You've worked long and hard to be the best you can be but you're out of work. The Job Market is dismal. Unemployment is the highest you've ever seen it. You're getting interviews which means your resume is working. In the interviews, you're hearing those dreaded words - you're "overqualified." So, what direction is there other than down? Up! You want to go up.
Overqualified is a bad label in more ways that you can think of. They could be using that as a euphemism for "You're too old but if we say that you can sue us." They could have decided, without discussing it, that you're going to cost too much. They could have made up their mind that the job will bore you. If you're really overqualified for the job you're interviewing for, it's a valid concern for both of you. You don't want to be underemployed - it's not satisfying and it's hard to keep yourself motivated. The employer doesn't want someone who will probably move on as soon as they can. Remove employee benefits from the employer's list of concerns. There are agencies to help you provide your own benefits. Leverage your value. Spell it out in ways that will appeal to the people who need you. Here are a few ideas on where you can go when you're already at the peak:
1. Interim management. Thousands of companies start up every year. None of them can afford full-time people at your level when they're starting but they all need your expertise. Leverage your years of experience, your extensive network of other experts, and your knowledge to make yourself the "go to" person not only for your own expertise but for experts in other fields.
2. Consultant. Thousands of larger companies have cut back. They still need what you bring to the job. If you're a consultant, you can choose your clients and your hours. You can fire a client who's difficult. You can have more control than you've ever had. You might even be able to consult with the companies that you've worked for in the past. They already know you and are probably short-handed.
3. Owner. The services you provided to employers still have value. Whether you were a heavy construction superintendent or a chief financial officer, you can teach a team how to do a specific part of that work and be an outsourced service for the kinds of companies you've worked for. You know what they need and you know how to deliver it in terms they will understand.
Conclusion: Back away from the search for a minute and consider what your greatest assets are for your industry. Consider the experts that your previous employers have hired in the past. Then, using clear, concise communication, market yourself as a product or service you know they need. Identify your value and use all the tools at your disposal so you can take a giant step toward success.
The economy is slowly improving. There may be more jobs available but that also means that your competition is stepping up their job search. Make sure your activities are bringing the results you want.
After a long couple of years of continuous job losses, the economy is finally beginning to recover. Of course, employers still have a long way to go before all are hiring again - or even bringing back their benefits packages - but at least there is now room for more people to find new jobs without competing against the world for the same positions.
As a top-level executive, now is the time to dive in and begin reviving your job search as the economy revives. With employers creating new positions, you want to take the steps necessary to make sure you stand out.
Clean Up Your Resume
One of the first steps to take when jumping into your executive job search is cleaning up your resume. Hopefully, you've made attempts to regularly make updates to it as your career has evolved, but this doesn't mean that your resume isn't still a work in progress. There are things you can do to continue to clean it up and make it stronger.
For instance, you could make sure that your job summaries quantify your best results (money made, workers managed, project time frames). In addition, if you've done anything in your interim period that could be listed on your resume (created a blog, added a new social networking profile, spoke at an event) these are things that you could mention that could give it more strength.
Strengthen Your Executive Brand
Now's also the time to make sure that your executive brand is strong and visible. With many years of experience under your belt, you should have a great enough career focus to brand yourself specifically within your industry. Who are you? What are your specialties? What type of leader are you? How many people/businesses have you affected? Who is interested in hearing what you have to say?
All of these questions could be easily answered by getting out in front of people at speaking engagements, become a board member of one or more organizations, developing an online presence through social networking profiles (LinkedIn and Twitter) and blogging, as well as creating a website under your name. You could even try to get yourself interviewed with local newspapers or other publications, while giving yourself a title that will tell the world who you are.
Take Unconfident Language Out of Your Executive Bio / Cover Letter
One major mistake that some job seekers make - even at the executive level - is to showcasing low self-esteem in their paragraph-based interimsmanager gesucht documents like executive bios and cover letters. The intention is to not look unconfident, but it occurs anyway through the use of words and phrases like "Hopefully," "I'm just," "I'm only" and "I should." These words not only make you look unconfident, but make you look unprofitable. If you're not sure of your capabilities, how could an employer feel good about them?
