The Resume Store's GET-A-JOB Blog

Lori Pritchard asked, "When trying to create positive change, it often involves getting rid of things or people in your life who are causing more harm than good. What problem(s) you have experienced in breaking negative ties?"

About Lori Pritchard, PhD Candidate

Arnie Sherr wrote: Two words within your question are not part of my vocabulary, “problem” and “negative.” The word "negative" is perceptive at best. What is “negative” for one may be another’s positive. In determining if something or someone presents an unfavorable circumstance, it is important to assess one’s own contribution to that which we deem as “negative.”  I think a better description of such situations, relationships, or circumstance falls under the umbrella of compatibles or in the case of your question, incompatibles.

Separating one’s self from incompatibles is easily prosecuted and generally requires no explanation; that is, unless an explanation is requested. For example, if found in an employment situation for which the employee receives little or no appreciation, value or satisfaction; resignation may be in order. Crying foul and criticizing a previous employer is unjustified regardless of sour grape perceptions because, 1) serves no personal or professional purpose, and 2) such hostilities generally arise when situations are essentially incompatible. One person’s incompatibility may be another’s compatibility.       

 Breaking incompatible relationships offer other considerations, especially for those who embrace sensitivity. For people who are not sensitive to the needs of others, breaking “negative” ties is generally a mechanical process. If goodbyes in whatever form are tendered by insensitive people, and many times the absence of goodbyes is replaced by unexplained disappearance; they may be structured as “you can do better” or “I am not worthy of you”, patronizing reasons for escaping – coward/dishonest.

In all scenarios, whether breaking ties is easy or challenging, or is directly related to how one participated in the relationship. It matters not if the relationship is between two or more persons, an employer, or any group in which there are personal or professional ties. If one participated with integrity, sensitivity and sincerity, then viewing the breakaway as mere incompatibility is logical. On the contrary, if one participated in the relationship dishonestly, breaking away involves a series of challenges that include accepting responsibility for hurting someone or something; bearing the guilt and ramifications that may result. It is in these cases that those initiating the breaking of ties generally try to avoid guilt by deferring blame by telling the entity or person that, in whatever form, they are not worthy of the entities’ or person’s relationship.

Then there is the issue of “positive” change. Change is of the most unsettling mental weights. Most humans find change difficult to decide and if having made the decision, even more difficult to expedite. Often times, after change(s) has occurred, the “changer” regrets having done so. Therefore, I advise my clients when considering changing jobs or career paths to dig deep into the research aspect before acting upon what may be impulsive motivations. Most times reason for change relates to perceptions of “stress.” Once I make the point that there is no stress, only stressful thoughts, the conversation changes to “What can I do view things differently? Wayne Dyer PhD said, “If you change the way you look at things, the things you look at change.” Ergo, if the relationship or situation appears “negative” or incompatible, is it really?  One person’s negative may be another’s positive.

Since it my experience that most make changes impulsively, my best advice is to slow the process and rethink the situation when emotions are uninvolved. Emotions distort reality; therefore, many find that what feels right when upset, hurt, angry or otherwise, is much less troubling after emotions have quelled.

But then, there is another side to the “change” coin.

“Why Change is so Hard”

Managing Change - Why Change is so Hard and What to Do about It

By Jack Zavada

Change is hard—so hard, in fact, that most of us avoid it at all costs.

By avoiding change, we create even bigger problems, such as lost opportunities, broken relationships, or sometimes a wasted life. Millions of people who need to change are drifting along with no real purpose, no joy, feeling as if they are traveling a dead end street.

I can relate. I have had to make some major changes in my life, and each time they were painful. I usually fought those changes until I reached my misery threshold, then I reluctantly did something rash to escape the bad situation. READ MORE

This is more reason to rethink and rethink; to be sure, it is not enough to merely want change, it must be right. Making change decisions are difficult and disconcerting whether right or wrong; however, wrong change decisions are doubly or more hurtful to all concerned. Therefore, being certain and second-guessing what appears as certainty is in order.

 

 

 

Arnie Sherr asks, "How much of you are you willing to give your job?"

Have you set aside time to answer this question? If not, then perhaps you should. There are many things employers probe to identify during interviews. Many ask direct questions to ascertain answers. Others employ roundabout technique to derive needed information. Certainly, that which they learn from the latter is more dependable. However, in the end the single most important derivative is “How much of you are you willing to give your job?”

