Hitting the Target with Career Goals

September 24th, 2013

“If you don’t know where you are going, any road will get you there.”-Lewis Carroll.

The importance of career planning

In order to hit the career goals target you must have a target! Most employees give more time to planning their next meal than they do their careers. Don’t let your career wander down a road without direction. Living paycheck to paycheck or gratefully settling behind a career desk isn’t career planning.

While it’s true there are many aspects of your career that are out of your control, there are areas you can control and these should be the targets of your planning.

Divide and conquer

S.M.A.R.T and S.M.AR.T.E.R mnemonics were created for project management but are applicable to career planning and can assist you to divide and conquer to meet your goals. Your goals should be:

  • S – Specific
  • M – Measurable
  • A – Attainable
  • R – Relevant
  • T – Time-bound
  • E – Evaluate
  • R – Reevaluate

Expanding on S.M.A.R.T.E.R, career growth should be not only specific and measurable but documentable. Write them down.

List your long term goals and your short term goals and the trackable steps to accomplish each of them along with a timeline for completion of each trackable step. Evaluate and reevaluate often. Change happens and your goals should be adjusted accordingly.

Measuring career growth

How is career growth measured? Career Grapher suggests these four ways:

1. Financial Measure

2. Learning/competencies Measure

3. Job complexity Measure

4. Job Satisfaction/Happiness Measure

Remember that the measurement of career growth is personal and your yardstick shouldn’t be the same as anyone else’s if you want to achieve career satisfaction and happiness.

The most difficult part of targeting career goals is staying committed to your road map. Don’t allow long lapses between your evaluation sessions in order to stay prepared for the changes and challenges of your career, and you will arrive at your destination.

We at Olympic Staffing Services look forward to the opportunity to chat with you about your employment goals. Contact one of our seasoned team of staffing professionals to learn more about what Olympic Staffing can offer you.

 

 

Job Search Fail-What Is Your Next Step?

September 17th, 2013

If you’re not having success in your job search it’s time to reevaluate your strategies. Begin with the basics. Have someone you trust inspect your interview attire and role play the interview scenario.

Don’t overlook your résumé. Review our résumé tips here. Per ERE.net, the average time spent perusing your résumé is 5-7 seconds, leaving no margin for error.

Job or a career?

Unless you’ve got a significant nest egg, it’s important to decide if you are willing to take a job while you wait for a career opening. A lower paying position outside your career interest can bring in the funds while you continue to job search. Do your best in every job and exploit every opportunity to learn and grow-even at an entry level job. Networking is all about who you know, not necessarily what you know. That non-career job may open doors to an opportunity because of who you connected with in a positive way.

Don’t sit around and wait

Doing nothing creates deadly gaps in your résumé. A part-time, temporary, or seasonal position with your targeted company or in your career puts you in on the inside. This is a choice place to be, giving you access to employment openings and providing valuable contacts inside the company.

If you haven’t established a social media presence (and why haven’t you?) now is the time to get this valuable ball rolling. Social media is a valuable reciprocation tool. The more you input the more your network grows. Build your network now so it’s in place when you need it. Review our post How to Network Yourself into Your Next Job.

Top tips to reenergize your job search

  • Create a schedule and daily goals. Commitment and follow through of goals not only gets the work done, but it makes us feel good about ourselves, too.
  • Find an accountability partner to keep you focused and encouraged.
  • Consider taking a class after your job search hours. Not only do you expand your skill-set but education is empowering to your mental well-being.
  • Volunteer. This is an excellent opportunity to help others, learn new skills and network.
  • Be visible online and in person. Don’t miss opportunities to connect at events. Keep your online presence vibrant with relevant posts and comments.

Take control of your job search. Regroup and strategize to turn your future around!

Let Olympic Staffing Services help with your job search.  We don’t simply fill positions—we build relationships, taking the time to understand your unique talents and qualifications. Contact one of our seasoned team of staffing professionals to learn more about what Olympic Staffing can offer you.

Do References Matter?

September 10th, 2013

Current résumé writing opinion is that the old ‘references available upon request’ portion of your résumé is passé. Does that mean that in the social media age references are passé also? No.

Forbes quotes a recent SHRM (Society for Human Resource Management) survey which indicates: “Eight out of 10 HR executives consistently contact references for professional (89 percent), executive (85 percent), administrative (84 percent), and technical (81 percent) positions…”

The value of references

References are valuable. They offer a potential employer an opportunity to verify your résumé and work experience and give a peek into your work ethic from those who really know you. Like your social media foot print, references are another tool to evaluate job candidates for red flags and discrepancies in character.