Wednesday, 26 October 2011
interimsmanager gesucht labour market
Although we're starting to see an uphill climb through 2010, the latest forecast from the OBR (Office for Budget Responsibility) sees economic growth slowing in 2011.
So how does this translate into the UK labour market? Well, unemployment figures were 7.7% (2.5 million unemployed) which interestingly compares to 11.9% in the 1980s and 10.7% in the 1990s. Even in the booming 2007 (the most recent busiest and profitable time for the recruitment industry), unemployment was 5.3%.
Real Job Creation There is a general concensus in the recruitment industry that real job creation does not occur until the GDP is above 2.5-3% and this is not forecasted to happen until 2012. The latest GDP figure is just 0.7% (from the Office for National Statistics)
Jobless Recovery The REC believe the recovery following this recession has been different for two main reasons;
Employers have hung onto their talent and found other ways to reduce their people based costs. For example; reduced overtime; short time working; pay freezes and no bonuses; and sabbaticals Continued use of flexible resources Which is the use of the temporary, interim and contract workers which accounts for 5% of the UK workforce(around 1.2M)
There is also the reduced productivity in the UK - the lowest for 10 years - which has meant there is spare capacity.
All this has led to reduced fluidity in the market - fluidity is the name given to people changing jobs and this recession has seen a great reduction in people changing jobs. The UK labour market needs people to change jobs in order to create a domino effect that kick starts a thriving recruitment market.
The good news is the REC believe we are starting to see some increase in fluidity.
The Employer View The REC also regularly surveys organisations to find out more about their views on the labour market, findings show that "confidence is increasing; recruitment freezes are being lifted and more hiring will happen in the next 3-12 months"
The UK recruitment industry are also feeling more confident with over 74% of those polled in the webinar saying they think the UK recruitment market is really starting to pick up.
Bouyant Sectors for 2011 The CEO of the REC shared his thoughts about the sectors he believes will be the most bouyant throughout 2011;
Technology - already seeing rapid growth in permanent and temporary hires
Financial Services - and the industries related to it i.e., insurance etc
Sustainable Energies
Oil and Gas - largely unaffected by the recession
Labour Trends There were also three points made about general trends in the labour marketplace which are also worth sharing with the UK project management marketplace;
Wealth created by intangibles
Organisations (70% of the Fortune 500) know their wealth and profitability is generated by their people and their brands. Although 75% of CEOs surveyed by Monster.com believe that attracting the right talent to their organisations is getting more difficult.
Shift to freelance working
A poll of 16-25 year olds showed that 86% of them think they will be working on a freelance or self employed capacity when they enter the workforce. The benefits of managing their own careers is seen as one of the main attractions.
Social media is growing as a method for job searching
What will be interesting to see is how organisations respond to this relatively new method in their quest to attracting the right talent.
Project Management Labour Trends Arras People are busy behind the scenes carrying out the current Project Management Benchmark Report for 2011 which features current project management labour trends.
If you're interested in seeing this information interimsmanager gesucht in early February 2011, take part in the survey (takes about 8 minutes) and you will receive the full report. The full report will be unavailable until mid 2011 for those choosing not to take part.
So how does this translate into the UK labour market? Well, unemployment figures were 7.7% (2.5 million unemployed) which interestingly compares to 11.9% in the 1980s and 10.7% in the 1990s. Even in the booming 2007 (the most recent busiest and profitable time for the recruitment industry), unemployment was 5.3%.
Real Job Creation There is a general concensus in the recruitment industry that real job creation does not occur until the GDP is above 2.5-3% and this is not forecasted to happen until 2012. The latest GDP figure is just 0.7% (from the Office for National Statistics)
Jobless Recovery The REC believe the recovery following this recession has been different for two main reasons;
Employers have hung onto their talent and found other ways to reduce their people based costs. For example; reduced overtime; short time working; pay freezes and no bonuses; and sabbaticals Continued use of flexible resources Which is the use of the temporary, interim and contract workers which accounts for 5% of the UK workforce(around 1.2M)
There is also the reduced productivity in the UK - the lowest for 10 years - which has meant there is spare capacity.
All this has led to reduced fluidity in the market - fluidity is the name given to people changing jobs and this recession has seen a great reduction in people changing jobs. The UK labour market needs people to change jobs in order to create a domino effect that kick starts a thriving recruitment market.
