This week’s top story seems to center on a certain airline employee – It made me think of some past customers & clients I have dealt with in the past. I have used my best diplomacy and negotiating skills in more instances than I could count (and held my frustration in check many times).
The reasons are far too varied to list them all here, but the thing most had in common was something was out of my hands and in a lot of cases out of the hands of subordinates. Coming to mind: -Service from 2 layers down—Wrong SHADE of a color in an ad—an Unasked request not filled (“they SHOULD have know”)—and on. The two most extreme I think would be a request—um demand—that my boss NOT visit him anymore (AWKWARD!!) and the call accusing my company of FRAUD (that case resulted in A~ the firing of an employee and B~ UPselling of the customer by me).
But the other thing I thought of was INTERNAL customers. Interesting term. Sometimes it is very apt- $ traveled form one department to another, but most times it is different parts of a company that rely on each other to accomplish the end goal= producing a product, satisfying a customer, ETC. In this arena I only had one-for lack of another word- conflict. Another dept was crucial to ME providing the client’s needs, and the manager was – resistant- to taking responsibility for his team’s errors. Well, we had an internal survey, and I spoke my mind. He called my boss and complained- it hurt his bonus. The problems his dept caused cost me bonus money. My boss said that while true “we don’t put it in the survey."
Well- the result was the other manager and myself meeting and going over standards, memos and types of communication available. Longer story shorter (you’re welcome)- We got to the point where he still protected his people, but when it was on his end- he admitted it, fixed it and we moved on. I cemented this by spending an entire day with his team. Them seeing I cared and wanted to understand only added to the improvements seen. My Boss? He publicly gave me credit for building a level of communication between departments the company had not seen before.
Now while it may SEEM I got off track from my opening statement, let me tie it all together. In certain position you have to develop a thicker skin. How many of us have vented once we left the building or hung up the phone? How many have wanted to start singing Johnny Paycheck’s “take this job and shove it?” Now I’m not condemning this guy, Heck- its good escapism and venting by proxy. The thing is, it’s not me
Friday, August 13, 2010
Wednesday, July 28, 2010
Unemployment: the sad truth
Anyone who recently has glanced at a newspaper, watched TV or listened to the news on the radio (I hope these #s of informed are LARGE) must know that unemployment is high and hiring is – to put it simply – S-L-O-W.
Now, while the causes for the lay-offs and shutdowns are many, and the arguments over continuing high numbers are a topic for debate, there are other aspects that should be well known, but sadly seem rare in the collective knowledge of people today.
“There are plenty of jobs out there” Well, there ARE jobs listed online and in the classified, sure. But not everyone has an engineering degree, has a history of selling pharmaceuticals to physicians, has 5+ years of multi unit retail management experience, is an RN, has a CDL, ETC -ETC. FURTHERMORE-There is the specter of competition to contend with. In today’s market, you need to match a job description 110% just to GET the interview. It is a buyer’s market without dispute. I just met a plumber who has been out of work for years- finally getting a job driving a truck.
“Some people want to just collect unemployment/aren’t willing to take ‘any’ job.” Oh boy- where to start on this one?! First it can be agreed that there are SOME who will just take what they can get from the system. I need to again refer to the above, however, in that there are so many unemployed that competition for EACH AND EVERY job CANNOT be ignored. There are hundreds of applicants for an average posting. In this, it is understandable for a hiring manager to whittle away at those without experience matching the company or perhaps even industry. In addition, there is SOME credibility to those turned away because they have far surpassed the level of the position advertised. I will debate some points of this however:
“Sorry- you’re overqualified.” As I have repeated- Competition is the chief villain for the unemployed today. Having said, I would argue there are various levels to debate. If say, you are looking to hire a sales re, and a former company Vice President applies, - you may move on to other resumes. But I would argue (as a former hiring manager) if the position previously held is, say, but one level above that advertised, an interview would tell you if a ‘bargain’ could be had. Sadly, I would have to state today’s recruiters & HR managers are short sighted, looking at the “He/she won’t stay” angle despite the harsh reality of the economy and job market we are in.