I do not care for whom you work, the one thing all companies have in common is an insatiable thirst for profits. There are but two interrelated ways to achieve profits; from the sale of products and services and that derived from workforce productivity.

Factually, employees are synonymous to the products and services sold. Both must yield profits. Employers know in advance the profit yield from products and services whereas; from workers, levels of productivity vary exponentially. In fact, being sure of an employee’s productivity at hire is the biggest of guessing games. Job seekers learn quickly in times of employment challenge how best to make the impressions hiring authorities seek to uncover. Some are better and some are not so proficient when trying to paint that picture. Can or will they back it up once at their assigned work areas are where the risks lie. Hiring non-productive employees places hiring authorities at great risk of their jobs because that is one of many ways their productivity is measured. I.e., a buyer that purchases too many products that do not sell as anticipated, is also at risk. When both the hiring authority and the buyer make unprofitable decisions they contribute to company loses. An inordinately high level of productivity loss creates a lopsided ratio on the companies’ P & L statement. It is not listed in quite that detail, but loses reflect nevertheless.

Poor P & L statements add negatively to a companies’ market reputation. It makes it challenging for media and public relations departments to project healthy and investment worthy reputations. With public companies, market reputation is what sustains strong trading potential. With privately owned entities, poor P & L reflects in substandard services and poor quality and availability of products.  In either case, achieving high productivity, the higher the better, is critical in a globally competitive environment. Therefore, I ask the question once again,

How much of you are you willing to give your job?

If your “sincere” answer is less than “all” then I suggest you look to a more interesting and compatible career path. 

Taking Ownership. It is what successful employees do to earn great success.

Arnie Sherr, President and CEO of The Resume Store, explains how “taking ownership” is the catalyst for achieving great success, both professionally and monetarily.

Permit me to begin by creating what may be a hypothetical for some, but for others may be or has been a reality. That hypothetical is that you, at this moment, master your own destiny. By that, I mean you own your own business.  As a business owner is there anything you will not do to be sure it is profitable and a service to present and future customers. If an employee calls out do you stay to fill the gap or do you close because you are short handed? If you catch an employee stealing from your business (friend, relative or whomever) do you slap his or her hand and tell them not to do it again, or terminate them post haste? If when interviewing, will you hire a less experienced friend, neighbor or relative as opposed to a highly qualified candidate whose potential to add significantly to your goals is apparent?

Well, I think you know the answers to these questions without saying them. The fact is, if you want to be successful as a business owner, you can not tolerate employees that care little about whether your business remains open or operates short handed; that steal from you, whether it be monies from the register or merchandise or because of friendship or family connections hire someone who is remarkably unqualified. After all, this is your business, right?

If you agree with the above as I suspect most reading this do, then the concept of “taking ownership,” makes sense. Let me example some instances where this ideology applies.

• You awaken feeling sick, thinking you would be better off saying home. Instead, you realize that unless you are in the Emergency Room or so incapacitated that working is out-of-the-question, you get your butt out of bed, get dressed and go to work. If you owned your own business, would you do anything other than getting your butt out of bed, getting dressed and going to work?
• Your lunch friend at work put company property in his attaché right in front of you. When you asked what he was doing he replied, they would not miss it; they have plenty of doe.  If this was your business, I am certain you would terminate this employee on the spot. If you have assumed ownership you would first instruct this “friend” who by the way cares little about the fact that by stealing company property in front of you has made you an accessory, to remove the item from his  attaché, and that secondly, you are going to report the incident per company regulations. He may respond with “it is you word against mine.” Even in light of that possibility, reporting this loss prevention issue is “taking ownership.” As an owner, your so-called friend is in effect stealing for you.
• You asked Human Resources to interview candidates for a position in your department. After recommending three very qualified applicants, a close, but unqualified family member in serious need of a job asked you to give preference.  Would you hire your unqualified relative or make a “take ownership” decision; one that best suits the position you seek to fill?

Decades ago when employees demonstrated company loyalty over friends, relatives, etc., they were labeled as ass kissers or brownnosers.’ Well, here is what I say to that, “sticks and stones _ _ _ _ _ _.” If you want to get ahead in corporate America “taking ownership” is the best strategy. Be certain of this, if it in not genuine the wisdom of others who “take ownership” will know and avoid “partnering” with you.  Yes, that is right; “taking ownership” in all size companies and corporations enables you to “partner” with other industrious and loyal “ownership takers.”

