Attitude is Everything

October 29, 2009

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At the “Jump Start Your Job Search” event Tuesday at St. Mary’s College, we had over 100 people looking for new ideas and tips to help them stand out and find jobs through networking. However, one topic that was addressed that can be an instant opportunity killer is the depression that comes with weeks or months of a fruitless job search. I know how demoralizing it can be – I’ve lived through it. And who wants to be around people who are depressed, never mind hire them?
There are several ways to combat this, which were discussed: Get out of the house, go have coffee with a freind, go volunteer, which I’ve written about in a previous post, help someone in need, who’s worse off than you (and there are plenty of people in that category), or start a success team or networking group. The point is to focus on something or someone other than yourself – it’s energizing and can lead to new opportunities, including the job you’re looking for.

Here’s a great article from Jason Alba, founder of JibberJobber regarding just this topic and how smelling blood can be deadly to your search. Keep a positive attitude and good luck!

Jump Start Your Job Search Event a Success

October 28, 2009

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One measure of a successful event is the number of people who stay after it’s over and how long they stay to talk, network, and ask questions of the panelists and speakers. Yesterday’s event – Jump Start Your Job Search – hosted by St. Mary’s College Graduate School of Business Alumni and MassMutual had over 100 people attend the 4 hour event.

15 minutes after the event, all of the speakers were there and about 2/3 of the attendees. 30 minutes after the event, all of the speakers were still there and about 25 people remained. The feedback was very strong – even from veterans who had seen many of the speakers at other events – but the value, as reported by some, was having all of them together and the questions by Susan Dittmann, moderator of the first workshop along with questions from the audience, really uncovered new ideas and tactics.

Especially relevant was the first panel of Kim Litton, Lee Hecht Harrison Senior Career Coach and Career Management Professional, Tom Loarie, Co-Founder of St. Isidore’s Networking Group and Chairman & CEO of Mercator, a medical device company, and Dean Tracy, co-founder and Executive Director of CPC Job Connections.
Susan asked each of them several questions that generated many more questions from the group. Each brought a bit different perspective from their experience answering questions, but the overall effect was powerful. The questions could have continued far longer, but had to be cut short due to time.

Jud Walsh from the SF Business Times went through how to use the paper to generate business leads. As a research tool, he demonstrated page by page how to identify companies and business owners or leaders to contact for jobs (and hidden jobs) – a very creative approach.

Finally, Dennis Thompson, Executive Recruiter and Career Management Coach, in a very interactive and lively session, showed how to get an interview with the Queen of England… OK, if not the Queen, then at least Barack Obama, by being able to offer them something of value and using the 6 degrees of separation technique. He then translated this into working groups of 6, following a simple, yet powerful script to identify people others know at a target company, or people who may know people at that target company.
While the event ended at noon, several groups continued to stay together and share information. A very powerful close to the event. I mentioned that of the past two events at SMC targeting those in transition, virtually every speaker emphasized – in different, yet emphatic ways – the need to network to stand out from the millions of others who are unemployed. Susan Dittmann said that to be successful in your job search, you must do two things each week that are uncomfortable and one thing that terrifies you. This was also echoed by many of the speakers.

Thanks to each of the speakers for volunteering their time and experience in helping those in attendance!

Jump Start Your Job Search

October 26, 2009

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So the recession is over! At least if you read the media, they’re telling us that housing inventories are coming down, manufacturing is picking up, productivity is rising and other indicators that tell us a recession is over are improving.

Except its not over. Until the unemployment rate – currently at 12.2% in California – 12.2%! – that’s 1 out of 8 people unemployed – and that’s just the official rate. Some say the rate is closer to 18% – yikes…until this rate comes down to below 10%, there will be no economic joy in these households.

So – in an attempt to offer some practical, creative, maybe even a bit of crafty advice on how to get a job in this environment, St. Mary’s College Graduate School of Business Alumni Council is offering a free series of workshops tomorrow at the Soda Center on Campus from 8:00 Am until Noon. Titled “Jump Start Your Job Search,” it is a sequel to the event a few weeks ago on “Who’s Getting Hired”.

You need to register is you want to attend and you can do that here.
Hope to see you there – oh yeah – I’m introducing the workshops and my company, MassMutual, is one of the sponsors.

