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5 tips for new grads; start by ignoring the headline in today's papers

Today the front pages of The Tampa Tribune and the Tampa Bay Times ran an article on the grim future for new college grads.  It was the same Associated Press article.  This drives me crazy because it lists the issue and no solution.  One 23 year old described "months of fruitless searches........graduated in 2012 with a creative-writing degree."  What was really telling was his comment, "I don't even know what I'm looking for." Then the article gets career help from a Harvard economist! URGGGG.   Careers aren't numbers--they are people first!  Numbers are the results of what people do.

So here are 5 tips to help you experience a springboard, not a cliff,  when you graduate:

1:  WORK:  Internship, part time jobs, seasonal, volunteer:  Get some experience, get some references, get some discipline.  The internship will give you experience in something you may like or love or even realize you don't like!  All that is useful information as to what your career path will look like.  I realized after a government position that I didn't like it.  It didn't seem like I mattered.  I had a great office and hardworking boss and co workers but overall--what did we really didn't matter to anyone (at least I couldn't see it)--so I went to private industry.

Internships, part time jobs and seasonal work will give you people who will provide a reference as to your attitude and your skills.  I worked at The Old County Busch Gardens one summer.  It was hard work.  Lots of walking in the park, selling high end imports in my story.  I met great people and learned about processes in a business--from customer service to closing out my cash drawer to display marketing.  I grew up in a family business and I was surprised how much I learned growing up that was true in this business too!

Volunteer where you can meet business owners.  There are loads of charities who would appreciate your ability to apply your marketing skill, your creative writing, your financial knowledge or your organizational skills.

What about discipline?  No one fires you when you don't make class.  You need to know that you need to get to work on time-ready to work.  That doesn't mean excuses for traffic.  You work through headaches. You become part of a team and understand what it means to contribute to something bigger than yourself.

2.  Practice engaging in a conversation!  Ask your parents' friends and ask employers to help you interview.  What are your strengths?  How are you working on your weaknesses?  Pick 5 companies you admire and talk about why you like them?  Research them so you can ask questions that are intelligent-not questions that can be answered by Google.Go to a free networking event. Practice chit chat.  How do you start a conversation?  How do you end the conversation?  Make eye contact. Remove piercing hardware, cover tattoos and practice your handshake.  ( of course if piercings and tats are integral to the job-show them). All are part of a good impression.  Read one of the top business books or biographies.  It will give you something to discuss.

3.  Put pressure on your college career center.  Hey, I love talking about "fixing the world" especially with a good bottle of wine-but it doesn't' pay the rent.   Your career center should prove as an assessment place, help you explore firms, share search engines with you and sites that will give you insight into a company.  They should teach you how to read a basic profit and loss statement so you can decide if a company is good or bad-financially.  Alums should reach out to the career center first.  If you wouldn't hire a grad-why should people hire you?  Parents and students need to get more from their career centers.  They should be the facilitator and the catalyst.  A good career center can show off the degree and  the powerful alumnae network.  And for the college/university it is an investment--the sooner the new grad is making money the sooner the former student will have money to give back-especially to a school that prepared him/her.

4.  LinkedIn, LinkedIn, LinkedIn--and this is not a commercial.  This is where you spend your time on line.  Understand the relationships people have. Read job titles.  Read the summary of what people have done in those jobs.  Post articles of interest in your field.  Are you leaning towards photography?  Let people know about a cool article on the latest HDR technique.  Join groups so you will get to know those people. You can join up to 50! Ask questions; build relationships.  Too many times I see-"I need a job." or "Can you tell Mr so and so about me and send my resume."  Are you kidding me?  This isn't about you.

People hire people who will solve their business need. What is the business problem you solve?  The world does not owe you a job--but you owe yourself a job.  You are missing out on the great feeling of contribution and pride that comes from doing a great job in whatever you do.

5.  Writing!  Have a killer resume.  Your resume should include a profile or summary at the start which includes what you know as well as how you work.  For instance:  "Bi-lingual proven leader with an economic degree.  Experienced in customer service and retail financial operations.  Known for dependability and initiative."  List your experience and then your education.  Your resume should have a section on your Honors and Awards (like Dean's list), a section on Leadership (like Swim Team Captain) and a final section on Community  (participant in Relay for Life).  Your resume should stay the same but your cover letter should change to  address a particular job.  Research the firm.  Be sure your language mirrors the language of the firm.  For instance if one of their company values is entrepreneurial spirit-talk about your  experience from your record breaking Girl Scout cookie sales to the fund raising at the sorority.