CEOs, COOs, and CFO’s are employees just as you are an employee; yet, they have earned “C” level jobs because they have always “taken ownership.” If you want what they have, climbing the “take ownership” ladder is the most direct root.      

Below is a miniscule representation of CEOs that achieved their top jobs by coming up through the ranks. You can bet your first million, they have “taken ownership” from their first days on the job.

• Andrew Orci named President and CEO, Orci Advertising
• Noreen Halpern, President, Dramatic Programming – Entertainment One Television
• Gannett's Craig Dubow
• Steve Burke and his boss Brian Roberts have joined the likes of Time Warner's Jeffrey Bewkes, Disney's Bob Iger and Viacom's Philippe Dauman on the list of big-media leaders. 
• CEO Paul Otellini reorganized the company to refocus its core ... In 1983, at the dawn of the personal computer era, Intel's profits came under ..... All of his top lieutenants have risen through the ranks after many years with the firm.
• Katrine Bosley CEO at Avila Therapeutics
• Susan Desmond-Hellmann CEO at O UCSF
• Deborah Dunsire CEO at Millennium Pharmaceuticals 
• Carol Gallagher CEO at Calistoga Pharmaceuticals
• Maxine Gowen CEO at Trevena 
• Rachel King CEO at Glycomimetics 
• Tina Nova CEO at Genoptix 
• Gail Schulze CEO at Zosano 
• Daphne Zohar CEO at PureTech Ventures

“People who avoid commitment know what a big thing it is” by Arnie Sherr

Huge promises using big words

How many include in their resumes promises to commitment fully? All do, whether their resumes are written professionally or by themselves. It seems the word is used universally. The word “committed” is never pre-empted with and adjective. There is no such thing as more committed, slightly committed, extremely committed, overwhelmingly committed or even 110 percent committed. You are either committed or not committed. Commitment can not be expressed, promised or performed in degrees. It is all or nothing.

So here is where the challenge for job seekers is best defined. Some are quite good at making strong presentations or cases for. However, once on the job their inflated or altruistic promise of commitment shall most certainly draw the concerns of peers and superiors. Over time the not-really committed employee finds him or herself feeling insecure. From day one they were never committed to the job or to fulfilling their promise of commitment. In fact, they knew that when they interviewed and as well when they accepted the offer of employment. And do you know what happens next? They find themselves once again pounding the streets as newly unemployed with claims of how badly they were “screwed.”

 Hard work never killed anybody but why take the chance? Edgar Bergen (1903 - 1978), (Charlie McCarthy)

Is there a purpose why some accept jobs they are not cut-out for or do not even like?  "Hey, these are tough times; I’ll accept anything for as long as it lasts just to pay the bills and put food on the table!" I can dig that, but why trash the employer after your cover is blown and you are terminated? It wasn’t the employer’s fault and you know it. You had it coming and in-fact you expected it sooner or later. So I ask again, why trash the employer?

James M. Barrie (1860 – 1938) said “Nothing is work unless you would rather be doing something else.”

My point exactly; if you’d rather be doing something else, then do. By accepting a job for which you can not commit you have robbed another of what may have been for them a rewarding employment opportunity. You knew the job was not right for you when you accepted it. The time you wasted proving yourself unqualified may well have been invested in finding that job for which you are highly qualified. You know; that perfect job for which commitment comes without effort. The job that defines the quote “Follow your dreams and passions and you’ll never work a day in your life.”

Thomas Edison said, “I never did a day's work in my life, it was all fun. .... Just imagine your dream life. Imagine every possibility - what you could do if what you do is anything but, by definition, work.

Humility; “its relevance in the job search as in life” by Arnie Sherr

Arnie Sherr Editorializes Humility January 28, 2011

"Blessed are the meek, for they shall inherit the earth.” Matthew 5:3

Oh’ the preponderance of truth that resonates in and of the wisdom of Mathew 5:3; indeed the meek or the humble shall inherit the earth. Beit a lesson herein or not, it is your task to examine and realign self perception. Arrogance and exaggerated ego can and most times do sabotage the fruition of goals and objectives. In the job search as in life it is realism that prevails simply because realistic promise, goals and objectives are attainable.

