How to own your career journey and keep peace with your helicopter parents, too

I spoke to an incredibly bright, hard-working, promising senior in college yesterday. She told me about her summer internship with a major corporation in northwest Arkansas. She seemed excited about the possibilities of applying for graduate school and working full-time after graduation, too. With a solid GPA, plenty of leadership experience in athletics and extracurricular activities, and excellent soft skills, this girl will not have difficulty landing jobs. She’s top talent.

graduation-2276495_1280Whether you’re a college student who has it all together or not, senior year is still an exciting time full of promise if you’re completing graduation requirements and embarking on the next steps in your career journey.

One thing can really slow you down, generate drama and confusion, and inhibit your ability to make clear, strong decisions about your career, whether you’re top talent or not. And that’s a helicopter parent who refuses to stop hovering and insists on interfering in your career process.

Many helicopter parents recognize their children’s lack of soft skills—communication skills included–and inability to make decisions quickly, clearly, or easily. They want to help their children (soon-to-be adults), particularly when it’s time to choose a career path. Our world is evolving, in large part due to the role of technology, and many parents understand this and feel antsy about it. They want to help their children select a career path which provides stability, great earning potential, and solid benefits.

If you have a helicopter parent, it might not make you feel better to hear that your parents have your best intentions in mind. You probably don’t want your parents’ input regarding your career choices, the job application process, or your resume. Even if you love your parents, you may not love your parents’ opinions and steady stream of advice. You just want to own your own career process, whether you make perfect decisions or not.

Brandi Britton OfficeTeam District President
Brandi Britton, District President for OfficeTeam

Brandi Britton, OfficeTeam District President, advises college students to strike a balance when dealing with parents and to avoid shutting them out of the process completely. “It’s perfectly fine to talk through potential job opportunities with your parents. Since they have more experience, they may bring up factors you hadn’t considered.”

Britton also points out the importance of utilizing parents as valuable points of contact when networking. “Family members and others in your network can alert you to job opportunities and help set up introductory meetings with employers through connections. After all, networking still can’t be beat as a top way to get a job,” Britton notes.

Mike Caldwell, Director of Business Careers and Employer Development at William & Mary, suggests keeping parents informed but retaining ownership of the job search process. He offers three tips for college students.

Mike Caldwell
Mike Caldwell, Director of Business Careers and Employer Development at William & Mary

“1.  Inform your parents of the progress in your job search and what you’ve done to prepare. E.g. ‘I recently met with a career coach/advisor who helped me update my resume and structure my search process.’  Parents may assume you need help getting started if you don’t let them know!

2.  Ask your parents to help in specific areas which may be beneficial to your search. E.g. ‘I could really use additional networking contacts in XYZ field. Do you happen to know anyone who might be able to help?’ Your parents may have not written a resume in several years, but they may have great networking leads.

3.  For company selection, ask for input, but realize that your parents may focus on employers who are familiar or have existing name recognition. When discussing your selection process, it may be helpful to let them know a bit about the company or organization.”

Britton also reminds college students that asking parents for assistance on interviews and resumes is fine but cautions students about allowing parents to become overly involved. “Your parents can help you practice for interviews by posing questions that’ll likely be asked. Get their constructive feedback after mock interviews – how were your responses and delivery? Any parental involvement in the job search should be behind the scenes, such as using them as a second set of eyes for materials. Have your parents review your resume and cover letter for typos and to ensure you’ve highlighted key information.”

Ultimately, college students, particularly seniors, must strike out on their own and forge their own career paths. Not all career decisions will please your parents. That’s okay. We all make our own choices since we’re the ones living with the outcomes and consequences of those choices. Today’s college students have a wealth of resources available to them via career services, too. There’s no excuse for making uninformed career decisions, for not having a resume upon graduation, or for being unprepared for a job interview. Students should take full advantage of the career services office on campus, which ought to provide assistance with all this and more.

With the help of career services, faculty members, advisors, and yes—even parents and other family members—you’ll find that landing your first entry-level job after graduation and making career decisions probably isn’t as overwhelming as you thought it would be.

If you reach out to career services and don’t receive the help you were hoping to find, feel free to contact me for resume writing assistance, career development coaching, interview preparation tips, and more.