Furthermore are other disturbing trends (and frustrating ones if you are among the unemployed). Recent news stories not only reveal scams such as pay for job leads, but other work at home or ‘franchise’ type schemes. But even worse is the list of articles revealing that some hiring managers have a policy of “the unemployed need not apply.” The numerous reports of this not only cede credibility, but reinforce the older practice of ‘the longer you are out, the less we want to hire you.’
One other area of comment and facts about information I find not widely known: The numbers counted in the unemployment figures do not tell the whole story. Left out are people not collecting because their compensation has run out or because they (luckily?) have multiple part time jobs while seeking a FT one. Still others are left out because they have temporary (contracted) jobs despite the length or lack of benefits many offer. Sometimes reported as the “underemployed number,” it can be as much as double the unemployment rate.
Now, while the causes for the lay-offs and shutdowns are many, and the arguments over continuing high numbers are a topic for debate, there are other aspects that should be well known, but sadly seem rare in the collective knowledge of people today.
“There are plenty of jobs out there” Well, there ARE jobs listed online and in the classified, sure. But not everyone has an engineering degree, has a history of selling pharmaceuticals to physicians, has 5+ years of multi unit retail management experience, is an RN, has a CDL, ETC -ETC. FURTHERMORE-There is the specter of competition to contend with. In today’s market, you need to match a job description 110% just to GET the interview. It is a buyer’s market without dispute. I just met a plumber who has been out of work for years- finally getting a job driving a truck.
“Some people want to just collect unemployment/aren’t willing to take ‘any’ job.” Oh boy- where to start on this one?! First it can be agreed that there are SOME who will just take what they can get from the system. I need to again refer to the above, however, in that there are so many unemployed that competition for EACH AND EVERY job CANNOT be ignored. There are hundreds of applicants for an average posting. In this, it is understandable for a hiring manager to whittle away at those without experience matching the company or perhaps even industry. In addition, there is SOME credibility to those turned away because they have far surpassed the level of the position advertised. I will debate some points of this however:
“Sorry- you’re overqualified.” As I have repeated- Competition is the chief villain for the unemployed today. Having said, I would argue there are various levels to debate. If say, you are looking to hire a sales re, and a former company Vice President applies, - you may move on to other resumes. But I would argue (as a former hiring manager) if the position previously held is, say, but one level above that advertised, an interview would tell you if a ‘bargain’ could be had. Sadly, I would have to state today’s recruiters & HR managers are short sighted, looking at the “He/she won’t stay” angle despite the harsh reality of the economy and job market we are in.
Furthermore are other disturbing trends (and frustrating ones if you are among the unemployed). Recent news stories not only reveal scams such as pay for job leads, but other work at home or ‘franchise’ type schemes. But even worse is the list of articles revealing that some hiring managers have a policy of “the unemployed need not apply.” The numerous reports of this not only cede credibility, but reinforce the older practice of ‘the longer you are out, the less we want to hire you.’
One other area of comment and facts about information I find not widely known: The numbers counted in the unemployment figures do not tell the whole story. Left out are people not collecting because their compensation has run out or because they (luckily?) have multiple part time jobs while seeking a FT one. Still others are left out because they have temporary (contracted) jobs despite the length or lack of benefits many offer. Sometimes reported as the “underemployed number,” it can be as much as double the unemployment rate.
Monday, July 12, 2010
You pick the best title: “Timing is everything" -OR-“The right tool for the right job”
There have been many notable (famous) people who have faltered in one industry or another, - maybe a start up business even- only to move on to a different area in order to find success.
For instance before entering politics, Harry Truman had opened a haberdashery but it went bankrupt during the recession of 1921. In addition, Truman didn’t even earn a college degree.
I think the best example in Ulysses S. Grant. Having been in the army, he left to support his family in civilian endeavors. He labored on a family farm near St. Louis, Missouri, but it did not prosper. He was a bill collector in St. Louis. In 1860, after many failed business pursuits, he was given a job as an assistant in his father's tannery in Illinois. Ultimately, He returned to the military, where his legacy of leadership is best known. Even more than his actions as president, Grant is recognized for being the right man to lead the Union Army in the Civil War.
Some I have talked to say there are conflicting lessons, but I disagree. While figures such as Edison and Disney kept battling in the same “industry” (for lack of another term), others may not be as lucky to hit the right target for them.
