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By Brenda L. Peterson, The Layoff Lady What You WantIn a previous article, we discussed the value of knowing what you want, what you don’t want, and what would be okay. As your job search continues, you may adjust what you want as your job search progresses. Main Factors To ConsiderWhen you put together your target job, it is just that: your target. As you compare your target to the job market, you will continually update your job priorities. Know that one factor that may influence the type of job you take will be your time in the job market. Your Acceptable Job May Change Over TimeHere is how your job wants and needs may change over time:
You Can Also Stay the CourseConversely, you may be committed to find a job that very closely aligns with your target job. The good news is that you get to decide what role is right for you, and what will make you happy longer term. The bad news is that it may take you longer if you have very specific requirements and less flexibility. In this case, make sure that you think through options for interim income so you are able to support yourself as you find a role that meets your requirements. Learn More
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By Brenda L. Peterson, The Layoff Lady Managing Curious and Well-Intentioned PeopleOne of the hardest things about being laid off is telling other people about it--specifically fielding their uninvited questions. I'm not talking about work people or your professional network, either. I'm talking about the family friend you run into at the grocery store, that parent you went to a PTA meeting with once, seldom-seen relatives at a holiday gathering, and the neighbor you pass by only occaisionally. Worse yet, it is interacting with a group of well-intentioned people who express their curiosity, worry, and opinions regarding your wellbeing. Here are a few suggested talking points for managing those conversations that pop up at just the wrong time. Getting Your Patter DownAfter you've chatted with your inner circle, it’s time to think about addressing this topic with everyone else. This includes people who make random comments about your situation, those who don't really know how layoffs work, and the ones who genuinely want to help but may not have the best advice. These conversations may be rough, especially if you feel vulnerable. Your goal may be to get through the awkwardness and move on to other topics. To prepare, it is helpful to know how to respond. Here are a few suggestions for talking points to get you through. Talking About Your Current State and Plans
Talking About The Job You No Longer HaveThe question: I heard you’re unemployed. What happened there! Your core message: My job ended. It is a thing that happened.
Talking About What Is Next For YouThe question: What are you going to do now? I would be freaking out! Or I’d be scared to death if I were you. Are you sure you’ll be okay? Or A person I sort of know lost their house/was unemployed for years/had to take a pay cut/never worked again. Your core message: I’m going to keep on keeping on and also look for a new job.
Talking About STILL Not Having a JobThe question: So--do you have a job yet? Or Are you STILL unemployed? Or Did that thing you were interviewing for work out? Your core message: I am job searching and something will work out.
Acknowledging People's ReassurancesThe question/comment: Don’t worry. It’ll be fine. Hang in there! You’re so talented! Your response: Thanks. Addressing Well Intentioned and/or Awful AdviceThe comments:
Your core message: I appreciate you. I will make the right decision for me.
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By Brenda L. Peterson, The Layoff Lady You Have A Job Offer!Finally having a job offer after your post-layoff job search is a call for celebration. Now, you can breathe a sigh of relief and start to build your new post-career transition normal. While you may want to shout from the rooftops that you've finally landed and start celebrating, I suggest you play it cool for a couple more weeks. In most cases, accepting a job offer will lead to you starting that job just as planned. On rare occasion, something happens and that job offer falls through. Just in case, I suggest taking a few interim steps between the time you accept your job offer and the day you start your new role. ...And Now You Don'tSo what makes a job offer evaporate? Oftentimes, this happens because of a substantial change to the hiring organization. For example, I have a colleague who accepted a job offer in early March of 2020, and then gave his notice at his current role. After the pandemic hit, his job offer was rescinded due to changing business conditions. In other cases, a rescinded offer may result from a leader leaving an organization, layoffs within the company, a decision not to fill a role, or the organization choosing to hire someone else. In most cases, accepted job offers result in companies adding new workers to their payroll. Although it is not a common occurrence, having a job offer rescinded is a huge setback. My Rescinded Job Offer ExperienceA few months into my job search, I was overjoyed when I received an offer for a Learning and Development Manager position. The hiring process had been all over the place (not uncommon for a startup), but now it was a done deal. I breathed a sigh of relief, knowing my unemployment would end in two short weeks. I made a "hooray I got a job--more details later" post on LinkedIn to celebrate. A couple of days before my planned first workday, I got a call from the recruiter saying that my start date would be delayed. A few days later, I talked with the hiring manager, who told me the company was holding off on my start date until "the numbers came in" from their first quarter, and explained that this role was