 

Helping, not hovering: Career assistance advice for parents of Gen Z students & recent grads

mom and sonDo you cringe when hearing the term “helicopter parents?” Nobody wants to be that parent—hovering over her child, offering unsolicited advice, attempting to thwart minor failures or skinned knees, and purchasing countless expensive gadgets and devices (because saying no is really hard!). But let’s face it. We’re all guilty of this occasionally–hovering, enabling, and causing  problematic behavior so prevalent in Generation Z students and recent grads.

Many experts in academics, career services, career coaching, and talent acquisition agree that by the time many Gen Z students graduate from college, they are simply not equipped with a strong set of soft skills. They’re often not confident about entering the workforce of today and contributing strongly to employers. Or worse, they’re overly confident.

Rather than spend time pointing the finger at our co-parents, blaming our school systems or higher education programs, or shaking our heads while gazing hopelessly at our own children and shrugging our shoulders, it makes more sense to ask ourselves that age-old question: “What’s my part in this problem? And how can I help ensure that my child is well-prepared for the world of work so that she finds a great job (and retains it) after graduating?”

cindy folmerCindy Folmer, Senior Human Resources Manager at L’Oréal USA, manages, coaches, and trains interns and entry-level employees daily. L’Oréal USA hires over 100 interns each summer. The company offers many of them the opportunity to join the Management Development Program. The program cultivates managers in distribution centers, manufacturing facilities, corporate headquarters, and other locations.

Folmer understands firsthand the challenges facing employers today in working with Gen Z college students and recent grads. “Proper manners, etiquette, ability to engage, and patience are all areas I see as challenges facing recent grads in the workplace. There are attitudes and behaviors, at times, that indicate those just entering the workforce believe they don’t have to put in the effort their parents did to move ahead as quickly. The challenge for employers is to engage this group so they are willing to learn and stay where they are in order to bring value to an organization. We’re committed to meeting this challenge at L’Oréal.” Folmer asserts.

What can parents do to prevent their children from developing attitudes like this to begin with? How can parents help their children develop strong soft skills?

  • Help children develop soft skills by encouraging the soft skill itself rather than by scolding the child for exhibiting its negative opposite. For example, if your child constantly procrastinates and never turns in homework on time, praise him when he turns it in on time. Visit with his teachers to open lines of communication; if you know when he’s submitting work on time, you can more easily encourage him. When he saunters downstairs one minute before it’s time to leave, express gratitude that he’s dressed and ready to go rather than making a snide comment about the way he fixed his hair (or didn’t brush his teeth).
  • Consider a technology-free zone in your home, a tech-free vacation, or a tech-free hour as a family. Model this behavior as a parent. If your child sees you with your nose in your phone, she’s not going to be inclined to put hers away. When you eat dinner—whether at a restaurant or at home—why not toss all your cell phones in a basket and engage in face-to-face conversation? This is a great way to encourage communication skills.
  • Teach children the art of waiting. Although we definitely need to stay ahead in the area of technology, we’ve made it easy for our children to get what they want when they want it. For instance, if they want to watch a specific television show they missed, we can jump onto In Demand,” suggests Folmer.
  • Encourage your children to find suitable career mentors and to explore their career goals early in life. This doesn’t require an extensive, formal assessment. Even elementary students can create vision boards and enjoy job shadowing and site visits. Most professionals absolutely love sharing about what they do, and chances are, your own friends and family members work in various career fields. Supervise this process to ensure your child’s safety, but don’t dictate which career fields your child chooses to explore, or you’ll take the fun out of it.
  • “Encourage them to absorb the pleasure of finishing something instead of jumping to the next activity. Give them something to do that will take time, such as learning a new sport, one they don’t really want to do. On the job, there will be tasks we don’t want to do; we have to do them, though. Then take a look back and talk through lessons learned, challenges overcome, and the excitement of success of each of these,” Folmer notes.

There are countless ways to help children learn soft skills and become confident in themselves. This confidence helps students, upon graduation, become candidates who are sought after by employers.

What if your child is struggling in his job search? How can you help? And should you help?

6950093_orig“College is a time for exploration, to learn, and to show that an individual can do things on their own,” said Matt Krumrie, a professional resume writer and career adviser who works with entry-level job seekers seeking that first job out of college. “Recent college grads should ask their parents for advice – but that’s it. They shouldn’t ask them to come to interviews – that really has happened – or expect them to lead their job search, or mention what they tell them in an interview.”