So, while the obvious lesson is perseverance, the second is the one debated. I say it is about judgment, discretion, and even self honesty. The examples I noted above certainly did NOT give up. They DID however realize what was NOT working from them, and looked to where they COULD succeed.
Edison said “I have not failed. I've just found 10000 ways that won't work.” The thing is, Edison was where he should be. He knew WHAT he was working toward was for him. Even Walt Disney knew HE was on the right path already when he said “All the adversity I've had in my life, all my troubles and obstacles have strengthened me... You may not realize it when it happens, but a kick in the teeth may be the best thing in the world for you.”
Looking at people like Disney & Edison – When my employer closed, I looked at my lay-off as the chance to be my own boss. I took a semi-hobby and worked to create a business. I took talent and experience to put into it: relationship building skills, promotions, time management, an entrepreneurial spirit Etc, Etc. Whether it’s the economy or the market itself, I now look to Truman and Grant as I look to move on from ‘self-employed’ to re-employed. To not recognize this would be a challenge to Einstein’s definition of insanity: “doing the same thing over and over again and expecting different results.”
I will admit that my timing may have been off TWICE: Once in my start up, once in my seeking a new full time position given the economy and some hiring managers’ view of those who are unemployed. So be it.
Looking back at successes I have had, I know I can, like Grant, return and prosper. With an open mind that Truman inspires, I even look to a new industry that matches my skills. In that thinking, I do not have the arrogance of stepping in at the same level of my previous industry, but rather would expect and welcome a step back to prove myself, and my worth.
With all that in mind, I refer to a quote from Abraham Lincoln, for employers to consider: “If there is anything that a man can do well, I say let him do it. Give him a chance.”
That’s all I need.
http://www.linkedin.com/pub/b/264/545
For instance before entering politics, Harry Truman had opened a haberdashery but it went bankrupt during the recession of 1921. In addition, Truman didn’t even earn a college degree.
I think the best example in Ulysses S. Grant. Having been in the army, he left to support his family in civilian endeavors. He labored on a family farm near St. Louis, Missouri, but it did not prosper. He was a bill collector in St. Louis. In 1860, after many failed business pursuits, he was given a job as an assistant in his father's tannery in Illinois. Ultimately, He returned to the military, where his legacy of leadership is best known. Even more than his actions as president, Grant is recognized for being the right man to lead the Union Army in the Civil War.
Some I have talked to say there are conflicting lessons, but I disagree. While figures such as Edison and Disney kept battling in the same “industry” (for lack of another term), others may not be as lucky to hit the right target for them.
So, while the obvious lesson is perseverance, the second is the one debated. I say it is about judgment, discretion, and even self honesty. The examples I noted above certainly did NOT give up. They DID however realize what was NOT working from them, and looked to where they COULD succeed.
Edison said “I have not failed. I've just found 10000 ways that won't work.” The thing is, Edison was where he should be. He knew WHAT he was working toward was for him. Even Walt Disney knew HE was on the right path already when he said “All the adversity I've had in my life, all my troubles and obstacles have strengthened me... You may not realize it when it happens, but a kick in the teeth may be the best thing in the world for you.”
Looking at people like Disney & Edison – When my employer closed, I looked at my lay-off as the chance to be my own boss. I took a semi-hobby and worked to create a business. I took talent and experience to put into it: relationship building skills, promotions, time management, an entrepreneurial spirit Etc, Etc. Whether it’s the economy or the market itself, I now look to Truman and Grant as I look to move on from ‘self-employed’ to re-employed. To not recognize this would be a challenge to Einstein’s definition of insanity: “doing the same thing over and over again and expecting different results.”
I will admit that my timing may have been off TWICE: Once in my start up, once in my seeking a new full time position given the economy and some hiring managers’ view of those who are unemployed. So be it.
Looking back at successes I have had, I know I can, like Grant, return and prosper. With an open mind that Truman inspires, I even look to a new industry that matches my skills. In that thinking, I do not have the arrogance of stepping in at the same level of my previous industry, but rather would expect and welcome a step back to prove myself, and my worth.