Job Market Shifting Forever? Check out WSJ Article

October 21, 2009

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Speaking and emailing with many followers and students of the current job environment (or lack thereof), the take-away for now seems to be that traditional means are fading fast or out the window already. Example? Recruiters themselves. The numbers are dwindling, yet the barrage of resumes only increases with each job req. posted. Who is looking at these hundreds if not thousands of resumes? Maybe no one. If the key word search software doesn’t find the ones the hiring manager wants, the overworked HR manager resorts to LinkedIn and Twitter in some cases to find candidates helping them make their job easier.
This means that those playing by the rules are probably being ignored unless they, too are using these social media tools to keep their name out there. So there seems to be a window of opportunity for the job seeker to add these tools to your routine and learn how to use them effectively in a job search.
Lynn Heikke, of Via-Virtual offers social media networking courses to help you be found by these HR people looking for you. She is already seeing the decline of the recruiter function and HR managers going to these tools out of self defense.
John Younger, founder and CEO of Accolo, agrees and his application actually outsources the recruiting function (and in a humane way!) providing the company with exactly what they need in a short time and offering the candidates a “Bill of Rights” that includes acknowledgment and closure.

Of course, getting out there and doing the hard work to find the name of the hiring manager, finding out where they went to school, if their kids play soccer, if she’s a Raider’s fan…the more you can learn about the person and find areas in common, the easier it will be to meet her.

With all of these changes, though, yesterday’s WSJ front page article is a bit sobering on what we can look forward to in the big picture… read on.

*OCTOBER 20, 2009

Slump Prods Firms to Seek New Compact With Workers

The deep recession appears to be drawing to a close, but not its effect on the workplace.
Roberta Marcantonio works from a home office in Alpharetta, Ga. She was laid off and then rehired in a contractual position, but keeps her health insurance under a law that lets ex-employees buy the coverage for a time.
Since the downturn began, thousands of employers have cut pay, increased workers’ share of health-care costs or reduced the employer contribution to retirement plans.

Two-thirds of big companies that cut health-care benefits don’t plan to restore them to pre-recession levels, they recently told consulting firm Watson Wyatt. When the firm asked companies that have trimmed retirement benefits when they expect to restore them, fewer than half said they would do so within a year, and 8% said they didn’t expect to ever.

Changes like these are reshaping employment in America, injecting uncertainty and delivering the jolting news that pay can go down as well as up. The changes are eroding two pillars of the late-20th-century employment relationship: employer-subsidized retirement benefits and employer-paid health care.

Even as Congress wrestles with how to extend health insurance to more Americans, and considers putting pressure on employers to offer coverage, some companies feel they have no choice but to pull back — dropping health plans or weighing such a move.

One reason: Although employers pay a smaller percentage of health costs, their dollar outlays continue to rise rapidly, as medical costs do. Employers that offer health insurance spend an average of $6,700 per employee on it this year, nearly twice as much as in 2001, according to consulting firm Hewitt Associates.

Some shifts in the employer-employee relationship have been building for years, but the recession, by making companies acutely cost-conscious, has accelerated them.

“I think we’ve entered into a fundamentally new era,” says David Lewin, of the Anderson School of Management at the University of California, Los Angeles. He describes employers as “leery of long-term commitments,” including both benefits and pay increases.

Bonnie Templeton is living in the new era. The information-technology specialist in Loveland, Colo., went to work for a small sign company last year in a job that pays about $42,000, just over half what she earned in her previous job at a university.

Her new employer doesn’t offer a traditional health-care plan covering most expenses. It has a high-deductible plan, under which she must pay the first $3,000 of her medical bills each year. Most bills after that are covered, but Ms. Templeton also owes a $75 monthly premium. “You really are covering your own expenses,” she says.

Like most private-sector employers today, hers doesn’t offer a pension such as the one her 89-year-old father collects via Exxon Mobil Corp. There’s a 401(k) plan, enabling workers to set aside some pay tax-deferred, sometimes partly or fully matched by the employer. These accounts have the advantage of portability. Workers don’t lose what they have accrued if they leave after a few years, as can happen with a pension.

