone which matches that of the employers. For example, a creative job would allow for a more relaxed tone, whereas a banking job might require a more serious and formal approach.  Samples of letters can be found here.

To sum up, for Thank-you Letters to be effective, they should:

1. Be written and sent at any opportunity, to anyone who offered time and resources to help your job search
2. Be sent as soon as possible after the meeting or interview (same day, if possible)
3. Written in a professional manner
4. Be brief and error free
5. Convey enthusiasm for, and interest in the position
6. Be emailed or dropped off

After interviewing a number of candidates, an undecided employer who receives a Thank-you Letter soon after the interview — which is well written, enthusiastic and professional — might just have an easier time making that critical final decision about which candidate to hire.

Corresponding with employers — Part 1: writing cover letters that get noticed

If first impressions are as important as psychologists tell us, then cover letters might be described as one of the most important aspects of the entire job search process. The moment a potential employer reads the letter that accompanies your resume is the first time a they encounter you and your first opportunity you have to make a positive impression. It has been said that half of employers will not read your resume, unless it is accompanied by a cover letter and even more will reject it, based on the quality of the letter.

For a moment, put yourself in the employer’s shoes. After posting a job which they are anxious to fill quickly and easily, employers often tell me that — despite the overwhelming amount of cover letters and resumes they may receive – they struggle to identify suitable candidates. Employers read through letter after letter, hoping to be struck by candidates who are able to present themselves as suitably well qualified, likeable and competent enough to be invited for an interview.

It seems to me that, for many job seekers, cover letters are often the weakest aspect of their job search efforts, often neglected until  the last moment before sending in a job application. If written at all, they are often generic, awkwardly worded and not very substantial, leaving the reader with a sense that not much effort was put into preparing them.

To determine what should go into an effective letter, it is useful to think about its definition and purpose. A cover letter can be described as a one page letter that accompanies a resume, introduces the candidate and motivates the employer to read the resume and consider the candidate for a position. A cover letter should clarify the link between the employer’s needs (which is often described as “qualifications” on the posting) and you (as listed in the “profile” or “summary” in your resume).

Your cover letter is an opportunity for you to market yourself to the employer by:

• indicating that you read the job posting and understand the expectations of the employer
• showing your interest and enthusiasm
• introducing your resume and identifying the specific aspects of the resume that are most relevant to the job
• showing off your excellent writing skills, both in terms of grammar and spelling
• indicating to the employer that you can and will follow instructions, by applying exactly the way the employer requested in the job ad/posting

Cover letters should accompany almost any resume, whether it is in response to a posting, is solicited (i.e. the employer asked you to send them a resume), or even unsolicited (i.e. you are sending the resume to employers, in case they are hiring). Check your resume against this checklist of “do’s” and “don’ts”:

1. Don’ t use a generic cover letter; instead, write a unique and personalised letter for each employer
2. Match the letter to your resume, in terms of the font and “letterhead” (i.e. the format you use for your name and address)
3. Don’t forget to mention the specific job title as identified in the job posting, including any reference numbers provided by the employer
4. Mention where you found the job posting
5. Describe yourself to the employer in terms of the specific qualifications described in the posting; don’t assume that the employer will read your resume unless they find what they need in the cover letter
6. Try to find a balance between being too friendly and too formal; show the level of enthusiasm that is suitable to the type of position to which you are applying
7. Keep the letter short, simple and easy to read
8. Check your spelling and grammar very carefully, every time you send a cover letter
9. Don’t depend on Spell-Check — it will only pick up some errors, not all (it will miss a mistake if it is a real word, like using “form” instead of “from”)
10. Follow the instructions in the posting, making sure to submit it in time and to the specific person outlined in the advertisement

For samples of cover letters, check out some of my favourite websites such as Workbloom, Monster.ca and About.com — Job Searching.

As the expression goes, you only get one opportunity to make a good first impression. It is well worth investing time and efforts to write a high quality letter which conveys your enthusiasm and show the employer the exact reasons to consider your unique candidacy for the position. Capturing the interest of the employer can be a deal breaker; if your cover letter does not impress, likelihood is that the employer will not turn to your resume or call you for an interview, whereas a well worded and thoughtful letter can go a long way to meeting the next person who may hire you for that position you are working so hard to find.

Ask the Employment Specialist: Will volunteering help me get a job?

Dear Joanna,

I’m an internationally trained accountant who is new to Canada and looking to build my career here in my field. I moved to Toronto a year ago and have been looking for work since my arrival but have not had any luck.  I understand that the competition is steep and it’s hard to get my foot in the door in this competitive labour market. I do not have the Certified Accountant designation as required to work on the same level as I did in my home country.

In the meantime, I am pursuing my CGA at this time which was recommended to me by my employment counsellor at JVS. I am desperately looking for work. I’ll do anything. I’ve applying for accounting clerk positions and other entry level jobs which are closely related to my field but have not had one phone call.I would love to work in an accounting firm.