With all that in mind, I refer to a quote from Abraham Lincoln, for employers to consider: “If there is anything that a man can do well, I say let him do it. Give him a chance.”
That’s all I need.
http://www.linkedin.com/pub/b/264/545
Friday, June 25, 2010
Customer Service - Building Relationships and Business
"Leadership is the art of getting someone else to do something you want done because he wants to do it." -Dwight Eisenhower
There is a phrase in business - "internal & external customers (clients)". I have been building these internal relationships before I had even heard the phrase. To me it just made sense. These folks (sometimes department managers) Have their part in the company's overall operation as much as mine. I treat them like I want them to treat me. I don't bark at them- I have always tried to make them understand MY side, and the impact of the situation. In many cases, I became the 'go-to' even if I had a senior manager overseeing a project. This was simply because I could get things done. I earned the respect of these 'internal customers' because I respected them and worked with them. I have worked along side their people quiet often to learn THEIR side, and procedures. This has shown me how they interpret what WE do, and likewise how we can communicate better.
Now that is not to say I don't hold them accountable. In one specific situation, I would push when need be. But it was done with KNOWLEDGE. The other Dept head was defending his employee (as a good manager will), but when I pointed out some facts from what I learned, he had to concede that I was more right than wrong. A fix would be put in place and we would move forward.
Call it leadership or call it teamwork- I call it good business and just plain common sense.
Looking forward to putting that back to work.
http://www.linkedin.com/pub/thomas-drake/b/264/545
There is a phrase in business - "internal & external customers (clients)". I have been building these internal relationships before I had even heard the phrase. To me it just made sense. These folks (sometimes department managers) Have their part in the company's overall operation as much as mine. I treat them like I want them to treat me. I don't bark at them- I have always tried to make them understand MY side, and the impact of the situation. In many cases, I became the 'go-to' even if I had a senior manager overseeing a project. This was simply because I could get things done. I earned the respect of these 'internal customers' because I respected them and worked with them. I have worked along side their people quiet often to learn THEIR side, and procedures. This has shown me how they interpret what WE do, and likewise how we can communicate better.
Now that is not to say I don't hold them accountable. In one specific situation, I would push when need be. But it was done with KNOWLEDGE. The other Dept head was defending his employee (as a good manager will), but when I pointed out some facts from what I learned, he had to concede that I was more right than wrong. A fix would be put in place and we would move forward.
Call it leadership or call it teamwork- I call it good business and just plain common sense.
Looking forward to putting that back to work.
http://www.linkedin.com/pub/thomas-drake/b/264/545
Friday, June 4, 2010
Bad Call
I can remember always being told “write what you know about.” Well in this case, what I know about is me- my experience recruiting, interviewing, hiring in this case. Please stick with me.
The situation up for discussion below, is prompted by the Blown Call that stole a perfect game form the Tiger’s Armando Galarraga. It seems most agree that the call was wrong, and the runner was out at first. Those same folks also think Armando showed the talent to earn the perfect game. That’s where consensus ends. Some say it should be corrected, while others say no (it’s past- “that’s life”). I’m in the camp that with an obvious error that was seen right away (not days or weeks later) the commissioner has the opportunity to right the wrong. This is a life changing decision. Look past the box what was done to what happened.
NOW ONTO THE PART ABOUT ME- I am (like many other Americans) seeking my next FT opportunity. I was once a hiring manager and had to pour over applications and determine who to interview and (ultimately) who to hire. My feeling was ‘can they do the job’ not necessarily ‘HAVE they done the job.’ Those would be brought in for an interview and sized up further (Can they fit in with the team? how will I manage this person? What will they add to the organization?) If they progressed forward, the job (and compensation) would be described further. Finally decisions would be made.
MY POINT (I AM getting there)—As part of my job search I have posted my resume on the job sites. Well, a recruiter emailed me a job description (and $) saying he saw my resume, and asked, if I was interested to send a current resume. I sent the SAME resume and expressed my interest in moving my matching experience to the field (giving multiple examples of said matches) He replied back- sorry you’re overqualified, I won’t submit you.
HUHHH?