originally slated to start in Quarter 2. I asked her point-blank if this role was really going to happen. She assured me that it was not about if I would start, but when I would start, which would be within two months at the latest. She also committed to sharing regular updates. I left that conversation convinced that we were on track. Two weeks after the date formerly known as my start date, I reached out to the hiring manager and recruiter for progress updates. A few days later, I received an email from the hiring manager with more assurances that I was the right person for the job and no new start date. A week or so later, I got the call from the recruiter saying that a start date would not be coming. Ever. The company was going in a different direction—one that did not involve me. Even during this conversation, the recruiter assured me that I was still the hiring manager’s first choice—even though the role was now officially off the table. That was a hollow consolation prize. The worst part was that I had just wasted two months of my life waiting and had no paycheck to show for it. A New PlanRemember, in most cases, accepting a job will lead to you starting to work for that company shortly thereafter. Although having a job offer rescinded is not a common occurance, it's helpful to think through your next steps as you navigate the time between offer acceptance and your start date. Here are a few suggestions for your consideration:
Learn MoreBy Brenda L. Peterson, The Layoff Lady Managing Job AnxietyRecently, I was at a professional development event where we shared best practices for delivering effective virtual training sessions. During networking time, I talked with a woman who had been laid off, and then called back to work for the same company (which is rare for someone working in the field of learning and development). While she was glad to be employed again, she was having a hard time being happy in her new/old position without constantly worrying about her job unexpectedly ending again. To Worry, or Not To Worry?When you've been laid off before, or just seen people around you lose their jobs, it's hard not to worry about it happening to you. Whenever you read about layoffs in the news, hear that your company's sales numbers were lower than expected, or hear rumors about a company merger, your mind might jump to conclusions. Instead of letting a wave of panic run through you each time your boss invites you to meet one-on-one, there is an alternative: changing your overall mindset. My Old Operating Modes: Either/OrEarlier in my career, I had two operating modes when it came to work: “I’m happy with my job” and “I need to find a new job right this minute.” When I was happy with my job, I did excellent work at my day job and didn't worry much about the future beyond that role. I would learn new skills for the job, but I didn't always think about my overall career trajectory. Conversely, when I knew I needed to launch a job search, I shifted away from the work I was doing and started focusing solely on taking my next steps outside of my current role and organization. Only then did I shift to developing skills applicable to another workplace, meeting more people to help me get a new job, and planning to exit the organization. My New Mindset: Both/AndI finally realized I didn't have to pick between these two operating modes. Instead, I needed to shift my overall way of thinking and adopt the both/and mindset that was also more long-term and sustainable. I started focusing on myself as a working professional and what I needed to do to succeed personally, regardless of who my specific employer was. This included focusing on my ongoing learning and development, building my professional network, and planning for contingencies. This built up my career resilience, which helped me feel more confident that I would thrive regardless of my current work situation. Learning and DevelopmentWhen people think of learning, they often focus on formal degrees, certifications, and completion certificates from instructor-led classes. While these are valuable, and often a great foundation, ongoing learning can take many forms. Whether you attend a webinar, watch a TedTalk, read an article online, or listen to podcasts on your area of interest, you are continuing your professional development. Staying current with industry trends and continuing to learn and grow helps me perform well in my current role while also allowing me to be future ready. In an ever-changing world, continued professional growth is the best way to manage whatever happens next. Building My Professional NetworkToo often, networking is depicted as a superficial act that involves making initial connections with people, then dreading the next day’s “Would you like to buy something from me” calls. I approach networking differently. My goal is to build mutually beneficial relationships with people. Interacting with these connections provides opportunities to share information, learn from one another, and help one another out along the way. I use LinkedIn to track my professional network. I connect with people I've met before and with whom I share something in common. My LinkedIn network includes former coworkers, individuals I've sat next to at in-person events, people I've attended an online event with, and professionals working in the same field as me. Contingency PlanningRegardless of my role, and even if it seems to be going well, I always have a backup plan, a backup backup plan, and then a couple more backup plans after those. After weathering many layoffs and the unique challenges of each, I have a broad sense of the situations I may need to mitigate. Those include an unexpected job loss, choosing an interim health care option, and how to launch a post-layoff job search. Here are a few steps I have taken to help prepare for possible situations:
What Do You Think?How do you help yourself not worry about being laid off? Share your thoughts in the comments. Learn More
By Brenda L. Peterson, The Layoff Lady An Eventful Job SearchAfter nine months of career transition and a few unexpected twists and turns, my seventh post-layoff job search ended successfully in gainful employment. Take a look at my lessons learned this time around. New Challenges
My Post-Layoff Transitions: DurationPeople often ask how long a career transition lasts. To give a partial answer to that question, here is my unscientific, skewed-sample-size data on how long each of my periods of post-layoff career transition have lasted. The time listed starts with my last day of work with my previous employer (aka "Layoff Day") and ends with my first workday in a new role:
Overall, my average time in career transition is 128 days (just over 4 months). Layoff #7 was the longest one I've had so far, and 3 months longer than my previous record. Career Transition Duration: Contributing FactorsThere are a few key factors that made this period of career transition longer than after my previous layoffs:
The Numbers: Job Applications and InterviewsGiven that my previous employer was starting to make organizational changes, including a few rounds of "quiet layoffs," I started to keep an eye out for a new job starting in July of 2022, which I've included in this summary:
The Insights: More Opportunities, Fewer InterviewsOne challenge during this job search is the newly added focus on work location--specifically the following labels: onsite, hybrid, and remote. Part of why I felt comfortable relocating from Minneapolis, MN to Omaha, NE in mid-2022 was the prevalence of remote work. I also realized that the definition of "remote" for companies can vary widely. As I reflect on my job search, I wonder how many positions I applied for with companies who were not interested in or able to hire someone who lives in my current state of residence. While there are, indeed, many remote jobs available in my chosen field of learning and development, I discovered first-hand that companies and job search sites are not necessarily aligned on what each of these words means. Remote jobs mean more applications for me and way more competition:
The Numbers: Working With RecruitersRemember, LinkedIn is your billboard to the world. Be sure to make your profile a good representation of what you bring to the table as a job candidate. Have a strong headline that includes the job title(s) that interest you and a few key skills. Have your professional summary in the About section, your work experiences, and at least a couple of sentences about each of your previous jobs. This is what recruiters will check after you apply. This is what may come up in a recruiter's search when they are sourcing candidates. Make this count. Here are the responses from recruiters this time around:
My Re-Launched Job SearchIn April, when I re-launched my job search, I changed my overall approach.
At this point in my job search, I had also built stronger relationships with my colleagues in my Omaha-area professional development groups. When I first launched my job search in the fall, I had only been in the area for 2 months. Between then and April, I had met more people in person, talked with them in meetings, presented to groups, and helped a few of them solve business problems. I'm sure getting to know me better and working alongside me helped them to feel more comfortable speaking to my skillset and recommending me as my job search progressed. My Overall Insights
Learn MoreBy Brenda L. Peterson, The Layoff Lady Change Is The Only ConstantBusinesses are always changing. They constantly update their strategy to stay viable long-term. Changing staffing levels is one way they evolve to meet those needs. There are a few factors to be aware of that could indicate that changes to your company, and even your role in particular, might be coming. It's also important to note that the presence of one or more of these changes does not mean that all is lost. Use these indicators as one piece of data as you think about the possible future of your job with your current employer. On the positive side, changes may be good--like an opportunity for a promotion or taking on different responsibilities. Alternatively, it could mean that some jobs may be eliminated or changed significantly, which could result in positions being eliminated, layoffs, or even a company-wide reduction in force (RIF). Here are a few signs to look for that may indicate that bigger changes might be coming to your organization. Economic DownturnFrom the dot.com bubble to the 9/11 attacks to the subprime mortgage crisis to pandemic fallout and beyond, economic conditions impact the viability of individual businesses. During the pandemic, we saw some businesses boom (like video conferencing) while others struggled (like hospitality). Consequently, for organizations that were floundering, job eliminations followed. In 2022, mortgage rates rose, causing mortgage companies to streamline their operations. Now, as businesses shift gears post-pandemic, additional workforce changes may be on the horizon. This strategy may help companies realign their staffing levels to meet business needs in a cost-effective way to respond to new economic realities. Financial TroublesNot all companies are successful--even in a strong economy. Companies might miss their sales targets for a quarter (or longer) or start to lose market share to a competitor. It could be a result of a news story breaking that causes consumers to go elsewhere. Whatever the cause of financial troubles, companies need to adapt to survive. To adjust, they may start with small cost-cutting measures, like having fewer snacks in the breakroom or downsizing employee events. On a larger level, there may be hiring freezes, open