My counsellor suggested that I research and approach accounting firms and non profit organizations with accounting departments as potential places to volunteer. I have never heard of such a thing – working for free!!!! This never would happen in my home country. Please let me know what you think of this.

Signed: How Can I Work 4 Free? (HCIW4F)

——————————————–

Dear HCIW4F,

I completely understand your concerns about volunteering and I don’t blame you for feeling uncomfortable about working for free! However, given our competitive labour market, especially in Toronto, as you accurately pointed out, volunteering, coop placements or internships can very useful strategies for securing employment in your field and tapping into the hidden job market. Many of the post secondary institutions, including universities, community colleges, bridging programs, and some OSELT (Occupational Specific Enhanced Language Training) courses offer unpaid coop placement programs for their participants. Volunteering in the work world is a recognized and valued initiative by employers from all industries.

In fact, that is how I got started. I volunteered for six months as a job developer because I was making a career change from sales to job development. I did not have any relevant experience on my resume. I treated my volunteering as a paid position. I learned tons of skills, built my network and volunteered as if I was working, which resulted in lots of learning and skills development relevant to the field and a couple of references. This helped me prepare my resume, the job interview presentation and I was eventually hired. I have countless stories like mine of job seekers who volunteered and then got hired at the place they volunteered.

For your professional development, volunteering is a great way to:

• gain local experience in your field
• avoid gaps in your resume and give you something to share with interviewers about what you are doing “right now”
• show that you take initiative
• keep up your computer and accounting skills and knowledge,
• foster important networking connections, and
• possibly even gain obtaining future references needed for the hiring people.

Personally, you will also find that volunteering is a great way to keep busy, meet lots of new people, build a community while helping out a worthy organization and cause. Being a part of a team, learning about the Canadian workplace, while practicing your language and communication skills are just some of the other benefits of volunteering.

Also, I cannot think of a better opportunity to learn first-hand about the internal processes, procedures, computer systems and workplace culture of the place you are volunteering. Who knows? It could lead to employment! Plus you have concrete experience on your resume to demonstrate your talents.  Saisan, Smith and Kemp (2012) best describe volunteering on their website: “The benefits of volunteering are enormous, both to you, your family, and the community. The right match can help you meet friends, reach out to the community, learn new skills, and even advance your career.”

You can also include your “volunteer work” if it is relevant to your field as “professional work” on your resume. You just write “Volunteer” in brackets next to the job title part. Also, employers like to see “Community Work” on applicants resumes demonstrating that the individual cares about others and likes to help out.

So, if you are open to this activity, which you can do until you find paid employment (or, you might find that you wish to continue helping out, even after you are working!), here are some suggested websites to find opportunities as well as organizations whose causes are dear to your heart, where you might consider volunteering.

By the way, it is not an easy process to find volunteer positions, apply and be accepted. Some organizations which help vulnerable populations require criminal reference checks and, more often than not, there is an extensive comprehensive application process and interview. Not everyone gets accepted, and there are waiting lists at some places. There are a lot of unemployed people (students, new grads, newcomers, to name a few) looking to volunteer in the community to build up their resumes and experience, so this too is competitive. But, do not be discouraged! Apply for volunteer positions and follow-up with a phone call to the volunteer manager of the agency or whoever posted the opportunity.

I would highly recommend identifying a non-profit organization or company which has a volunteer department and checking out if they have any volunteer opportunities in the accounting department or at least a related department. Legally, you cannot work for an employer for free unless you are part of a volunteer or coop placement program. Some OSELT courses offer coops to employers; as do some bridging programs. I would also recommend researching an organization, which may be in a position to hire, i.e. where you see job postings on their website and job boards. Then you might have a chance at employment.

Here are some suggested websites with volunteer opportunities (keep in mind that you can also research non-profit organizations and for-profit companies which you are interested in and look on their websites to see if they have a volunteer department or diversity department):

Suggested websites for volunteering:

• CharityVillage 
• Volunteer Toronto
• 211 Toronto (for a comprehensive list of non profits in Toronto) 
• Settlement.org

All the best with your job search, HCIW4F! Please stay in touch and tell me how it’s going.

Regards,

Joanna

 

References: Saisan, J., Smith, M. & Kemp, G. (2012). Volunteering and its surprise benefit. Retrieved on March 2, 2012 from http://helpguide.org/life/volunteer_opportunities_benefits_volunteering.htm

Making Facebook work for job search

When I train job searchers to use social media to find work, my focus is usually on LinkedIn, which is the most obvious tool for this purpose. I have also described how Twitter can be an excellent tool for job search, if used properly.

Facebook, however, is a more complicated tool for job search, because it crosses over the boundaries between the personal and professional.  Despite this (or maybe because of it), Facebook has become a popular recruiting tool, with more than half of employers reported using it to gather more information about candidates.

Employer Recruiting plans, 2011

Given the fact that almost half of all Canadians are active Facebook users, and that employers might either deliberately seek out candidates on Facebook (as indicated on the graph from Jobvite.com), or maybe simply come across them as they browse the results of an online search, it is important that job seekers give some thought to what their Facebook profile says about them.