I find strong similarities between the arrogant and they who con their way through life. Even if they con their way to the job offer and acceptance their tenure most times will be short lived. Over inflated promises of skill-set and performance are soon to fall short and stand out as if showcased for all to witness. No benefit emerges from exaggeration and grandiose promises, only disappointment and failure.

Arrogance and inflated ego succeed in making others feel inferior simply because they who think too highly of themselves maintain that perception by reducing the human value of everyone with whom they interact. It is characteristic of them to put down, denigrate and criticize negatively.  No one can or does live up to their unrealistic standards and exaggerated self-worth.

Humility opens the mind to appreciating the social and professional benefits that come from human interaction. It is the basis for establishing rapport and productive relationships in all surroundings and with all diversities. Humility encompasses qualities like sincerity, gentleness, compassion, respect inward and external, insight and the ability to notice and reward the good of others. Of these attributes, among the arrogant, they exist altruistically and only within themselves.    

Therefore, if it is success you strive for do so driving the vehicle that fits your personality, is easy to steer through well planned travel routes and represents who you are and not that which you think others want to envision. Employers do not hire exaggerated promises and over stated skills; they hire professionalism, integrity, dependability, sincerity, energy, intellect, presentation, creativity and innovation, forward thinkers, multi-taskers, dedication and commitment, intention and more. Be humble and they will come to know of you all of the above – be arrogant and egotistical and they shall be blinded by the loudness of your bragging.   

Although of my list above I left out confidence and its importance, I caution that some can not discern the difference between it and arrogance; they are indeed two different things!

 

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There are jobs to be had regardless of information to the contrary. Job boards are filled with postings. The GET-A-JOB Manual will suggest the best ways to create your documents, adapting your skills and abilities towards postings to which you would not normally feel qualified.  

We all hear over and over the negative. Sedlom does the media relate the positive. Evidence that there are jobs to be had is because if 12 percent are unemployed then 88 percent are employed. That relates to glass being just shy of 90 percent filled. Doen't look so bad when looking down from the top as opposed to up from the bottom. The facts suggest there has been growth, beit ever so slow even modest growth is encouraging. With every passing day, week and month the light at the end of the employment tunnel shines a little brighter.

Upload my book - it's FREE and filled with good ideas, effective strategies and encouragement.

Arnie Sherr, President and CEO

The Resume Store

 

 

 

“EMPLOYMENT INFIDELITY” BY ARNIE SHERR

It is reported…

• 22 percent of married men have strayed at least once during their married lives.

• 14 percent of married women have had affairs at least once during their married lives.
• Younger people are more likely candidates; in fact, younger women are as likely as younger men to be unfaithful.
• 70 percent of married women and 54 percent of married men did not know of their spouses' extramarital activity.
• 5 percent of married men and 3 percent of married women reported having sex with someone other than their spouse in the year 1997.
• 22 percent of men and 14 percent of women admitted to having sexual relations outside their marriage sometime in their past.
• 90 percent of Americans believe adultery is morally wrong.
  

But, how many employees cheat on their employers?  

Over the years many businesses have been determined guilty of deceptive accounting practices, conflicts of interest, document shredding, unjustified retaliation against their employees, and rewarding dedicated service with minuscule pay increases. More to the point, like many spouses whose marital interests lose focus, employers seem to be abandoning what they promise to provide at orientation and in their websites; a healthy humanistic workplace culture. As a result, employee loyalty is denigrating into low morale and waning interest for their employer’s financial health and prosperity. Those that once were active members of club “TGIM” have now succumb to the attractiveness of club “TGIF.”  

Many out of frustration, economic pressures and domestic need have taken on second and sometimes third jobs. Others may find ways to sell company secrets to makeup their income shortcomings. Please don’t tell my boss; he or she will no longer find trust in me. My job has become mundane and boring. I can’t wait to fill the dissatisfaction gap by flirting with the competition. At least they seem to find value in that which I offer. A new environment may reawaken my energetic juices and renew lost ambitions; at least for a time!      

Sound familiar? How many, after their spouses find out about their infidelity are megaphones of similar complaints?  I’m bored! The spark/excitement is gone from our marriage/my job. It’s like being a prisoner in 5000 kilowatt darkness; I know we are there, but I can’t hear the music for the silence. It’s true; the same complacent manifestations of dissatisfaction infect the workplace as they do the marriage.  