positions going on indefinite hold, no raises, or skipping performance bonuses. There could even be temporary pay cuts or elimination of some benefits (like employer contributions to a retirement plan). Since salaries are one of the biggest line items companies have, eliminating staff is one way to address financial troubles that show a significant, more immediate impact on the bottom line. New LeadershipWhether a CEO or a frontline manager, leadership changes can impact an employee’s future. When a president is replaced, a VP of a critical department moves on, or a manager leaves due to personal reasons, new people fill those positions. When key staffing changes happen, it is unwise to assume your role and responsibilities are not up for discussion. Turns out, leadership changes beyond an organization can also make a difference. New political leaders with new policies can also impact government jobs or even whole professions. Recent presidential executive orders have prompted significant changes to Diversity, Equity, and Inclusion (DEI) programs and chages, or even eliminations, of those types of roles. New political leaders may also promote policies or initiatives that impact the future of government jobs, too. Within an organization, new leaders typically review the current state, assess staffing levels, revisit company goals, and make changes. This may include them bringing in their own people, restructuring departments, halting unsuccessful projects, or starting new initiatives. In some cases, they may bring in one or more consultants to make recommendations—including the jobs that will continue, their scope, and who will do them. In addition, sometimes if sweeping changes are on the horizon, company leaders start to leave for new opportunities. At one point, I worked for a very large organization with approximately seven layers of management above my individual contributor position. Before I was laid off, six of the seven people working in those positions left. Sometimes leaders leaving is not the cause of the changes, but an indicator that organization-wide changes are taking shape. Ownership ChangeCompanies are always adapting to stay viable. Sometimes, that means a change in company ownership. Possibilities include mergers, being acquired by another organization, acquiring another business, spinning off from a larger company into a separate entity, or changing how the organization is funded (like moving from venture capital to private equity). When ownership changes, so does the organization. In the event of a merger, duplicate teams will combine, and some positions may be consolidated or eliminated. A company culture with very structured documented processes may be replaced by a move-fast-and-break-things startup mindset. New company values or objectives may mean that a department once considered indispensable might now be seen as costly overhead. When a new company takes a closer look at finances, they may be ready to take more immediate action on teams that seem like they are a cash drain. Regardless of the circumstances, one thing is sure. The organizations in question will determine changes that need to be made and move forward to strengthen the company—which may or may not include a job for you. RestructuringOccasionally, companies revisit their goals and decide to switch directions. For example, a call center might start expecting all agents to be able to answer all call types, then shift to having specialized teams, and then decide later to outsource or eliminate a service altogether. The work that may have been completed by two teams may now be the responsibility of one brand-new department. This may also bring in new leaders with new ideas on how to organize work optimally. Shifts take place to minimize costs or capitalize on a potentially lucrative market. Recently, companies have made staffing changes to focus more resources on AI. Unfortunately, this also means that the job you have that was once considered essential may be deemed out of scope. Reduced ResponsibilitiesOn an individual level, changes to your job (especially if it becomes less challenging) may be a hint about the future of your role. If, at one point, you led projects, and now you are left out of crucial meetings, take notice. See if this is an isolated incident or a pattern. This may also be a downstream effect from changes elsewhere in the organization. For example, a new manager may observe you doing your (now less challenging) job and see a misalignment between the value you bring and the salary you receive. Whether this is due to a new boss who isn’t your biggest fan or one who has a former colleague they want to bring in to replace you, it’s important to pay attention. Changes in responsibilities may put you in jeopardy as the organization evolves. Company CultureDepending on company culture, the amount of voluntary and involuntary turnover varies. While some companies have employees who have been there well over a decade, others may have the bulk of their staff there for less than a year. A larger, more established company has a better chance of longevity, while a tech startup may have more people regularly coming and going. Some companies may quickly decide if an employee is an organizational fit and take action to move them out of the company more quickly. Others will have a structured (and often lengthy) procedure for attempting to correct performance before terminating. An organization’s mission, values, and day-to-day practices will influence your onboarding to a company and when and how quickly you might be offboarded if it's not working out. A Round of LayoffsThe most blatant indicator that you may lose your job is that the company has already done some layoffs. I used to think that if I was still employed after a layoff, my role was safe. Unfortunately, that is not always the case. At