The Importance of Networking

Leave the Resume Alone! 10 Factors to Focus on First

Posted on December 27, 2012 by Hannah Morgan

There are many reasons many are unemployed for an extended period of time… and it has very little to do with their resumes.
Yet, this document is where many job seekers focus almost all of their effort. The resume is reworked, tweaked and manipulated to death.
Stop!
A successful job search is about knowing the right people and having them know you as a capable, hireable candidate. The resume is important, but it is secondary. The resume should serve as supplemental documentation – used only after you know what you are selling… and how to sell.
These are the top 10 factors a job seeker should focus on first, before touching that resume again:

1) Explore Options for Work Beyond a 60 Mile Radius

I hear job seekers talk about the fact that can’t relocate their families more than any other objection. Ludicrous. No one says you have to move your family. No one even said you had to relocate yourself. In today’s world, more and more jobs can be done virtually. You will never know what the options are unless you pursue them. The one, most obvious choice, is to expand your search territory. See what happens!

2) Use a Proactive Approach

Don’t wait for a company to post a job, identify potential employers and pursue them. Leave no stone unturned. Create a list of at least 50 employers that are likely to need someone who does what you do. Now you can follow these employers on LinkedIn, Twitter, in the news and see what they are up to.

3) Laser Focus

Be extremely clear on what problems you are great at solving (and enjoy solving). You cannot, and should not, be all things to all companies. Know what you are good at and sell it!

4) Sell Yourself

No, not in a slimy or spammy way, but with conviction and sincerity. When you introduce yourself, use language that everyone can understand and make it interesting.

5) Stop Saying You’re “Looking for any Job”

When you confess that you’re looking for “any” job:, you sound desperate. This makes most people want to run and hide. Even if they did have a job, they probably wouldn’t offer it to you. You are seeking information! Really, you NEED to learn about other companies and perhaps industries to see what they are doing and how they work.

6) Have More Conversations

Because most external hiring comes through referrals, spend more time meeting people and less time applying for jobs online. Your chances of landing a job because you know someone inside the hiring company are many times greater!

7) Really Research Your Industry and Occupation

Know what technology is being required. Know what the challenges are. Know the direction your occupation is headed in as well as your industry. Your goal is to be a walking encyclopedia on the topics facing your field.

8 ) Understand and Use LinkedIn

You don’t need to take a class – jump into LinkedIn and self-learn. Read blog posts, watch a video and start a “new users” group so you fully understand the best practices. This tool will be around for awhile and you’ll want to use it once you’re employed too.

9) Be Positive

Complaining, bad mouthing, lack of self esteem all work against a candidate. Fix this! I know how hard it is to be out of work, but you can and must control your attitude!

10) Be a Giver, Not a Taker

An overriding principle of networking and strong interpersonal communication is to be a good listener. Are you developing your listening skills? Are you making conversations more about the other person? Are you volunteering? What else can you do to help others?
Now, having said all this, I know that having a strong, accomplishment based resume is always good. The resume must be customized for every job you apply to. It must uniquely convey your strengths. It should be error-proof and truthful.
Yes, you have to have a good resume. But do these other 10 things first!

For this post, YouTern thanks our friends at Career Sherpa!

About the Author: Hannah Morgan brings over 10 years of experience helping displaced workers search for their next opportunity, and has developed and delivered workshops as well as managed the implementation of Career Navigator, a five-day intensive boot camp for professional level job seekers.
In addition to her blog, Career Sherpa, Hannah is honored to be designated as Job Search Navigator on Job-Hunt.org as well as a featured blogger on HerRochester. She also contributes to Career Collective, a community of expert career coaches and resume writing professionals who write monthly on job search topics, and guest blogs for Brand-Yourself.com on social media trends and tools. Follow Hannah on Twitter!
 

Week in Review

Happy Holidays! Below, are jobs posted between December 22-28th. With the New Year quickly approaching, now is the time to get your resume out there!

Service Center Associate-Segwick CMS
Patient Services Rep--Pinnacle Health CVIA Lingelstown Rd Phys Office
Medical Assistant--Pinnacle Health Family Care Colonial Park
ED Registration Rep--Pinnacle Health
Customer Service Rep, Credit & Collect--Pinnacle Health
Clinical Assistant--Pinnacle Health Med Surg Critical Care
Client Services Proc Ret Services--Fulton Financial Corp
Senior Payroll Administrator--Glatfelter        
Business Office Supervisor--Golden Living Centers
Personal Care Assistant--Staffing Plus
Patient Admin Service Specialist-Wellspan
Unit Secretary/Nursing Assistant-Wellspan
Office Clinician--Hanover Hospital
Financial Services Rep--Susquehanna Bank
Customer Care Specialist--Collabera
Supervisor/Legal Secretary--Abel Personnel
Lead Medical Records Specialist-Lancaster General
Dining Room Coordinator-Country Meadows
Bilingual Customer Care Specialist--Superior Technical Resources
Customer Service Rep--Reckitt Bencksier
Physician Office Clinical Assistant-Wellspan
Clinical Support Staff/Medical Records Tech-Family First Health
Associate Service Ops Spec--Coventry Health Care
Legal Secretary/Lead-JFC Staffing
Administrative Assistant--Childrens Home of York


More will be posted tomorrow. Stay tuned.....