In a competitive job market, a good reference can be the determining factor between you or the other ideal candidate landing the job.

How to mine good references

If you are currently employed, do check out your current employer’s reference policy. Fear of litigation limits most companies to only confirming dates of employment and position. Many companies refuse requests for letters of recommendation from departing employees, even those leaving on good terms.

When evaluating references remember that three is considered the ideal number. If you have more references save them for inclusion at the interview, but only if requested. Top references are current and former supervisors, the most current the better. Move on to colleagues who have known you in the workplace. Again, pulling references from your current employment history is best, as well as utilizing employees who have known you the longest. After colleagues consider references such as professors, and personal connections that are relevant to the position you are seeking.

What to look for in a reference includes:

  • A reference who can easily verify your work ethic and history.
  • Someone who is enthusiastic about you.
  • If possible utilize someone who works for or has a connection to the potential employer.

Don’t overlook your professional references on social media sites, especially LinkedIn. Review your contacts and do ask them to recommend you for skills, especially those related to the position you are seeking.

Forbes suggests that you “strategically think about whom to ask for a LinkedIn recommendation. Reengage them before you start to submit job applications anywhere. Share your recent résumé, a sample cover letter, and a prospective job description. Give them a heads-up that they could be contacted because of their LinkedIn recommendation.”

Maintaining your references

Don’t ignore the importance of keeping your reference contact information current.  Keep your references updated on your job search. When you get that new job send notes of appreciation to your references.

Did we mention that you should always ask before you use someone as a reference? And don’t assume someone will give you a glowing reference. Allow them a graceful way to decline.

We at Olympic Staffing Services are here to help. We don’t simply fill positions—we build relationships, taking the time to understand your unique talents and qualifications. Contact one of our seasoned team of staffing professionals to learn more about what Olympic Staffing can offer you.

The Impact of Employee Engagement

September 3rd, 2013

Employee engagement is a current buzz phrase in management circles and rightly so because its impact is critical to business success. However, it’s not just about job satisfaction, it’s about employee commitment to the company bottom line. Engagement is also about valuing the employee.

What is it?

Towers Perrin’s global study of 90,000 employees in 18 countries defines engagement as “employees’ willingness and ability to contribute to company success.” Job engagement can also be defined as the measure of an employee’s positive or negative connection to their job, supervisors and peers.

Why employee engagement matters

Disengaged employees are employees who are not actively supporting the company bottom line, and these are the most likely to leave. The Society for Human Resources Management estimates that it “costs $3,500.00 to replace one $8.00 per hour employee, and the higher the wage the higher the turnover cost.” A recent Gallup study on the State of the American Workplace estimates that disengagement costs U.S. businesses $450 billion to $550 billion a year.”

Employees who are engaged are committed, and that’s a huge factor in a company success. Dale Carnegie Training maps out this simple road map of why employee engagement matters.

  • Engaged employees are committed.
  • Committed employees work toward company success.
  • This leads to customer engagement.
  • This leads to increased sales and profit.
  • And leads to increased stock prices.

Employee engagement solutions

Kevin Kruse, Employee Engagement for Everyone, lists these four primary drivers between management and employees to achieve engagement.

  1. Communication
  2. Growth and Development
  3. Recognition and Appreciation
  4. Trust and Confidence

But engagement isn’t just the role of the employer. Every employee has an obligation to find personal drivers to engagement and happiness at work. Be willing to ask yourself what isn’t working. What do I need to make this job work? Communicate with your supervisor and find workable solutions.

Alexander Kjerulf, a leading expert on happiness at work, lists the many benefits of being happy at work. Happy people work better with others, and are more creative. Happy people fix problems instead of complaining about them, have more energy, and are more optimistic and optimistic. They are sick less often, learn faster and make fewer mistakes.

The National Business Research Institute (NBRI) paints a clear picture of this business concept in this infographic: The Importance of Employee Engagement.

Don’t let employee engagement be a buzzword phrase that slides right by you.

Employee engagement is the key to productivity and retention that very much affects your company’s future.

Contact Olympic Staffing to discuss this topic and others. If you’re searching for ways to decrease costs and increase productivity, we can provide you with a detailed analysis and solution for your workforce needs.