one of my jobs, the organization did several rounds of "quiet layoffs." The company never formally acknowledged job eliminations. Instead, I would notice that someone would be listed as "offline" in our office chat application, then later see a LinkedIn post from them saying they were looking for new opportunities. In that role, I had this experience of someone being gone about once a month for a few months. When the company released a new organizational chart, and I was on it, I thought I was safe--especially since at least a couple of people had been eliminated a couple of weeks prior. Shortly after, my position ended as well. All of The AboveSometimes, a layoff is inevitably caused by a series of events. For example, it may start as an economic downturn, followed by the company’s financial issues, then a leadership change, a resulting reorganization, and end with the company being sold. There could be layoffs at any point in this process, and it could also happen more than once. Learn MoreBy Brenda L. Peterson, The Layoff Lady Surprise! It's Layoff #5!Learning from experience can be one of the best ways to make needed changes. Learning from stories is another great way to glean valuable information. I invite you to review my lived experiences and see what insights resonate with you. In 2019, for the fifth time in my career, I found myself unexpectedly in a position where I needed to change jobs. The last time around, my position was suddenly eliminated on the day I returned from vacation. That was about two years before, and I was not expecting to have to do this again quite so soon. My Job Search NumbersAfter this layoff, things moved a bit more quickly than they had during previous career transitions. Even so, Keep in mind, too, that about half of the jobs I applied for did not send me any response. In their defense, I was on and off the market pretty quickly. With that, here’s how this job search shaped up:
Differences From Previous Job SearchesMy job search after layoff #4 lasted 147 days. That's right. It was exactly 100 days longer. So what were the differences between these two job searches? What magic did I use this time around to land a great new position so quickly? Time of YearFortunately (as I look at the bright side), I realized it was time to make a job change in late September. I’ve also found that being unemployed over the holidays nearly guarantees an extra month or two of job searching (or, more likely, waiting). My two previous job searches included the holiday season, lasting 180 and 147 days, respectively. This time around, when I estimated the possible length of my period of unemployment, I surmised that I would either secure a new position before Thanksgiving or I’d most likely be waiting to start a new role until February or March of the following year. Getting a jump start, even by a couple of weeks, made a big difference. Position AvailabilityDuring layoff #1 and layoff #2, I lived in Madison, Wisconsin. While I love Madison as a city, as someone whose chosen profession is corporate training, I knew that I needed to move to a larger job market or consider doing something else for a living. In the middle of layoff #2, I started targeting companies in Minneapolis and planning a move. Even with the challenge of relocating (and managing all of the other areas of my life that were in transition right then), finding a new job took under five months. Being in the greater Twin Cities area, even with me being more selective on where to apply, I still had a lot of options. I also learned to manage my job search anxiety by applying for additional positions each time I was concerned about not hearing back from one potential employer. Doing something that gave me a better chance of securing a new job felt much more productive than simply hoping that a particular role would work out. Professional NetworkI started using LinkedIn seriously in 2006, shortly after I started a new job. Since then, I’ve connected with coworkers, members of professional development organizations, colleagues with whom I’ve interacted, and pretty much anyone who I encountered and found interesting. I stay active on social media, share useful content, and attend industry meetings on a regular basis. Having this robust professional network and assisting individuals in my network when they are job searching or exploring new fields of interest has helped me immensely. When encountering a position that interested me, I immediately looked to my network to see who might be able to put in a good word for me and help me get pulled out of the initial pile of candidates. I have also had more than one “informal interview” with a possible referrer, so they feel comfortable recommending me for a position. Since people are putting their reputations on the line, I don’t take their assistance for granted. Strong QualificationsDuring this job search, I was also clear on the roles that interested me. I also had relevant degrees, recent job titles well aligned with the roles I was applying for, and current industry knowledge. While having someone refer me for a position definitely helps, I also knew I still needed to be a well-qualified candidate. Those qualifications helped me get from a courtesy phone interview to being considered a viable candidate for an open role. Pure Dumb LuckThere is a certain amount of planetary alignment that happens whenever something good manages to happen. In this case, a company in a field that interests me (software) had an opening for which I was qualified, and I had a former coworker willing to refer me for the position. The quote “The harder I work, the luckier I get” comes to mind, as does “luck is preparation meeting opportunity.” Sometimes, timing is everything. What Do You Think?What lessons have you learned from previous job searches? Share your best practices in the comments.