The good news is the REC believe we are starting to see some increase in fluidity.
The Employer View The REC also regularly surveys organisations to find out more about their views on the labour market, findings show that "confidence is increasing; recruitment freezes are being lifted and more hiring will happen in the next 3-12 months"
The UK recruitment industry are also feeling more confident with over 74% of those polled in the webinar saying they think the UK recruitment market is really starting to pick up.
Bouyant Sectors for 2011 The CEO of the REC shared his thoughts about the sectors he believes will be the most bouyant throughout 2011;
Technology - already seeing rapid growth in permanent and temporary hires
Financial Services - and the industries related to it i.e., insurance etc
Sustainable Energies
Oil and Gas - largely unaffected by the recession
Labour Trends There were also three points made about general trends in the labour marketplace which are also worth sharing with the UK project management marketplace;
Wealth created by intangibles
Organisations (70% of the Fortune 500) know their wealth and profitability is generated by their people and their brands. Although 75% of CEOs surveyed by Monster.com believe that attracting the right talent to their organisations is getting more difficult.
Shift to freelance working
A poll of 16-25 year olds showed that 86% of them think they will be working on a freelance or self employed capacity when they enter the workforce. The benefits of managing their own careers is seen as one of the main attractions.
Social media is growing as a method for job searching
What will be interesting to see is how organisations respond to this relatively new method in their quest to attracting the right talent.
Project Management Labour Trends Arras People are busy behind the scenes carrying out the current Project Management Benchmark Report for 2011 which features current project management labour trends.
If you're interested in seeing this information interimsmanager gesucht in early February 2011, take part in the survey (takes about 8 minutes) and you will receive the full report. The full report will be unavailable until mid 2011 for those choosing not to take part.
interimsmanager gesucht a management consultant
To avoid group think or to obtain objective input to the decision process retaining a management consultant may be one of the best choices you can make. A well qualified consultant can lead you to solutions that are unaffected by internal biases and influence. Using experience that comes with multiple years of exposure to diverse companies and industries a consultant will quickly determine the root cause of a problem, assess the impact, guide you to a solution fitting your company and culture, and develop a plan of action that implements the solution with the minimum disruption at the least possible cost.
Completing the action plan could signal the end of the engagement but a consultant worth their salt should have the ability to help you implement the solution, either directly or by recommending other qualified vendors, or by coaching key employees to implement the recommended actions.
Once you decide to hire a consultant how are you going to choose one that best suits your company? Searching the internet will provide thousands of possibilities, but then what? Are all consultants created equal? If not narrowing this list to only include those with serious potential becomes a major undertaking. Searching for and choosing the right consultant should begin in one of the following places: those you've worked with in the past, those recommended by a trusted advisor or those recommended by a trade association representing your industry.
Once you develop a reliable list of three to five prospects subject each to the same interview process you would use to select a key team member. The final selection should be based on the level of trust you can develop with the consultant, their experience and their ability to fit in with your company. Regardless of the length of engagement if you can't trust your consultant, if they don't have the skills and experience you need, or if they rub everyone in the company the wrong way you can't win. You'll spend the remainder of your time on earth telling everyone it isn't worth their time to work with outside consultants. Send your money to me; it will be just as well spent.
So now that you've selected a consultant you can work with what's next? The absolute first thing you must do is to develop a concise, unambiguous statement of work, interim goals, and a schedule. These need to be included as a binding part of the contract and any change to the scope of work must be bilaterally agreed on and incorporated into the contract. Second, use the time between ratification of the contract and the start work date to arrange for facilities and/or network access. Don't put yourself in a position of having to pay for dead air time. Assemble all the materials the consultant will need to begin their task and schedule any previously identified meetings to reduce possible conflicts. Finally, if appropriate, let the employees know that there will be an unfamiliar face around the coffee pot.
An outside consultant can be your biggest asset or worst nightmare. You hold the controls.
Do you want to learn more about how to increase your competitive win rate?
Your pay day makes a few days happy for you. Based on your income flow you arrange or manage your budget. Amidst of that if any unexpected eventuality erupts then it causes rift further in you tight financial situation. In this view, payday loan no credit check is a solution to your money worries. You can obtain these loans from anywhere in the money market. A quarter of lenders are out there in this regard. You cover the financial gap between your two pay days.