I get (generally) “overqualified.” HOWEVER- This would be one step back from my prior position but in a DIFFERENT industry- I replied back again telling him I feel this step back as part of an industry transfer is EXPECTED by me, ESPECIALLY in this economy. His answer: The company only wants someone doing it- I’m just following orders.
Uh-huh. I have heard others tell similar stories about being “overqualified.” I wonder if some see the #s- 10% unemployed, and over 50% over a year out. When competition for jobs is so fierce, I am surprised any company would not see the reality and –at least- talk to talent they could add. Of course in this case, the recruiter ‘protected’ them from that.
Bad call.
The situation up for discussion below, is prompted by the Blown Call that stole a perfect game form the Tiger’s Armando Galarraga. It seems most agree that the call was wrong, and the runner was out at first. Those same folks also think Armando showed the talent to earn the perfect game. That’s where consensus ends. Some say it should be corrected, while others say no (it’s past- “that’s life”). I’m in the camp that with an obvious error that was seen right away (not days or weeks later) the commissioner has the opportunity to right the wrong. This is a life changing decision. Look past the box what was done to what happened.
NOW ONTO THE PART ABOUT ME- I am (like many other Americans) seeking my next FT opportunity. I was once a hiring manager and had to pour over applications and determine who to interview and (ultimately) who to hire. My feeling was ‘can they do the job’ not necessarily ‘HAVE they done the job.’ Those would be brought in for an interview and sized up further (Can they fit in with the team? how will I manage this person? What will they add to the organization?) If they progressed forward, the job (and compensation) would be described further. Finally decisions would be made.
MY POINT (I AM getting there)—As part of my job search I have posted my resume on the job sites. Well, a recruiter emailed me a job description (and $) saying he saw my resume, and asked, if I was interested to send a current resume. I sent the SAME resume and expressed my interest in moving my matching experience to the field (giving multiple examples of said matches) He replied back- sorry you’re overqualified, I won’t submit you.
HUHHH?
I get (generally) “overqualified.” HOWEVER- This would be one step back from my prior position but in a DIFFERENT industry- I replied back again telling him I feel this step back as part of an industry transfer is EXPECTED by me, ESPECIALLY in this economy. His answer: The company only wants someone doing it- I’m just following orders.
Uh-huh. I have heard others tell similar stories about being “overqualified.” I wonder if some see the #s- 10% unemployed, and over 50% over a year out. When competition for jobs is so fierce, I am surprised any company would not see the reality and –at least- talk to talent they could add. Of course in this case, the recruiter ‘protected’ them from that.
Bad call.
Monday, May 17, 2010
One step back, two steps forward.
This “quote” has numerous versions. The order shifting sometimes – reversed- to emphasize a positive or negative feel to give the point of view its power.
As stated above, it represents some in the job market (myself included). There is a time for some where the need or desire to move to a different industry comes to the forefront. The reason why are too many to list or go into here, so I will speak to me and my own thoughts.
My last employer was hit by the economic woes seen across the country bad enough to close EVERY LOCATION in the U.S! Job searching for me has had some aspects of evolution over the course of time. Compiling the top lines for job descriptions has made me REALLY look back at each position I had to see what I enjoyed and what I excelled at.
Targeting these positions means (mostly) looking to a new industry. As a result of looking to transfer skills – I am willing-expecting to take a step back in position level in order to accomplish this. It is something I am willing to do to re-establish myself in an area I can not only succeed or thrive in, but offer skills to the employer.
Easier said than done.
Example: a recruiter contacts me, having seen my resume on a job website. He says he likes what he sees. He gives the job description (and pay). He asks IF I’m interested; please send a current resume and availability to speak with me.
I reply~ YES, Emphasize a couple of points that match my experience, give a time to speak, and send a resume (the SAME resume that was on said website).
His response- “you’re obviously overqualified …what do you think?” Despite my explanation of transferring skills and acknowledging all the above….NOTHING.
Ironically my daughter (early in the job market) is also a job seeker and recently said to me about an entry level position she was declined for – “How do you GET the experience if they won’t hire you to GET it?”
As a former hiring manager, I can only imagine the landslide of applications that could come in. It is disappointing; however, I DO think of all the talent that I could speak with and possibly add to my team. It seems many employers (&/or recruiters?) are wearing blinders, not willing to mine for the gems thru an interview.