“Employers want to hire people who can think on their own, make decisions, and show they can get a job done without relying on someone else to always guide them,” Krumrie goes on to say. “When parents hover, or overstep boundaries in the job search, employers notice, and that hurts the job seeker. They wonder how much this will continue if hired, and in reality, it impacts hiring decisions. Once students graduates, it’s time to spread their wings, and show they are their own person ready to make an impact – without relying on mom and dad to lead them.”

Folmer agrees. “It’s very important at the stage of applications for parents to give their kids the opportunity to go it alone. I’ve seen too many kids come into the workplace with no idea how to complete an application. They also struggle with completing paperwork or making decisions. Be supportive, talk things out, and give them the tools necessary to go to the next level of their life.”

Each parent needs to decide the appropriate level of involvement with her own child. Whether you pay for career coaching for your child, encourage your child’s educational institution to offer soft skills training, send a career-related article to her, or offer no career advice and simply love her, the fact you took time to read this article means you’re a loving parent trying to do your best to help her—and she will be just fine in the end, no matter which path she chooses.

Contact me to discuss soft skills training programs, presentations, and opportunities for partnership with your child’s educational institution.

Which employers turn you on?

What does it take for an employer to turn you during your job search? How much time would you spend completing an application for an employer you were already interested in? And how much time would you invest completing an application for an employer you knew very little about? We’re dying to know your job search preferences and what matters most to you in terms of employer branding, benefits, and more.

application-1883453_1280What if you are not searching for a job, and you’re happily employed; should employers still try to recruit you? My colleagues and I want to know what matters most to you. Take this brief survey to help us understand what would make or break the deal for you. After closing the survey at the end of April 2017, we will analyze results. We look forward to writing an e-book and publishing/sharing results.

If you’re contemplating spending your 5-10 minute coffee break perusing Pinterest, Instagram, or LinkedIn instead of taking this survey, let me offer you two incentives. One lucky survey respondent–maybe you–will earn a free resume consultation/revision by yours truly. I’ll help you convert your existing resume into one you’re really proud of and one employers will notice. And 50 respondents will earn a $5 Starbucks gift card.

Click here to complete the survey now!  Thanks for sharing your insights and improving the workplace of today.

 

Who developed this survey?

The WorkPlace Group and Career Coach-Bethany Wallace developed the survey in collaboration with Lyon College and Rutgers University.

Collaborators:

Dr. Steven Lindner, Executive Partner, The WorkPlace Group

Dr. Domniki Demetriadou, Director and Partner, The WorkPlace Group

Bethany Wallace, Adjunct English Faculty, Lyon College, and Owner of Career Coach-Bethany Wallace

Sid Seligman, JD, Human Research Management Faculty, Rutgers School of Management and Labor Relations

Len Garrison, Manager, Career Services, Rutgers School of Management and Labor Relations

 

Part 1: What are your strengths and weaknesses?

Have you been asked this common interview question repeatedly—“What are your greatest strengths and weaknesses?” Chances are, you’ll hear it again. Recruiters, talent acquisition leaders, human resources professionals, and hiring managers will likely continue to include this common interview question in their repertoire.

Why? It works for them. It lets employers know whether you know yourself well (or not), and it demonstrates your ability to respond to tough personal questions without including a lot of clichés which drive employers crazy. In Part 1 of this two-part series, we’ll discuss how to respond to the first part of this common interview question—“What are your strengths?”


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Be careful when responding to this common interview question and discussing your strengths. There’s a fine line between bragging or stroking your own ego and simply sharing genuine, realistic strengths you possess. The difference comes down to the work you put into preparing your responses ahead of time (practice, practice, practice) and your communication skills.

  1. List more strengths than weaknesses (3:2 ratio is a safe bet).

This is common sense. Unless the recruiter specifically asks you to list the same number of strengths and weaknesses, why wouldn’t you list more strengths than weaknesses? Why would you rant on and on about your shortcomings? Play up your strengths. If you list two weaknesses, list three strengths. Even if you’re not the most confident person in the world, you want recruiters to believe you are. Spend a little more time talking about your strengths than you spend talking about your weaknesses, too.