Ms. Templeton hasn’t had her job long enough to qualify for the 401(k). In any case, she says, with her reduced pay, she couldn’t afford to contribute. Her husband lost his job as a technical writer in March.

Large employers began shouldering retirement and health care after World War II, partly to retain talent in an era of ample opportunity. Corporate giants in industries like steel and autos led the way, and could pass the costs on to customers, says Mr. Lewin at UCLA. In the 1970s and 1980s, amid rising foreign competition and recessions, the same companies took the lead in paring this system.

At Ford Motor Co., salaried workers hired after 2003 no longer get pensions. Instead, Ford contributes to retirement accounts they manage. They are eligible for 401(k) accounts, but Ford has frequently suspended its matching contributions, most recently on Jan. 1. In all, Ford has contributed in 2½ of the past eight years. “I don’t think anyone really counts on” the company’s 401(k) contributions, says Charles Lambreth, a 49-year-old Ford manager who handles parts marketing and sales to dealers in Texas.

Ford says it made the switch to self-managed accounts for the portability. Younger employees “don’t think of a career with one company anymore,” a spokeswoman for the auto maker said.

Last year, Ford dropped a no-deductible health plan in which Mr. Lambreth, his wife and two children were enrolled. Now, each family member must meet a $400 deductible before insurance kicks in. After that, the Lambreths pay 20% of most bills.

Such changes helped Ford cut its health-care costs for U.S. employees to $800 million in 2008 from $1.3 billion in 2006. During a stretch when employers’ per-worker health-care costs rose about 10%, Ford held per-worker spending roughly flat. Ford says it offers multiple plans for varying needs and has been adding coverage for preventive care.

Mr. Lambreth says the benefit-plan changes are necessary in a brutal time for auto makers. But he has changed the way he regards his employer. “I don’t look for protection from the company any more,” he says.

In today’s weak economy, reducing benefit costs can make it possible for employers to minimize job cuts.

At a small rubber-stamp maker called Hero Arts Inc., CEO Aaron Leventhal called his 100 employees together in July last year, asking for cost-cut suggestions so he could avoid layoffs. Someone suggested stopping company 401(k) contributions. Hero Arts, in Richmond, Calif., did so, saving around $10,000 a month — and everyone’s job. Mr. Leventhal says Hero Arts is on track to restore contributions next year.

Autodesk Inc., in San Rafael, Calif., faced the same hard choice, but went the other way.

“One of the things employers struggle with,” says Autodesk personnel chief Jan Becker, “is you get a whole group of employees who say, ‘I’ll take cuts rather than have others lose jobs.’ But others say: ‘I won’t work here if it’s not nurturing.’ You have to balance. You don’t want to make this place so draconian that they say, ‘I don’t want to stay here.’ ”

Autodesk laid off about 15% of its work force earlier this year, and Ms. Becker says most won’t be replaced. Those who remain got no salary increase. Executives had their pay cut 5% to 10%, and directors 2%. The software maker, which is in the business of helping firms be more efficient, is applying the same principle to itself. It eliminated 70 software testers by automating tasks, and created a Web site so people could perform scheduling tasks previously assigned to the training group.

Autodesk also is among employers that have given some workers unpaid furloughs, in its case of three weeks. This strategy has reached into traditionally stable government jobs. More than 20 state governments have required workers to take unpaid time off this year.

Going further, 16% of big companies have taken the previously rare step of reducing pay, for at least some, according to the Watson Wyatt survey; 61% have frozen pay.

More than half of 638 chief financial officers surveyed by a Duke University professor, John Graham, said they expected their companies to employ fewer people in 2012 than in 2007.

In some cases, employers keep workers, but not on the payroll. Last December, staffing company Spherion Corp. laid off Roberta Marcantonio, a 14-year veteran who sold franchises to local operators. It brought her back as a contractor paid by commission. “We didn’t need the fixed costs, because of the recession,” says Spherion’s chief executive, Roy Krause. “But we needed the skills when she was able to sell something.”

Ms. Marcantonio, 52, still sometimes works at Spherion’s suburban Atlanta offices. She is glad for the work, but losing her six-figure salary hurts. If the economy improves, “I could be back to where I was, maybe in the third year,” she says.