Later, you are able to spend the raised funds on urgent any eventuality like medical surgery, an accident, an unexpected bill that can cause several serious problems to you.
For all that, you are able to obtain a sum based on your income flow. However, generally, a borrower of any income class can take out a fund anywhere from £100 to £1,200. You repay the loan amount in 2-4 weeks. The loan amount is to be transferred into your account within the few hours of your application making.
The loan application contains takes account of your personal and financial profile. In this prospect, the every Briton having a valid record of his employment and a current account number can apply for payday loans no credit check. Sometimes, the individual should be an 18-year-old with a monthly income of £1,000. These details should be mentioned in the loan application form. Interesting thing about the loan is that your credit report is not at all taken into account.
Depends on your repayment capacity, you have to repay the amount of the loan within 7 to 30 days. Lenders deduct their loan amounts automatically from your account on the day of your salary well after your consent. Though you can extend the repayment tenure simply by sending a formal request to the lender concerned, the lender will take some charges in return. So, you should make it sure before you take any such a loan decision if there is any charge on repayment extension. You can search for various online lenders providing payday loans no credit check. By digging a comparative search, you can cultivate a suitable deal for you.
So, payday loans no credit check are designed to meet your varied short-term demands. On the top, they do not involve any credit check. Thus, even a bad credit can make the loan application. There is not a problem availing interimsmanager gesucht a payday loan as it is away from the hassles of the credit check. Later they provide you a quick way to meet your financial requirements.
Completing the action plan could signal the end of the engagement but a consultant worth their salt should have the ability to help you implement the solution, either directly or by recommending other qualified vendors, or by coaching key employees to implement the recommended actions.
Once you decide to hire a consultant how are you going to choose one that best suits your company? Searching the internet will provide thousands of possibilities, but then what? Are all consultants created equal? If not narrowing this list to only include those with serious potential becomes a major undertaking. Searching for and choosing the right consultant should begin in one of the following places: those you've worked with in the past, those recommended by a trusted advisor or those recommended by a trade association representing your industry.
Once you develop a reliable list of three to five prospects subject each to the same interview process you would use to select a key team member. The final selection should be based on the level of trust you can develop with the consultant, their experience and their ability to fit in with your company. Regardless of the length of engagement if you can't trust your consultant, if they don't have the skills and experience you need, or if they rub everyone in the company the wrong way you can't win. You'll spend the remainder of your time on earth telling everyone it isn't worth their time to work with outside consultants. Send your money to me; it will be just as well spent.
So now that you've selected a consultant you can work with what's next? The absolute first thing you must do is to develop a concise, unambiguous statement of work, interim goals, and a schedule. These need to be included as a binding part of the contract and any change to the scope of work must be bilaterally agreed on and incorporated into the contract. Second, use the time between ratification of the contract and the start work date to arrange for facilities and/or network access. Don't put yourself in a position of having to pay for dead air time. Assemble all the materials the consultant will need to begin their task and schedule any previously identified meetings to reduce possible conflicts. Finally, if appropriate, let the employees know that there will be an unfamiliar face around the coffee pot.
An outside consultant can be your biggest asset or worst nightmare. You hold the controls.
Do you want to learn more about how to increase your competitive win rate?
Your pay day makes a few days happy for you. Based on your income flow you arrange or manage your budget. Amidst of that if any unexpected eventuality erupts then it causes rift further in you tight financial situation. In this view, payday loan no credit check is a solution to your money worries. You can obtain these loans from anywhere in the money market. A quarter of lenders are out there in this regard. You cover the financial gap between your two pay days.
Later, you are able to spend the raised funds on urgent any eventuality like medical surgery, an accident, an unexpected bill that can cause several serious problems to you.
For all that, you are able to obtain a sum based on your income flow. However, generally, a borrower of any income class can take out a fund anywhere from £100 to £1,200. You repay the loan amount in 2-4 weeks. The loan amount is to be transferred into your account within the few hours of your application making.