The question for you, as a job searcher who uses social media, is how to go about setting up a profile on Facebook, which would support (or at least not interfere with) your job search.

You could choose any of these options, each with its own pros and cons:

Option #1: Make your Facebook profile private, including limiting who sees your timeline, photos, profile info, “likes” and friends. Reppler, a site that helps users monitor their own social media use, recommends a number of steps for Facebook users to protect their professional image, including narrowing who can see the profile and previous posts to “friends” only.

• Pros of total privacy: no concerns about what employers may think or see on your profile.
• Cons: With changing Facebook privacy settings and the fact that you cannot control your friend’s privacy settings, you can never always be sure that you are totally private.  Also, employers who will check your profile won’t have a chance to be impressed by you in a positive way.

Option #2: Create an open and public professional Facebook presence. This means carefully controlling ALL aspects of your profile, including choice of friends, activities, and “likes”, to maximize how you are seen by employers. 

• Pros of total openness: you will be able to be consistently controlled and will impress employers with your professionalism. 
• Cons: you will have to keep a very close and strict control over who are your friends and how they behave, which will make the Facebook a lot less relaxed and enjoyable.

Option #3: A mixed approach, allowing some select information to be public, with posts that are deliberately chosen to portray yourself in specific ways. On a regular basis, you will carefully share a post which you would like employers to find. Such posts may be related to your field of work, or might simply reflect on you in such a way that impresses employers positively.

A recent article in LA Times suggested that employers could effectively use Facebook to assess candidates for certain characteristics, called “The Big 5 Aspects of Personality”. These include: Extroversion, Agreeableness, Conscienceness, Neuroticism, and Openness to Experience.

Facebookers could use their profiles to reveal the best of these five aspects:

• Extroversion, which is defined as a “pronounced engagement with the external world“, is valued by employers because it implies high levels of enthusiasm and sociability. Of course, not all jobs require employees to be highly extroverted, though all would value some level of outgoingness, because it means that candidates would be easy to get along with. On Facebook, extrovert behaviour on Facebook could include having a large number of engaged friends, and actively interacting with them in a warm and outgoing way.
• Agreeableness refers to “cooperation and social harmony“, which is the person’s ability to get along with others. Agreeableness is HIGHLY valued by employers. On Facebook, Agreeableness can be seen when you are helpful, perhaps offering advice and showing appreciation for others. It can also include showing concern for others. Agreeableness is even more obvious by what it isn’t: NOT expressing negativity, or complaining nor swearing.
• Conscienceness has to do with impulse control — that is, how much care you take in what you say to whom; being cautious and thoughtful. It is likely that most employers place a high value on this in most fields. On Facebook, you can show Conscienceness in the nature of the posts you share, choosing clever and thought-provoking posts, participating intelligently in conversations, as well as not getting caught up in arguments.
• Neuroticism refers to the levels of anxiety, depression and anger expressed by a person. Obviously, these are characteristics that employers would rather not deal with. Employers want to know that potential hires have moods and behaviours which will not impact on their social relationships, decision-making or ability to cope with the pressures of the job.  On Facebook, you can show your low levels of Neuroticism by how you interact with your friends, as well as the topics of your posts, sticking to positive and enthusiastic topics and language.
• Openness to Experience refers to people who are open-minded, flexible and creative. Not all employers will value this equally (for example, those in the arts require such a mind-set, whereas more traditional fields such as banking may need it less, or even prefer a more conservative type of personality), though all employers prefer employees who are adaptable to change and are able to solve problems. On Facebook, this can be shown through the content of your posts, your comments and your interests, focusing on topics which are appropropriately creative and open.

•  Pros of a mixed approach: you will be able to express yourself on Facebook and enjoy interacting with friends, as well as benefit from exposure to employers that may impress them enough to improve your chances to get a job. 
• Cons: you will have to be very careful about the settings that you chose for each post and make sure to carefully check how the profile is seen to others (tip: on Facebook Timeline there is a “view as..” option on the top left corner, which will allow you to see your Timeline as non friends would).

To sum up, with the increased odds that potential employers may be checking out your Facebook page, it is worth carefully thinking through how you are going to use this social media tool.  If done with care, Facebook can become a very important tool in your job search kit, giving employers more opportunities to be impressed by your personality, beyond that which they may learn on Twitter, LinkedIn, and — even more so — your resume.

NEW updates to LinkedIn profile completeness criteria

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.

 

Thinking About A Career Change? Part 1: Navigating through the maze of options

If you find yourself dreading Mondays and living for the weekends, clock watching, day dreaming and having no passion or interest in your current job, chances are that a career change may be in order.

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.

Ask the Employment Specialist: Tips for Collecting and Presenting References

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

Ask the Employment Specialist: job search, away from the computer

Dear 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)

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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

GUEST POST: An employer dispels job searcher myths

We are excited to have a guest post from a JVS Manager, Petra Kukacka, who shares her unique perspective, as an employer. Welcome, and thank you, Petra — we know this will be very useful to our readers.

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