Job Search Challenges: Assessments and Company-Specific Projects During the Hiring Process1/21/2025 By Brenda L. Peterson, The Layoff Lady Demonstrating Your SkillsEmployers are trying to find someone to solve the unique problems their business has. Recruiters and hiring managers will want to make sure that candidates have the skills and competencies included on their resume. Let's look at a few ways employers might verify candidate abilities during the hiring process. About Assessments & Work SamplesDepending on the company, the newness of the position, and the level of the role, there may be more to the interview process than talking with all the stakeholders. Potential employers may want additional assurances that you are able to complete the key functions included in the job posting. Many employers will verify the information included in your job applicaiton to ensure it is accurate. It is common for a company to confirm your previous employment, certifications, education, and references. It is also common to ask to see previous work samples, often in the form of an online portfolio, for them to get examples of your previous work. For some roles, the organization, or a hiring manager, may ask you to do even more to ensure that you are the best candidate. These additional steps often include two key components: pre-employment assessments or role-specific projects. My Experience With AssessmentsAs a part of a few hiring processes, I’ve been asked to take various tests to assess my tendencies, abilities, and aptitudes. Key focus areas often include problem-solving, strengths, work style, spatial ability, logical thinking, and temperament. For one role after layoff #7, the first two “interviews” with one organization were online assessments that compared my test results to a role-specific and company-specific ideal profile. For that job opening, I had 2 “interviews” like this and received a rejection email without interacting with actual people. For another hiring process, I took online exams on logical reasoning, general intelligence, and basic math before I was eligible for a phone screen. Possible Issues With AssessmentsAs a hiring manager, your goal is to find a candidate who is a great fit for the open position. Assessments can be useful when they are used to verify skills relevant to performing a specific position well. However, some assessments may be checking for skills not required for a given role. In addition, some assessments are not intended to be used during the hiring process and may introduce irrelevant or biased information into the hiring decision. In addition, while using assessments can help an organization to find better candidates, they may also cause some potential candidates to opt out of the process. My Experiences: Work Samples & Small AssignmentsAs someone who works in the field of learning and development, I expect a potential employer to ask to see my portfolio. During the application process, they often ask for a link to an online collection of work samples. Sometimes, during an interview, an employer will ask me to "talk them through" my portfolio and highlight examples of a specific skill that they find particularly relevent. Alternatively, the hiring manager may commit to looking at my work samples later and ask which ones they should focus on to get the best sense of my skills. Since I often work in roles where I present in front of groups, I am always ready to make a 10 minute presentation to the hiring team. While most interviewers let me know a presentation is expected, I have also had people ask me during the interview if I could "teach them something" right then. For higher level roles, I've often been asked to create a "back of the napkin" plan for how I would onboard myself to the new organization. For example, for a Learning & Development Manager role where I would create the learnign function from the ground up, I was asked to create a 30-60-90 day plan outlining what I would do to get to know the organization and prioritize projects. My Experiences: Interview-Specific ProjectsFor some roles, the projects have become much more time intensive and elaborate. In my experience, companies may ask for custom work samples based on the role being new, the role being pivotal to future success, the company having a history of them not finding the "right" person for a similar role. Here are a few examples of the more involved projects and work sampels I've been asked to create as a part of the hiring process:
Issues With Interview-Specific ProjectsIn the abstract, I’ve seen many people bluster on social media about what they absolutely will never do as part of a job interview process. I also know that the decision feels much different when you're in career transition than when you are gainfully employed. It's a lot harder to hold firm to your boundaries when you are just certain that going the extra mile now will give you and edge and help you land that job. It's hard enough when you feel like you had a good phone screen and don't get invited back the next round. It's a whole new level of job search agony when you jump through hoop after hoop and learn that you were not selected. In fact, in all of these cases, I did not get the job. In one case, I got an offer that was later rescinded (because start-ups). In the final example listed--which also included 10 interviews, me reading the book written by the company's founder, and the aforementioned half day of work from me--the organization opted not to fill the position at all. My Insights On Company-Specific ProjectsI also have a few additional insights from all of these company-specific I have completed for this laundry list of jobs I did not get.