A half dozen ways to use holidays to advance your career, internship

A half dozen ways to use holidays to advance your career, internship

Do you fit?

Organizational Culture: Finding the Right Fit

In the social sector, organizational culture can make or break an employee’s ability to succeed at and be satisfied in a role. However, organizational culture is often difficult to assess because its definition relies on many aspects of an organization, some of which are not always easily accessible to prospective employees. This article aims to demystify organizational culture, and suggest some ways that jobseekers can evaluate cultural fit throughout the application and interview process.
What Factors Define Organizational Culture?
Organization culture is characterized by the attitudes, experiences, beliefs and values of an entire organization. In the nonprofit world, an organization’s culture is closely tied to its mission and programs. The attributes of an organization’s culture can be tangible, such as dress code or physical work environments, or intangible, such as shared values and definitions of success. Some factors that define organizational culture are:

• Mission connect – This involves the level of importance of staff commitment to the organization’s mission. Additionally, it includes how individual staff members contribute to the advancement of the mission.
• Leadership/management styles – The way that staff is managed and the emphasis on leadership in that organization. This also includes the ways decisions are made and problems are solved, whether collaboratively, individually, or with some combination.
• Reporting structure – The way the organization is arranged in terms of hierarchy. This could mean a tiered or flat system of reporting.
• Language and communication - The internal language or terms used and understood by staff. Also, specific terms or key messages the organization uses in external communication, as well as general communication style.
• Physical work environment – The space that the organization occupies, such as offices, cubicles, or open workspaces, and common areas like reception, a kitchen, or a lunch room.
• Staff diversity – The level of importance of diversity of backgrounds, experiences, or beliefs the organization values. Also, the level of importance that staff share racial, ethnic, or economic backgrounds with the communities the organization serves.
• Interpersonal dynamics – The way staff interact. Whether the environment is highly structured, intense, impersonal, or collegial, for example.
• Titles – The importance of staff titles and how titles affect how staff perceive their own role and the roles of others.
• Traditions and celebrations – This includes how the organization acknowledges personal successes and other milestones. This can be a range of social rituals institutionalized across the organization.
• Work pace – Whether work is done at a fast, moderate, or leisurely speed. This also relates to the work/life balance for staff.