The loan application contains takes account of your personal and financial profile. In this prospect, the every Briton having a valid record of his employment and a current account number can apply for payday loans no credit check. Sometimes, the individual should be an 18-year-old with a monthly income of £1,000. These details should be mentioned in the loan application form. Interesting thing about the loan is that your credit report is not at all taken into account.
Depends on your repayment capacity, you have to repay the amount of the loan within 7 to 30 days. Lenders deduct their loan amounts automatically from your account on the day of your salary well after your consent. Though you can extend the repayment tenure simply by sending a formal request to the lender concerned, the lender will take some charges in return. So, you should make it sure before you take any such a loan decision if there is any charge on repayment extension. You can search for various online lenders providing payday loans no credit check. By digging a comparative search, you can cultivate a suitable deal for you.
So, payday loans no credit check are designed to meet your varied short-term demands. On the top, they do not involve any credit check. Thus, even a bad credit can make the loan application. There is not a problem availing interimsmanager gesucht a payday loan as it is away from the hassles of the credit check. Later they provide you a quick way to meet your financial requirements.
interimsmanager gesucht A service management
A service management process model helps to tie all of your service organization processes together and illustrates and conveys how each of your processes integrate with each other, in a simple and formal view. An overhaul management process model is often at the core of your SM capabilities and is usually the single point of contact for all your SM knowledge and processes.
Setting up a service management procedure model can be very valuable and worthwhile activity, ensuring you meet the needs of your audience is the important part.
Remember with such an initiative, it is not your opportunity to try to show case your service administration skills and knowledge by baffling people, establishing a service management model is an opportunity to consolidate and provide to a wider audience a high level overview of your capabilities to support your core it services.
When creating an examination management model, you first need to ask - what capabilities do we currently have in place now? What processes have you already implemented? Are they interim state processes or end state? If you are currently developing your baseline process capabilities you need to be explicit about what versions are published, by all means include a road map of your development activities however try not to confuse your audience - ensure the processes published reflect how you operate now.
Include the following considerations when creating your SM model:
• Be clear about your audience, your model should be providing information, processes, inter dependencies and a place where users can go to understand how to utilize your service organization capabilities day to day
• Ensure you include a background and overview of the model; effective service management models are specific to each organization so ensure you tell people what your specific model it is about.
• Ensure it easy to understand 'at a glimpse' you immediately understand what it is trying to portray. You may get it and understand it, but your goal here is to ensure that anyone can get it and understand it.
• Ensure you have a regular 'update' mechanism to keep things up-to date- there is nothing worse than out of date material
• Kick off a campaign to clearly communicate, the location, intent and content
• Link your service management process model content to your knowledge base; ensure the content is search able and relevant
• If at all possible enable your service interimsmanager gesucht management model to be 'dynamic'; this makes it easier for users to navigate the various levels of your model.
Setting up a service management procedure model can be very valuable and worthwhile activity, ensuring you meet the needs of your audience is the important part.
Remember with such an initiative, it is not your opportunity to try to show case your service administration skills and knowledge by baffling people, establishing a service management model is an opportunity to consolidate and provide to a wider audience a high level overview of your capabilities to support your core it services.
When creating an examination management model, you first need to ask - what capabilities do we currently have in place now? What processes have you already implemented? Are they interim state processes or end state? If you are currently developing your baseline process capabilities you need to be explicit about what versions are published, by all means include a road map of your development activities however try not to confuse your audience - ensure the processes published reflect how you operate now.
Include the following considerations when creating your SM model:
• Be clear about your audience, your model should be providing information, processes, inter dependencies and a place where users can go to understand how to utilize your service organization capabilities day to day
• Ensure you include a background and overview of the model; effective service management models are specific to each organization so ensure you tell people what your specific model it is about.
• Ensure it easy to understand 'at a glimpse' you immediately understand what it is trying to portray. You may get it and understand it, but your goal here is to ensure that anyone can get it and understand it.
• Ensure you have a regular 'update' mechanism to keep things up-to date- there is nothing worse than out of date material
• Kick off a campaign to clearly communicate, the location, intent and content
• Link your service management process model content to your knowledge base; ensure the content is search able and relevant
• If at all possible enable your service interimsmanager gesucht management model to be 'dynamic'; this makes it easier for users to navigate the various levels of your model.
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