My Lessons Learned and Future Strategies
What Do You Think?What are your personal guidelines for how much time you will spend creating custom work samples during the interview process for a given job? Share your thoughts in the comments. Learn MoreBy Brenda L. Peterson, The Layoff Lady Employer-Focused Career PlanningWhen you think about your career, you may think in terms of your current job title, what the company needs from you, and how your job might change based on organizational needs. This employer-focused mindset prioritizes the success of the business above all else. Often, the career planning offered by your employer is a part of their overall succession planning and focused on making sure their workforce has the skills to address anticipated future company needs. It's important to remember that the needs of a given business will change over time, as will company leaders, the market, the economy, and more. If that employer's needs no longer align with the skills you have and the salary they pay you for those skills, the company may make the business decision to "go in another direction." The end result may be them finding someone else to do the work they need done regardless of the skill set they encouraged you to develop. Your New Mindset: Realistic OptimistIn much of life, having the right mindset makes all the difference. I choose to be a Realistic Optimist. That means I acknowledge the challenges inherent in situations and also realize that I have the power to make choices that will help me achieve a positive result--in this case, a career that is meaningful and fulfilling for me. Let's look at a few of the realities of work and your career:
Let's also look at what that means for you:
Given these realities, thinking of your work future only in terms of who is currently signing your paychecks is not the wisest course of action. Instead, it's time to shift how you think about your work life. You can not afford to prioritize an employer's needs over what you want and need from your career. It's time to give yourself a promotion! Congratulations! You are The CEO of YouLeveraging your Realistic Optimist mindset, you are now no longer just an employee doing what your current employer wants and needs you to do. Now, it’s time for you to think of yourself first and foremost as the Chief Executive Officer of your own company and the business of you. This makes you the CEO of You. As the CEO of You, you are looking for employment that is a good business arrangement for you. Just like the executive team at a company needs to make tough decisions for the organization’s greater good, you need to make decisions that are in the best interests of you and your household. Adopting this mindset will change your life. The Business of YouAs the CEO of You, it’s time to think about what success looks like for your business. What are your assets? What are your marketable skills? Which company or companies should be your business partners? When is it time for you to end a business relationship that is not working? When is it time for you to pursue a new opportunity better aligned with your life? Whereas you as an employee may feel like you do not have any options, you can't afford to think about your livelihood just in terms of what your biggest client (your current employer) needs. Instead, you need to make decisions for the good of your business as the CEO of You. One of those is determining how to protect one of your greatest assets–your ability to earn a living by leveraging your knowledge, skills, and expertise. You also want to stay mindful of all the aspects of the employment decisions you make and how they impact your overall wellbeing--including your career, physical, financial, social, and community wellbeing. Your Short and Long-Term GoalsAs the CEO of You, think about your long-term goals. Just like the company's CEO does not make decisions based on what other companies think they should do, you need to do the same. Regardless of other people’s opinions, make the right decision for you and your household. Align your next steps with your overall goals. Think in terms of preferences and priorities. Remember, too, that you’re not just the CEO of your career but the CEO of all aspects of you. If you're in career transition and searching for a new role, this means not taking “any old job” unless you decide that is the right move for you. If you're employed by an organization that wants you to learn a new skill set, you get to decide if that interests you and how you will invest your time, talents, and money to build those skills. You get to decide what is a valuable opportunity for you and decide your next steps as you work toward aligning what your employer needs and what you want to do. This also means that your business decisions may change over time as the environment changes. You can also change your mind about the right job for you if your current role has enough value for you to stay, when it is time for you to do something else, how you want to change direction, and more. Adjusting Your Business StrategyAt the end of the day, remember your role as the CEO of you and make a decision that aligns with your overall career and life goals. If that means quitting a job that makes you