Are you unfaithful to your employer? Are you draining your energies by renting out to a part time income supplement? You think you were bored then; perhaps the new drain of weariness will replace your boredom of the past; perhaps not. The “bare” facts are stripping you of dignity and pride only to succeed in accelerating eventual termination or resignation (Divorce). Perhaps, there is a better way!     

How may the complacent; the forlorn; the hind sighters re-engage, re-enthuse, and reinvent? Might it be possible that your superiors may find ways to salvage and rekindle what used to be your value; your enthusiasm, you interest? Some, but relatively few companies have such programs in place. Even though many employees might benefit there from, seldom do the needy realize their need.  My name is Bob and I am a “boredaholic!”  Sometimes it takes managers who employ insight to know when the troops are mentally defecting. How many managers are so adept? I think for them it should be a requirement. Companies invest huge monies training employees. Losing them to apathy is a tragedy. Boredom saps the enthusiasm and drains physical energies. Managers who allow employees to deteriorate are perpetrators of workforce corrosion. How simple it is to change perception; relieve stressful thoughts, engage interest and relight the diminishing kilowatts. Must it always be “What have you done for us lately?”    

Many times a burned down wick needs only a tether extension. It needs to be reminded of the bright light it once flamed. It needs to be reinforced with new and exciting assignments; newer and greater responsibility.  Greater kilowatts brighten egos, enhance attitudes and re-invent old enthusiasms with new stimulants. “Just as a mind is a terrible thing to waste; experienced employees are terrible things to write-off.”  

Here is a recipe that fixes two birds with one stone: 

Select two experienced employees who exhibit signs of apathy and disinterest. Bring the worst of them to your office and make him/her aware of the other employee’s loss of interest. Don’t mention to the one with whom you are collaborating about his/her own disinterest. Tell this employee you need his/her help in reviving the interest and enthusiasm of the other employee.  Tell him/her not to tell the other employee of this new task to save him/her from possible termination due to gradually reduced productivity. Instruct this employee to come up with a plan for helping the other employer and to meet with you in the morning to discuss it.  

Two apparent benefits: 1) the employee to whom you assigned the task is now elated and excited. “Wow, my manager must think a lot of me.” 2) While implementing the plan to revive one the other is concurrently revived.  

For instances where there is only one concerned employee:  

Bring the employee in to a private meeting at which you should demonstrate compassion and sincere interest. Tell him/her you are aware of their gradual complacency and try to uncover why. Without practicing psychiatry, ask what it will take to re-interest him/her in their work. Offer some new responsibility exploiting his/her strengths. Make him/her aware of a significant challenge and request they do what they can to solve it. Ask him/her to establish a plan and meet with you in the morning to review it. Do not impose a crash deadline; tell them the result is more important than the timing; that they will enjoy meaningful rewards for doing a good job.  (The rewards will be renewed interest, heightened ego, and the rejoining of the exclusive club TGIM) Stay on top, complimenting him/her on their progress, whether good or bad initially.     

“Do not CRITICIZE or CHASTISE.

Mine are POSITIVE solutions to SALVAGE once VALUED employees.

It is far CHEAPER to REPAIR than to REPLACE.” 

RUBE GOLDBERG’S LAW (Paragraph 2) BY ARNIE SHERR

Job search Insanity By Arnie Sherr, CEO “The Resume Store”

Albert Einstein defined insanity as "Doing the same thing over and over again, expecting a different result."  

Michael F. Sherman of ExecuNet, Inc. tells this true story, one that proves Albert Einstein’s insanity quote.  

As I arrived at the Westport Train Station on Monday morning, I saw an obviously upset, well-dressed middle-aged man on the opposite platform. He was putting change into a USA Today newspaper box, pulling the handle, pressing the coin return, and then putting the change back in. As he repeated this process, he became more and more angry. Eventually he started shaking and kicking the box. Before breaking either his foot or the box, the train came and he abandoned the effort as well as his change. Being curious (and figuring that I could make a quick buck) I pressed the coin return and realized his problem: one of his "quarters" was a French Polynesian coin about the same size as a quarter, but much lighter.

This anecdote may seem trivial; after all, it was just a dollar and just a newspaper. However, it got thinking about how many continue to pound the job boards without success, never questioning why it does not work. 

It is half-time at Super Bowl, the score 10-6 Colts. It was apparent; the Saint’s strategy in the first half was ineffective against the Colts proven offense. To repeat the same strategy in the second half definitely meets Einstein’s definition of “insanity.” So much at stake, the Saints emerged from the locker room after halftime with a new plan, one that won them the title.  