  1. Highlight your soft skills.

Soft skills, by definition, are skills which combine talent and ability. By listing soft skills as your strengths, you’re setting yourself apart from candidates who may not have similar talents and abilities. There’s a little bit of intangible magic to soft skills, and employers know that. What makes a great leader? Can leadership be taught? Sure, to an extent. But there’s that talent component to every soft skill that is certainly a gift, and if you’ve got it, you certainly want to share about it during interviews.

Be sure to qualify and quantify your strengths when you share them. Don’t just respond by saying, “My strengths are communication skills, leadership ability, and great customer service skills.” Offer real-life examples to back up these claims just as you would on your resume. “One of my strengths is communication skills. I’m comfortable speaking to large groups. I have spoken to groups of up to 75 people at once and have done impromptu presentations. I talk to clients on the phone or face-to-face to solve problems and have often been called upon by my manager to resolve conflicts when my coworkers are having difficulty with difficult customers.”

  1. Tailor your strengths to the specific employment situation.

If you research the position, company culture, organization/employer, mission statement, etc., in advance, you’ll be well-positioned to tailor your strengths to the specific employment situation during the interview. Are you interviewing for a position requiring you to analyze data but which does not require you to interact with clients at all? Then it doesn’t make sense for you to highlight your communication skills as one of your strengths. It would make more sense for you to discuss your critical thinking skills and problem-solving skills.

Are you interviewing with a company that values work-life balance and encourages employees to volunteer in the community, offering incentives to those who do? You might want to mention community involvement as one of your strengths and discuss your participation in a non-profit organization or your contribution and service on a board of directors.

Stay tuned for Part 2 of this two-part series because this common interview question involves strengths and weaknesses, and you need to prepare  to respond to the entire question.

If you’re searching for jobs, your best bet for a successful interview is plenty of preparation. Reach out to me if you’d like to schedule an interview prep session.

About to graduate? 3 networking tips for college seniors

It’s spring semester, and graduation is two months away. Congratulations! If you’ve been consistently branding yourself, networking your tail off, applying for grad school or jobs, and have your resume and other materials in order, you’re probably feeling ready to launch into the next stage of your life: transitioning from college student to entry-level careerist. If you’ve been procrastinating visiting with career services professionals on campus and never read articles like these (and your mom just forwarded this article to you, or you stumbled across it as part of some divine intervention), you may feel a little nervous about what’s coming in May.

It’s great to get an early start on preparing for your future career and job search, but better late than never. Networking is a huge piece of the career preparation puzzle; remember, experts estimate (based on research) that up to 85% of jobs are landed via networking. Don’t spend all your time researching companies online and applying for jobs without ever attending career fairs or networking events. Don’t fail to connect with real people.

“Don’t be afraid to put in work on the front end to connect with people who can help you in your career or job search,” says Becky Warren, Career & Disability Services Coordinator.

Here are several great networking tips for seniors in college ready to launch their careers.


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  • Talk.

Sounds simple, right? But it’s so easy to focus on everything else… your appearance, the food at the networking event, the overwhelming number of employers or attendees, the number of job candidates or students, the noise in the room, the pit in your stomach or butterflies dancing in your belly.

Focus!

If you don’t have genuine conversations with people at networking events, career fairs, alumni events hosted on campus, and in other situations designed to give you opportunities to engage with real, live people, you’re missing the point. And guess what? You need to branch out and avoid talking to the people you already know.

Give yourself an assignment to talk to at least three new people when you attend an event. Obtain business cards if possible because this gives you an easy reminder for following up later (and contact information, too). It’s great to talk to people in your career field, but if you can’t identify people in your field, that’s okay. The point is to practice overcoming your fear of communicating with new people and to make new connections. You might enjoy yourself, and you might build great new connections.

  • Update your brand.

Before you step out the door to attend a face-to-face networking event or prior to logging on to a virtual event, check your online brand. Log into every social media site. Google yourself. You should do this regularly, but definitely do it prior to events.

Recently, I attended an event on a college campus. I interacted with a really cool, engaging, savvy student. Immediately following the event, I searched for the student on social media. Her profile picture gave me pause and seemed inappropriate. I chose not to connect after all. The bummer for that student is that I’m connected to some really awesome employers, recruiters, talent acquisition leaders, and entrepreneurs. These are all people who may have benefited this young woman in her future job search. But I have to look out for my own brand. I don’t connect (or remain connected) with people who don’t portray themselves in a positive light.