She is keeping her health insurance, under a law that lets ex-employees buy the coverage for a time. But she pays the whole $850 monthly premium; Spherion used to pay more than half.

Some labor-market watchers think such situations could grow more common as companies tap temporary or contract workers to hold down overhead. Mr. Krause says clients are wary of hiring back permanent workers because they want to keep labor costs flexible.

A sign of that attitude turned up in a Hewitt survey of 1,156 employers. This year, it showed, they set aside 12% of their payroll for “variable pay,” such as performance awards, up from 6.4% in 1994. Routine pay increases for salaried employees averaged 1.8%, the least since Hewitt began tracking the data in the 1970s.

“The overall trend is ‘travel light’ by companies, because the new normal is constant change,” says Edward Lawler III, a professor at the University of Southern California’s Marshall School of Business.

This can mean eliminating programs. The percentage of employers offering health-care benefits is 60% this year, down from 63% in 2008 and 69% in 2000, according to the Kaiser Family Foundation.

In a survey by Hewitt last winter, 19% of large employers said they planned to move away from directly sponsoring health-care benefits over the next five years.

In the meantime, workers’ share of health costs is headed up. For next year, 63% of employers that offer health coverage plan to increase employees’ share of the expense, according to a survey of 1,500 employers by another consulting firm, Mercer.

One vehicle is the high-deductible plan. Twelve percent of employers offer such a plan today, up from 4% in 2005, the Kaiser Family Foundation says.

Centerstate Banks Inc. in Davenport, Fla., began offering one last year. Employees pay the first $3,000 of medical expenses for family coverage and $400 monthly premiums for coverage above that.

To encourage switching to this from a costlier traditional plan, the bank covered $1,000 of the employees’ $3,000 deductible last year and this year. It says that more than 75% of employees switched, and that its health-insurance expense fell 27% in the second quarter from a year earlier.

Switching to the high-deductible plan changed how workers approach health care, says the bank’s chief financial officer, James Antal. “If Suzie has a cold, you don’t run to the doctor all the time thinking it’s free, because it’s not,” he says.

The recession also has led some firms to reverse past moves to sweeten their 401(k) plans.

Employees have long been paying a rising share of the cost of their future retirement, as traditional pension plans dwindle. In 1980, employees contributed about 11% of the cost, according to the Labor Department. By 2006, their share was 48%. Just 20% of workers now are covered by traditional pensions, the department says.

One effect of the trend is to heighten uncertainty, because employers can readily suspend their contributions to 401(k) plans. This year, hundreds did, including some nonprofits.

They include AARP, the advocacy group for people over 50. A spokesman for AARP said it hasn’t decided when it might resume matching contributions.

Some employers that suspended contributions had previously enhanced them, when closing or freezing pension plans. Unisys Corp. froze pension benefits in 2006, and raised its maximum contribution to 401(k) accounts to 6% of workers’ pay from 2%.

Last December, the computer maker said it wouldn’t match any employee contributions in 2009, to save costs. A spokesman said Unisys hasn’t decided whether or when to restore contributions.

Phil Erickson, a longtime employee, says he and colleagues understand Unisys needed to reduce costs in tough times. In his mind, the cuts underscore how the workplace is changing.

“When I started, the idea was you went into a company [and] lifetime employment was the norm. You expected to rely on a company pension plan when you’re done and be pretty well taken care of,” says Mr. Erickson, a consulting software engineer who is 53. Mr. Erickson recently became a certified financial planner, and now he is taking evening classes toward an M.B.A.

Now, he says, “You’ve got to look out for yourself, take care of yourself.”

Write to Phred Dvorak at and Scott Thurm at

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Four Rules to Rise to the Top of Anyone’s Mental Rolodex – from Keith Ferrazzi

October 20, 2009

JP Headshot1Anyone who knows me will expect some content on my blog from Keith Ferrazzi (author of ‘Never Eat Alone’), and so it goes with the following. As always, good, easy to do actions that will continue to differentiate yourself in your search as you move on up.
Enjoy this repost from September 2, 2009.

The true art of memory is the art of attention. – Samuel Johnson

These days we’re overwhelmed with information. So when you’re trying to create a new relationship, what does it take to break through the white noise of information overload?