Latest unemployment reports indicate six million have been out of work for more than six months. Although I cannot say all six million-practice insanity, I feel safe in suggesting that most continue the same first half job search strategy in spite of its failure to produce positive results. Credit Coach Sean Payton, of the New Orleans’ Saints for his wisdom to effect change.  

A ramification of repeating what does not work is giving up. Those who live at the top never give up and never repeat what does not work. So then, I ask why job seekers give-up? Why have you given-up?  

“If at first you don’t succeed, try and try again” A proverb, it has been traced back to 'Teacher's Manual' (1840) by the American educator Thomas H. Palmer and 'The Children of the New Forest' (1847) by the English novelist Frederick Maryat (1792-1848). It is a worthy proverb; “however, if at first you don’t succeed, a changed approach may find a better result.” 

Do not believe what you know is all there is. Subscribing to sites as ExecuNet.com and others similar opens flows of new and un-thought of strategies you may wish to implement. You may locate live links to more sites like ExecuNet by scrolling to the bottom of The Resume Store’s home page. 

Remember, water that sits without stirring becomes stagnant. Perhaps it is time to stir-up the job search. “Upstream swims - if freestyles fail, try the backstroke, but never concede!”

 

“What we don’t know can’t hurt us!” Or can it? byArnie Sherr

How many times while growing up has someone told us, “What we don’t know can’t hurt us?”

  

 Well, I didn’t agree then and I certainly don’t agree now. The fact is “What we don’t know, not only might hurt us; it will definitely hurt us!” You see, interviewing without knowing how is as detrimental as making lasagna without ground meat. In fact and in a much broader sense, little in life can be accomplished without at least some knowledge.

  

Knowledge is the mental grasp of the facts of reality. It is not just an awareness of reality, but an understanding of it. It is a successfully formed conclusion about some aspect of reality. An example of knowledge is the identification of the law of gravity. It is a characteristic of reality that is identified and understood.

 

Bringing it all together; if interviewing without a respectable amount of “knowledge of interviewing” and all it entails lands you the job; how then do you grade your competition?     

 

Understanding anything in this life is possible, the above is highly improbable under the best of circumstances, especially in the buyer’s market it has become for employers. Yes indeed, the absence of knowledge is a definite interview deal breaker. That lack of it will, most assuredly, hurt you. 

I am profoundly amazed at how many for whom I consult about their cover letters and resumes believe they are knowledgeable enough to prevail at interviews. That simply because over their careers they have interviewed maybe 5 to 10 times and won maybe 2 or 3 offers they are good enough to attend interviews expecting to win in an atmosphere in which every job posting attracts ten times what used to be considered normal expectations of qualified applications.

 

Consider this analogy. The Indianapolis 500 auto race attracts about 50 or so entrees every year. It is a 500 mile 200 lap race. All things being equal, you would think every entry has a one in fifty chance of winning. Imagine because of the present challenging economy an additional 50 entrees are approved. Again, all thing being equal, each driver now has a one in one hundred chance of winning. Now, let’s take this scenario a bit further. In car racing and most other competitions, all things are not really equal. I am sure every driver believes their chances of winning are good. However, the key word being “chances” it is reasonable that if one is really passionate about winning they will work harder, practice longer, exercise to develop physical and mental stamina, learn how to best prepare their ace car, become intrinsically familiar with the race track knowing its every turn, bank, and surface defects. By investing effort, time, and focus they will not only be as prepared as possible, they will have built an atmosphere of affirmation; driven by knowing mentally the feeling they will enjoy after winning long before the checkered flag is waved as they cross first the finish line.

 

Factually, the above is a mirror image of America’s employment situation. Is it simply enough to have a good cover letter and resume? Are you willing to believe you know enough, have interviewed enough times, studied enough about interviewing, wrote your introduction and personal presentation, studied and prepared answers to the most likely of the some 100 interview questions you may be asked, created a list if applicant questions to ask when prompted, role played with family or friends, or even in front of a mirror, and more?