Each of these factors plays an important role in shaping the culture of an organization. Not one of them alone can define an organization’s culture, but instead it is a combination of these factors that make its culture unique.
Prioritizing Your Cultural Preferences
It is a good idea for jobseekers to prioritize aspects of the ideal organizational culture from the outset of their job search. This will make assessing your compatibility with a specific organization easier. Not all organizations will have all of the most-desired factors, but many can have a combination of high and mid-priority cultural factors that make it a cultural fit.
One of the most important steps in assessing cultural fit is to consider what your ideal culture is, suggests Katie Pakenham, Service Manager and Director of Candidate Experience at Commongood Careers. “When you’re thinking about your dream position, figure out what attracts to you a particular work environment, “ she said, “And really be honest about what your answer is when you’re interviewing. This way, both the organization’s and the individual’s expectations are clear.”
A good way to start prioritizing what’s important to you in terms of organizational culture is to make a list of the factors of an ideal job. Using the list above, write down the best possible situation for each factor. Take into account organizational values, your ideal work-life balance, how you like to interact with your co-workers, and other aspects of an organization. Consider what you know has and has not worked for you in the past and list the ideal characteristics from there.
A willingness to take the time to explore cultural factors, as well as an emphasis on flexibility when prioritizing these factors, can help jobseekers target what they want most from a work experience. For example, while an organization-wide emphasis on volunteering, available telecommuting options, and opportunities for advancement may be somewhat important to a specific nonprofit jobseeker, collaboration with co-workers may be the primary cultural factor that determines the jobseeker’s continued interest in an organization. Knowing this from the start can significantly help the jobseeking process in the long run.
Early Keys to Determining an Organization’s Culture
As is evident from the list of factors above, some aspects of organizational culture are difficult to assess without a good deal of exposure to the organization. However, there are some methods that can help jobseekers evaluating an organization’s culture before they even set foot in the door.
One of the best and simplest ways to determine an organization’s culture is to “look at the work required, the size and scope of the organization that requires it, and the responsibilities included in the job you’re applying for,” said Pakenham. Understanding all of the facets of a specific job can help jobseekers get an idea of the cultural expectations and definitions of successful work.
Another simple place to start researching an organization’s culture is its web site. Consider how it is built and organized, how recently it was last updated, and what programs or projects it is promoting. The web site is also useful in providing informational materials. Look for the organization’s mission statement. Think about not only what the statement says, but the words and tone it uses in saying it.
In addition, see if the web site has any employee biographies. These can help determine the attitude the organization has toward its employees. Note not only the past experiences and accomplishments of those working at the organization, but assess the formality (or informality) of any photos that accompany the biographies. The web site may also have a copy of the organization’s annual report which provides valuable facts and statistics about the organization.
Offline, try to find examples of how cultural aspects are demonstrated in an organization’s materials, such as grants and marketing collateral. If possible, speak with someone with experience with the organization, whether as an employee or in some other capacity. Ask their opinions about their experiences, always keeping in mind that while one person’s experience is not universal, it can be a valuable piece of information.
Evaluating Culture at the Interview
While the interview is a chance for an organization to find out about the jobseeker, it also provides the jobseeker with an opportunity to learn about the organization. This can be the best time to assess organizational culture, especially armed with a set of ideal cultural assets and prior research about the organization.
One of the easiest things to gauge at an interview is the office space. On entering the organization’s space, look at the way it is set up, whether the space is open or doors are closed, the décor of the work space and other aesthetic choices. Interviewees should also keep in mind the way the staff interacts with them and each other.
During the interview, there are some strategic questions jobseekers can ask to help them assess the culture of the organization. For example, asking about how decisions are made in the organization can give some valuable insight into the structure and management values of that organization.
The final word, though, has to be the jobseeker’s overall opinion of the culture encountered. Just as the definition of organizational culture is broad and wide-spanning, so too must be the jobseeker’s assessment of that culture. An astute and thorough analysis of an organization’s culture can help any jobseeker determine which organization is the right one for a happy and productive employment.

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This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.
For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.

How to Conquer the Dreaded Interview Question: “Tell Me About Yourself”

Veronica C. | March 25, 2011

So you think you are prepared for your interview? Think again. You may feel that you are prepared to answer any question that comes your way, but what would you say if this question was thrown your way: “tell me about yourself”…
There it is, the open ended question that you never saw coming. It seems sometimes the hardest questions to answer are questions that you hear everyday. Don’t get stuck in this situation; wide open questions like this can actually be used to your advantage.
Questions like “Tell me about yourself” should be looked at as opportunities. This type of question puts you in the driver’s seat and allows you to set the tone of the interview. Remember, if you can get through this one, the rest of the interview will be a breeze.
First, make sure you convey your strengths, but remember, nobody wants to hear your life story. Try to highlight 5 strengths that you have that are pertinent to the position which you are applying, but keep it short! Sometimes the best way you can convey your strengths is in narrative form. Tell a story that shows that you can handle what the position entails, that also highlights the strengths that you possess.
Next, try to spark the interviewer’s interest. Everyone is different, so this will always change, but do your best to get a feel for the person interviewing you. You should feel free to ask questions and keep the conversation casual. Through doing this you can tweak your response to something that the person wants to hear. Make sure that you never answer a question directly with a question.
Always make sure to let your personality shine through, whether that is through a story or even just a friendly greeting, give the interviewer some insight into who you really are. Remember, an interview is another opportunity to tell the story that your resume doesn’t.
In your next interview, don’t be surprised if you are asked to tell someone about yourself, and definitely do not panic. After all, now you know how to handle the most difficult question of the interview.

Thursday's and Friday's Leads

You have found the new blog! Below are local job postings that are just a click away. As usual, if you need assistance with the job search process, please email or stop in my office. Happy viewing!