miserable regardless of the short-term financial consequences, you can do that. If you want to leave a job that your friends say should be your dream job, you get to make the right decision for you. If you decide to take your career in a whole new direction that others might think is too risky, you get to weigh your options and go in the direction of your choice. As the CEO of You, you are the driver of your career and your life. Act accordingly. Learn MoreBy Brenda L. Peterson, The Layoff Lady Preparing for a Positive ScenarioContingency planning is not the most upbeat topic. It's all about making a backup plan just in case something terrible happens. Instead of predicting doom and gloom, let's update our planning approach and focus on opportunity readiness. Opportunity readiness is about thinking about who you truly are, what you want your work life to be, and living into that future. When you step into that role of being the CEO of you, your focus shifts to what you want to be and positioning yourself for that success. If you've done that, you'll be able to identify what an amazing opportunity is for you--and be ready to go for it! An Opportunity Presents ItselfEven when you like your current company, position, or coworkers, sometimes you might hear about an opportunity that could be the right next step for you in your career. Here's what that might look like:
In each of these cases, you weren't actively looking for a new role. However, once you heard about the opening, you realized it might be just the thing you were looking for and found out more! Opportunity ReadinessOpportunity readiness is a part of career resilience that may not always occur to us. When people are not actively job searching, sometimes they neglect to make new networking connections, keep in touch with people they know, update their LinkedIn, or update their resume. However, these are EXACTLY the things to prioritize. Knowing what you want, staying in touch with your network, and always evolving your skills will position you to move quickly when the time comes. Your ResumeYour resume is the main document potential employers want to see. Even if someone contacts you about an opening, you’ll need an up-to-date resume to be considered. This document needs to summarize who you are as a candidate as well as your most relevant skills, work history, education, professional affiliations, and accomplishments. This is where you can shine! Keeping your resume current is a crucial first step. Including details on your current role, adding newly earned credentials, and highlighting recently used skills can help you shine. Getting a resume out the door within a couple of hours can improve your chances of being seriously considered. It's also a great way to help the person who connected you with the opportunity feel even more sure that you're a great fit! Your LinkedIn ProfileLinkedIn is your professional billboard to the working world. It is an all-purpose marketing tool where people can view information beyond your resume, see which other people and companies you may have in common, and read the content you share in your posts. When people are gainfully employed, they often stop fine-tuning their profiles and interacting with their professional connections. Taking time to polish your LinkedIn profile and posting content on your areas of expertise is a way to remind people of you and your professional value. In fact, continuing to be active on LinkedIn may very well be why someone contacts you about what might be the perfect opportunity for you. A great way to remind people of who you are and what you're good at is by posting relevant content. Sharing a picture of you leading a training session, or an article about a great new way to optimize a project will help people associate you even further with your skillset. Your Work SamplesYour work samples, often called your portfolio, are a way to demonstrate the skills you mention in your resume or LinkedIn profile. These work samples should give the hiring team an idea of your process and finished product examples. Creating a portfolio is not something that most people can quickly throw together. There are several steps, including identifying your overall portfolio goals, developing or selecting work samples, positioning each work sample to showcase your professional capabilities, and determining the technological aspects of how you might set up your portfolio. Since some employers may require a portfolio before seriously considering you for a role, pulling this together and updating it as needed can help make you success-ready. As you complete interesting projects,remember to add those to your portfolio It' s nice to have your portfolio grow and change as you evolve your skills. What Do You Think?What do you think would prepare you to move quickly on an opportunity if one presented itself? Include your thoughts in the comments. Learn More |
Author7-time layoff survivor Brenda L. Peterson, The Layoff Lady, waxes poetic on layoffs, job transitions, & career resilience. Buy The Book!
Were you recently laid off? Need a roadmap for what's next? Or planning just in case? Check out my book, Seven Lessons From Seven Layoffs: A Guide!
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