Don’t let this happen to you. Put your best self out there online, particularly when you’re job searching and prior to graduation. Remember, you cannot disconnect your brand from your networking efforts.

  • Don’t overlook the little people.

When you’re networking, don’t make the classic mistake of walking into a room and glancing at name badges or honing in on the most important looking people in the room and ignoring the rest of the minions. It’s egotistical and rude to focus on a few “big names” in the room, and honestly, it might be a waste of your time because—news flash—many other candidates will be playing the same game.

You’re better off to network with everyone. Just as in life, mix it up and try to engage with a very diverse group of people from all socioeconomic backgrounds, all levels of experience in the workplace, etc. You’ll have interesting conversations, and you may be surprised that those “little people” often have some hidden connections which can help you later in your job search.

The same goes for building and maintaining relationships in the workplace (not just at networking events).

“Don’t sell any co-worker short. Someday that person may be a leader, in a hiring role, or know of a hidden job they could tell you about because you have a professional relationship with them. Be nice to everyone you work with. It will pay off,” encourages Matt Krumrie, freelance writer and career expert.

Remember, networking is a web of relationships you’ve worked to build; you have to maintain them, too.

“As with any relationship, what you put in is what you get out,” shares Warren.

Networking is a two-way street; what are you giving back to the people who have given so much to you?

“Be a resource for others in your network. Be willing to connect them with people you know; help them if they have a question. Always be willing to help them solve a problem. It may not pay off immediately, but it will someday, guaranteed. And that is much more rewarding,” promises Krumrie.

About today’s contributors:

Becky Warren works in career services at a community college. With five years of experience in higher education, she has a passion for serving students and helping others plan for their futures. 

Matt Krumrie writes about careers, jobs and workplace topics and issues. Learn more at resumesbymatt.com

For help building your network, branding yourself well, or writing your own entry-level resume, reach out to me for a free consultation. 

6 reference tips for your job search

It’s a new year, and you’ve probably already set goals, counted calories, or reevaluated your priorities. Whether you’re applying for graduate school or scholarships, considering making a major career move, or applying for job openings, take time to check out these six tips related to asking people to serve as job search references, creating your reference page, and maintaining positive relationships with your references.

  1. Ask before listing people as references.

The cardinal rule of reference letters and listing people as references on job applications is to ask for permission. This sounds like a given, but you’d be surprised how many people simply list a few contacts on their job applications, assuming they’ll be glad to receive automated emails from companies and colleges. This is a major no-no and a great way to burn a bridge with someone who might otherwise be glad to serve as a reference.

Try to ask people to serve as references face-to-face. This gives you the chance to read their body language, observe facial expressions, and listen to their tone of voice. If you observe any hesitancy or negativity, don’t list the person as a reference. Ever.

2. Keep your references updated.

When you begin a job search, notify people who’ve agreed to serve as references. When you are up for a promotion, notify your references. Periodically ask your references for updates on their own job changes, too. Keep in touch with people who are helping you along in your career!

3. As much as it depends on you, remain on good terms with everyone.

The best way to ensure you receive glowing references from anyone a potential employer might call? Stay on good terms with everyone, including your supervisors and coworkers. Maintaining positive relationships is part of good networking–and strong networking skills will benefit you in your job search.

4. Remember that Google matters.

Did you know that about 94% of employers admit to searching for candidates online before inviting them in for face-to-face interviews? Let that haunt you while posting online late at night.

5. Brand yourself well online.

There’s more to branding on social media than locking down your scantily clad photos. Are you interacting with potential employers? Are you participating in Twitter chats related to your field of study? Have you joined groups for job seekers on LinkedIn? Do you follow companies of interest and pay attention to job openings? Do you make thoughtful comments in a timely manner? If it’s searchable, it may be found by potential employers. Be mindful of your interactions online at all times and be proactive in putting your best foot forward.

6. Create a strong reference list.

Maybe you didn’t have a great relationship with your last supervisor. Compensate on your reference list by listing other notable contacts. List supervisors in other departments who worked closely with you or cross-trained with you. List your boss’s boss if you had better rapport with him. Consider listing coworkers who have since been promoted. Understand that your former supervisor may still be contacted, and there is little you can do to control that. However, you can always do your part to create a strong impression by creating a strong reference list, a killer resume, and an impressive cover letter.

And when your future boss interviews you, you’ll nail it.

Need help managing your job search? Reach out to me for help.