Dental Office Manager Dental Dreams

Medical Assistant Life Line Screening

Medical Assistant Med Express

Medical Assistant 

Administrative Assistant Nuclear Regulatory Commission

Patient Care Tech Fresenius Medical Care

Administrative Assistant Adams Hanover Counseling Services

GI Tech/Medical Assistant Regional Gastroenterology Associates of Lancaster

Physician Office Clinical Assistant (Med Asst)  ReadyCare East York

Physician Office Assistant  CT Surgery Wellspan

Unit Secretary/Nursing Assistant Wellspan Tower 3

Patient Care Assistant Lancaster General Hospital

Medical Assistant Take Care Health Systems Incorporated

Coding Specialist LGMG

Pre-authorization Representative Coventry Health

Medical Billing Specialist  Accountemps

Medical Coder Tifler Global Recruitment Services

Patient Access Clerk-Registrar Lancaster General

Medical Front Desk Coordinator Office Team

Utilization Management Specialist - Case Management Wellspan

Claims Processor Medical Billing Nationwide Mutual Insurance Company

Sales Assistant Ryan Homes

Administrative Assistant Armstrong

Senior Administrative Assistant Armstrong

Office Manager Country Meadows

Quality Assurance Technician Topflight Corporation

Office Manager Bodycoat Thermal Processing

Employment Assistant Pinnacle Health

Administrative Assistant-College Ministries Messiah College

Release of Information Specialist Healthport

Accounting Assistant Johnson, Mirmiran & Thompson, Inc

Accounts Payable Clerk Parsons Brinckerhoff

Payroll Administrator JFC Global

Coordinator II Vendor Billing Rite Aid

Coordinator I Payroll Rite Aid

Biller Printing RR Donnelley

Administrator Applicant Screening Rite Aid

Administrative Assistant Legal Department System One

MSN Article

7 valuable associate degrees

By Larry Buhl, special to CareerBuilder

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With annual tuition for many two-year programs costing as little as $5,000, an associate degree is just about the best bang for the education buck you can find. According to the Census Bureau, associate degree holders earn an average of $400,000 more over a lifetime than high-school graduates.
These seven areas in particular have the hottest job prospects:
1. Accounting
With an associate degree in accounting under your belt, you'll be prepared for a number of entry-level accounting jobs.
One such occupation is an accounts receivable/payable clerk. According to CBSalary.com, earnings start at between $21,000 and $27,000 -- though you could rack up overtime pay, too – and reach nearly $50,000 with experience. A bachelor's degree can bring a significant salary bump, and company size, industry and geographic location will also affect your income. With additional education, experience and certification, you could become a controller or certified public accountant, with a salary that could top $100,000.
2. Nursing
An associate degree in nursing can land you a staff position in a hospital or other inpatient facility. Job growth in the field should remain strong through the decade, according to the Bureau of Labor Statistics. Starting salaries for registered nurses are around $30,000, and hospitals generally pay more. In addition to base pay, RNs are often paid extra for night and weekend shifts. According to the BLS, the 2010 median annual pay for full-time RNs was just under $65,000.
3. Information technology
An associate degree may qualify you for a job as an IT specialist, network technician, help-desk analyst, support specialist, computer specialist or data-processing auditor. You may need to earn vendor certification to work with certain computer or network systems.
Entry-level salaries for computer-support specialists fall between $30,000 and $50,000, based on an examination of CareerBuilder job openings. The national average for all computer support specialists is nearly $60,000, according to CBSalary.com.
According to the BLS, job growth in all IT areas should remain high through 2018, with plenty of opportunities for advancement. Many experienced workers choose to start their own computer-consulting businesses.
4. Applied science
This broad field of study can include concentrations in aviation maintenance, air traffic control, telecom engineering technology and digital media technology. It's possible to land a job with only a two-year degree, but many of the best-paying positions require some internship experience and certificates.
Nuclear technicians, for example, assist nuclear physicists, nuclear engineers or other scientists in laboratory or production activities. The BLS reports that salaries range from about $40,000 to more than $90,000 for experienced workers.
5. Paralegal studies
Lawyers are increasingly turning to paralegals and legal secretaries to handle research, document preparation, court transactions and client depositions. Average annual pay is $46,000; paralegals just out of school can expect about $35,000, based on analysis of CareerBuilder job listings.
6. Medical and dental specialties
With this two-year degree and a specific course emphasis, you could land a job as a medical assistant, pharmacy technician, dental assistant, radiology technician, cardiovascular technician or coding specialist.
Medical billing and coding specialists have an average starting salary of $22,860, topping out at $51,510 annually. Medical billing and coding clerks usually work full time for a hospital or doctor's office, although part-time positions are available. If you work for a smaller facility, you may double as a receptionist.
According to the BLS, dental technicians typically earn around $22,000 right out of school and can reach $47,000 with experience.
Keep in mind that most medical-specialties jobs require state certification. Many of these jobs are first steps to higher-paying specialties and administrative jobs.
7. Electrical engineering
Course work for the degree combines general education subjects with hands-on training in electronics and circuit wiring. You also might engage in computer exercises to solve electrical technology problems.
One occupation an electrical engineering degree prepares you for is engineering technician. These workers assist electrical engineers in designing, testing and producing electronics or electrical parts. Telecom employs the majority of these workers, with pay starting at $33,000, according to the BLS.
In addition to the mandatory Professional Engineer license, optional certifications in specialty areas can increase pay and long-term prospects.
Search: Census Bureau employment statistics | Find: Other top jobs requiring an associate's degree
Larry Buhl researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com.

Copyright 2012 CareerBuilder. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.