Becoming front and center in someone’s mental Rolodex is contingent on one invaluable little concept: repetition. Here are four rules of thumb to engage your personal VIPs and then keep them interested.

1. People you’re contacting to create a new relationship need to see or hear your name in at least three modes of communication—by, say, an e-mail, a phone call, and a face-to-face encounter—before there is substantive recognition.
2. Once you have gained some early recognition, you need to nurture a developing relationship with a phone call or e-mail at least once a month.
3. If you want to transform a contact into a friend, you need a minimum of two face-to-face meetings out of the office.
4. Maintaining a secondary relationship requires two to three pings a year.

Using the above rules should give you an idea of what it’ll take to keep your own network humming. I make dozens of phone calls a day. Most of them are simply quick hellos that I leave on a friend’s voice mail. I also send e-mail constantly. When it comes to relationship maintenance, I’m on my game 24/7, 365 days a year.

There’s no doubt you have to bring a certain vigor to this part of the system. But hey, this is just my way of doing things. You’ll figure out your own way. The governing principle here is repetition; get organized and find a way to ensure that you’ll contact people regularly without putting too much strain on your schedule.

Planes, trains and automobiles work for me, but that’s because I travel constantly. What’s your best time for dedicated pinging?
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How Would You Use 30 Seconds on CNN to Promote Yourself? Check this out…

October 16, 2009

Ken Castle is an outstanding PR professional who just happens to be out of work. Rather than sit back and send resumes out to the black holes on the internet or wait for the calls to come in, Ken took action in a different way that resulted in a 4 minute spot on CNN earlier this week.

Ken found a need where he lives that required organizing his neighbors to combat increasing crime while the police force is facing downsizing and reduced services. Ken took charge, created a coalition of neighbors and started making things happen in the San Carlos Community where he lives.

Through his new network, he met someone in his ProMatch group who turned out to be a neighbor and got the local media interested in what the group was doing.

Ultimately, CNN picked up the story and asked Ken to be on their segment “30 Second Pitch“.

You be the judge of how effective his message was. I spoke with Ken yesterday and he has received tons of emails, but is still looking to see if any of them will turn into his dream job of representing a consumer products company that sells web cams for deterring neighborhood crime.

I’m confident something good will result because he took action.

What kinds of opportunities are you using to get noticed by hiring managers?
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Who’s Getting Hired? Some Good Advice

October 14, 2009

Last night’s event at St. Mary’s College was well attended despite the weather – even better was the content from the four panelists giving their perspective on the current job market. SMC MBA Alum Chance Curtiss moderated the panel with insightful – and humorous- questions and observations. Here’s a brief summary of the evening:

Jeff Tavanger from the Armada Group was pretty bullish from an IT professional view, showing the statistics over the past several years of jobs and the type of positions in IT that continue to be in demand. He also pointed out the value of soft skills in standing out among candidates.
Marty Chuck gave an ‘Inside the CIO’s Head’ vantage of the market, echoing Jeff’s assessment and adding more based on his background as a leader at HP, Agilent and most recently EA as CIO, which he joked stands for ‘Career is Over’. His message was that bedrock values, a focus on excellence and good people skills remain top of mind for chief executives.
Ted Cwiek, Assistant Administrator and HR Director for Contra Costa County described the very different world of government hiring practices, and in particular the continued demand for healthcare jobs and the unique requirements to get civil service jobs in California. He also pointed out that unlike private sector companies, labor leaders can – and do – call up the political board of directors – elected officials – and threaten them if they don’t get their way.

Tom Toy represented the VC community and had a bit of fun with his tips:
Networking is a lifetime career activity (Amen)
– Use formal networking
– Use Informal networking (most effective)
– Create your own ‘Kitchen Cabinet’ of close advisers who will keep you honest
-Use the internet for searching facts, but not exclusively to find jobs (yep, use networking for that)
– Be very proficient with the social networks
-Use the Rule of 100 (1/3 of your network are jerks, 1/3 want to help but are busy, and 1/3 will help you however they can – focus on those last 2/3rds!)