When I send an application, my letter makes it clear why and how I can bring benefits to the company. All I ask is for the chance to speak about the details and take 2 steps forward.
As stated above, it represents some in the job market (myself included). There is a time for some where the need or desire to move to a different industry comes to the forefront. The reason why are too many to list or go into here, so I will speak to me and my own thoughts.
My last employer was hit by the economic woes seen across the country bad enough to close EVERY LOCATION in the U.S! Job searching for me has had some aspects of evolution over the course of time. Compiling the top lines for job descriptions has made me REALLY look back at each position I had to see what I enjoyed and what I excelled at.
Targeting these positions means (mostly) looking to a new industry. As a result of looking to transfer skills – I am willing-expecting to take a step back in position level in order to accomplish this. It is something I am willing to do to re-establish myself in an area I can not only succeed or thrive in, but offer skills to the employer.
Easier said than done.
Example: a recruiter contacts me, having seen my resume on a job website. He says he likes what he sees. He gives the job description (and pay). He asks IF I’m interested; please send a current resume and availability to speak with me.
I reply~ YES, Emphasize a couple of points that match my experience, give a time to speak, and send a resume (the SAME resume that was on said website).
His response- “you’re obviously overqualified …what do you think?” Despite my explanation of transferring skills and acknowledging all the above….NOTHING.
Ironically my daughter (early in the job market) is also a job seeker and recently said to me about an entry level position she was declined for – “How do you GET the experience if they won’t hire you to GET it?”
As a former hiring manager, I can only imagine the landslide of applications that could come in. It is disappointing; however, I DO think of all the talent that I could speak with and possibly add to my team. It seems many employers (&/or recruiters?) are wearing blinders, not willing to mine for the gems thru an interview.
When I send an application, my letter makes it clear why and how I can bring benefits to the company. All I ask is for the chance to speak about the details and take 2 steps forward.
Tuesday, May 4, 2010
Job Hunting and The Lottery
I was flipping channels and came across the movie “DAVE.” It’s about a “down to earth guy that looks like the President & is put into place when the President is incapacitated.” (Fun movie- catch it if you can). ANYWAY; He’s giving a speech and says (paraphrasing-something to the effect) ‘Have you ever seen the face of someone when they get a job… a purpose... they can look themselves in the mirror knowing they’ve accomplished a day’s work…they look like they could fly.’
It made me think about myself and friends, ex coworkers who are (still) searching for work; searching online, networking, making calls and knocking on doors. Playing our numbers as it were.
Here’s the thing- have you ever known someone who played the lottery? They kept playing their ‘lucky number’ because they ‘knew’ they would win soon? WHY? “They were due.” Or because- “it was going to be their turn.’
Yeah…Uh--huh.
Well, you see, it doesn’t work like that in real life. Neither does job hunting.
It is like a lottery in that you keep on ‘playing’ – crossing your fingers that today’s your day. But- you only win when the stars align, - “the numbers match” (i.e. your skills outmatches the other guy or gal’s in regard to the needs of the company).
Not because it’s your turn. Not because you’re due. The Wall St Journal says that 59% of those unemployed have been so over a year.
So wish me luck, I’ll keep playing until my numbers come in.
It made me think about myself and friends, ex coworkers who are (still) searching for work; searching online, networking, making calls and knocking on doors. Playing our numbers as it were.
Here’s the thing- have you ever known someone who played the lottery? They kept playing their ‘lucky number’ because they ‘knew’ they would win soon? WHY? “They were due.” Or because- “it was going to be their turn.’
Yeah…Uh--huh.
Well, you see, it doesn’t work like that in real life. Neither does job hunting.
It is like a lottery in that you keep on ‘playing’ – crossing your fingers that today’s your day. But- you only win when the stars align, - “the numbers match” (i.e. your skills outmatches the other guy or gal’s in regard to the needs of the company).
Not because it’s your turn. Not because you’re due. The Wall St Journal says that 59% of those unemployed have been so over a year.
So wish me luck, I’ll keep playing until my numbers come in.
Subscribe to:
Posts (Atom)