 

To help you sort this out more clearly…

1. The number of applications it takes to get one interview has tripled.   
2. The number of interviews it takes to get one job offer has tripled.
3. The average number of weeks it takes to get a job has lengthened from 11 to 27.
4. The number of days many employers leave their postings online has decreased to as little as two.
5. The number of applications for particular postings has more than doubled.
6. The number of interviewees for particular postings has doubled.
7. In normal times the unemployment rate vacillates around 5 percent. It has more than doubled, doubling the competition for all advertised job vacancies.  
8. Official unemployment numbers are calculated by UI Insurance applications and by the number of those who cancel UI payments due to re-employment; the numbers of discouraged unemployed and those who have settled for part-time employment is said be enough to double the published Dept of Labor and Statistics calculations.      

There has never been such overwhelming competition for jobs as now. If ever it was imperative to prepare, now is that time. Betting on the competition to be complacent is a poor bet. The harder you study, practice, and prepare the better your chances. 

 

"Your results are predictable as measured by your investment in study and preparation"

-   Arnold Sherr

“Catalytic Management Professional” by Arnie Sherr

Are you the “Catalyst” you want them to think you are?

By Arnie Sherr – The Resume Store

Good golly Miss Molly, Doc says, “I’ve grown a catalyst; I wonder how long I’ve got?”  He also said; “my catalyst is growing at an alarming rate.” What to do; what to do?

 

Do I need surgery, or perhaps a strategy to slow its deteriorating effects?

 

Well, if while searching-out management jobs on a variety of Internet job sites you came across the job title “Catalytic Management Professional,” would you even have a clue? I am sure of titles like General Manager, Shift Manager, Retail Store Manager, Customer Service Manager, Project Manager, and all other common manager applications all will receive them all matter-of-factly.  

 

Omitting the scientific definition of catalyst; it is further defined as somebody or something that makes a change happen or brings about an event. To summarize, management is simply that. If you think you are a “catalyst” then I submit making application to all postings incorporating the word “management” in their titles is appropriate. In fact, when I counsel potential or existing clients on “management” it, at times, becomes a lengthy explanatory process. And, I’ll tell you why!

 

The word “management” is many times frivolously attached to job titles to create an allusion that certain postings involve some degree of authority over others. Furthermore, when it requires a stated minimum years of management experience it is pre-baiting the hook. Just take a moment to digest the following careers job titles and imagine suffixing them all with the word “management.”

 

Job Titles and Careers List organized by program:

· Agricultural Sciences

· Architectural Design

· Art and Design

· Biology and Biomedical Sciences

· Business Admin

· Communication Technology

· Communications, Broadcasting, and Journalism

· Computer Sciences and Programming

· Construction Trades and Management

· Culinary Arts and Cosmetology

· Distribution, Transportation, and Materials Moving

· Engineering

· Engineering Tech.

· English Language and Lit.

· Human, Family, and Consumer Sciences

· Law Enforcement and Public Safety

· Law Professions

· Liberal Arts, General Studies, and Humanities

· Math

· Mechanic and Repair Technology

· Medical Professions

· Natural Resources and Conservation  Mgmt

· Parks, Recreation, and Fitness

· Physical Science

· Precision Welding and Metal Working

· Psychology

· Religion and Theology

· Religious Studies and Philosophy

· Social Sciences

· Social Service Professions

· Teaching and Administration

· History

Obviously, I am not taking the time to list of each of the above how many are manager applications. I’ll leave that to your imagination. Hoping I have made my point; it is important to realize how vast is the degrees of managerial expertise and experience sought. If you really want to get down to the nitty-gritty; the word “management” is integrated to eliminate, not to attract responses.

 

Many, who possess innate management skills without being aware, generally pass on responding to such “management” postings. On the reverse, many whose management skills are exemplary will be discarded as “over-qualified.” Because of this reality, I want you to replace the words “management” and “manager” with the word “catalyst.”

 

Having adapted this interpretive word substitution, you now possess a greater ability to evaluate how well you may make changes happen or bring about events.

 

Do you remember to old humorous application of tagging anything with the phrase “under the covers”?   Well, recruiters like to add the word “manager” or “management’ to many job titles thinking they will attract a higher caliber of applicant. The allusion is; titles that have “manager” in them pay more. The real truth, there are numerous non-management titles that pay much greater salaries.

Using the “catalyst” word, evidence can be derived from social use if professional experience has not been forthcoming. There are many synonyms for Manager and Management - boss, director, executive, administrator, supervisor, administration, direction, etc.

 

I am amiss to know why the word “Catalyst” is not listed as such.