The questions from the audience were excellent and the panel stayed around for an additional 30 minutes to talk individually with attendees, most of whom are in transition. We also had a lot of members from CPC Job Connections join us.
My take away was that without exception, all emphasized the need to network using unorthodox methods to differentiate yourself and that the ability to communicate well – soft skills – are more important than ever.

Stay tuned for the follow up to this event on October 27th: Jump Start Your Job Search Workshop.

Job Connections Success Stories

October 12, 2009

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As a Job Connections alum, I volunteer and promote the work this group does as much as I can.
Saturday’s meeting featured 4 people who have recently landed jobs and they shared their experiences. It was very inspiring and motivating and the common theme was to ‘get out there’ and be active. Whether volunteering somewhere, getting involved with the Job Connections Summit or starting your own Success Team, the common denominator seems to be getting active.
As I’ve written before, doing something for others takes the focus off of your own situation and onto others, which can be very satisfying. Another benefit is expanding your network of people who know you as a volunteer and contributor. The more people you add to your network, the more opportunity to find that one person who knows someone who needs your unique skills and experience.

There were 4 panelists: Rick, Steve, Bill & Colleen and while all 4 have landed new jobs, one company has already been taken over and one job went away. All shared personal insights and their private challenges, and I will be writing about a couple of them in the future.

It is always a very positive event when our alums land a job and come back and share their success with the group. I’m looking forward to many more!

Givers and Takers – Who are they?

October 8, 2009

JP Headshot1 The following is a repost from Thom Singer’s excellent Blog “Some Assembly Required”
I really can’t add anything to this… enjoy!


Do Not Kill The Golden Goose
A small percentage of people have the “givers gene” – that little something in their soul where they always take the necessary action to help other people whenever they can… even when there is no direct pay off for them (maybe especially when they have nothing to gain!).

I think only about 5% of the people you meet will move mountains to help others achieve (not scientific… just an estimation).

This is not saying that the other 95% at “takers”. In fact, real selfish SOB’s are rare. I am hoping less than 5% of people we will encounter are really so self-focused that they despise seeing others discover their dreams. These people think that someone else winning is somehow a loss in their world.

The majority, the 90%, are all good people who want to see others do well. They are inspired by those who accomplish great things. They admire them. Inside their hearts they are happy when they know of another person having a victory. But they do not go out of their way to contribute.

This silent majority have good intentions, they just never take action.

Most of these people desire to be “givers”. Often they think they regularly are givers, but only follow through on occasion. Some even talk about it a lot, but just get too busy with their own stuff. With their jobs, their family obligations, the economy, and other pressures, they just cannot find the time to make other people a priority.

But there rare souls who pick up the phone and make introductions, referrals, give useful advice, and are the catalyst for others success.

We all long to be one of those people who impact other people. It can be done in large or small ways, but it feels good to know that you contributed to a victory, even when you are behind the scenes. (This is not to say that you will be able to help everyone, as no single person has the power to be the central contact for good to every person they encounter!).

It is important that you identify the people in your circle of influence who are always taking action to facilitate success for others (especially, but not only if, they help you directly) and then treat them well. Recognize that they are unique, and try to find ways to help them in return.

Do not kill the golden goose. Too often I find people who do not properly appreciate the people who impact their life, and they allow those relationships to drift away. Even those with the “givers gene” need people to give to them. While you may not have the ability to impact their career or deliver them a business connection that will change their world, a simple “thank you” goes a long way.

The mistake that people make is thinking that “networking” and serving others has to be an equal give and take. There is no way that we can always be equal in the world of human interaction. If you try to keep score of who gave what to whom, somebody will always come up short. Instead you need to acknowledge those who help you (the gratitude is in itself a form of payment!!) and then “Pay It Forward” (when one person helps you through their ability, you go on to help someone else in a way that you can, and so on, and so on, etc…).

What do you think? Is my 5% assumption too high? Too low? Who have you witnessed giving to others (not just to you)? Do you cherish the relationship with givers? Have you ever “killed the golden goose” by accident?

Have A Great Day



October 7, 2009

JP Headshot1St. Mary’s College Graduate School of Business Alumni is sponsoring this workshop next Tuesday evening at the Soda Center at the St. Mary’s Campus.
For more information, click here.