And here is a bonus tip:  Take the assumptions being made about new grads to your advantage.    Summarize in your interview and cover letter something like this:  "Some people believe that new grads are so busy texting that we don't know how to work.  I do know how to work; I do know how to apply what I have learned in my jobs and I have references who will share why I am a good employee.You aren't taking a chance on me because I am a proven example of a good employee."

Okay, hope some of this helps you or a new grad.  If you want  more help for your student (you did hire him/her an SAT coach or  a soccer coach) then call me(813-920-9030).  Give a graduation gift that is an investment in your new grad.  That first job will set the stage for their future earnings.  Don't let your student be a victim.

Labels: career, college, jobs, krexconsulting, LinkedIn, new grads, options, resume, univiersity, work

How would it be if you started today? If you started to walk just 1/2 mile; if you decided to start reading one chapter today; if you decided to get home for dinner today?

So many times we wait for the new year--but what is we had a running start? If the motion is already there; wouldn't it be easier to gear up rather than start up?

How would your life be if you knew you had a cheerleader on your side--all the time. The person with no agenda but you and your success. How would that feel to start the day there?

Labels: goals, new year, resolution, success

So, why wouldn't you want your soon-to-be-grad to have a guide help them down the path of career.  That first job determines their career interest, love (or not) of work and their initial pay level.  Have their passion and their pay as high as possible.  Hire a coach.  I finally decided to do this as I saw more and more new grads unhappy with laid off parents unhappy.  I will be offering packages for spouses, the newly relocated, the encore career searches as well as the new grad.  We will walk through resumes, and the strategy to be the magnetic for the job you want.  this is not hocus-pocus-just information with focus from someone who has been there and done that from both sides over 25 years--with results.  Check out www.krexconsulting.com and sign up so you get the latest information and special for the early birds.

Labels: career, coach, jobs, passion, results, success, work

http://www.strategy-business.com/press/freearticle/06207

Then, please take the free assessment on my web site. You don't want to miss this!

So the Atlanta Journal-Constitution has reported that Florida Governor Jeb Bush told Fortune magazine that the problem is not that CEOs make so much, it's that they are being paid for the wrong things. As for what to do, Fortune suggests, "Five ways to change-pay shareholders first, base bonuses on economic profit, do not rely on restricted stock, favor options cautiously, force CEOs to hold, not sell."

I Have to admit that I love this discussion. But as with all programs, the purpose has gotten lost in the tax laws and the accounting issues. And Corporate America creates golden parachutes because this is THE EXECUTIVE we had to have to make us a winner again. Yet, many times (or is it just the publicized ones) the charismatic leaders must be let go--and how surprised are we that we must make a huge payday. The leaders I have worked with and admire did not want a yes person. I learned from each: some of that being business and some of that being how to give them what they asked for with context. How many CEOs have been let go due to cowtowing of the next level? Where is the managerial courage to do what is right for the organization--because when it wins so does everyone.

What if Corporate America spent half of that golden parachute getting the right person for today and the future. Would the business would be better, the workforce and ultimately the shareholders?

What is the attrition rate for some companies and their CEOs? Who is responsible for that-the Board? Where are the shareholders asking why don't we hire the right person for their company--or is it just a fund or stock not a firm anymore?

Just asking the questions. Have a great weekend. Kelley

....it is hurricane season. I published an article in HR Florida Review last year on "Lessons from the Hurricane." If you'd like a copy, contact me at kelley@krexconsulting.com. The book is out and my speaking topics and locations both have variety! I have expanded my web site to make it easy for you to see what is happening.

Thought I would give you an update. I am nearing the end of my coaching class on six advisors so here is a link for a FREE assessment. This is so cool! It is a science-based assessment tool.
Here's the link:
Click here to take your free introductory 6 Advisors™ Assessment.

If I can help you understand this further and if you are ready to really reach success; give me a call ay 813-920-9030.

In the midst of the immigration talk--here's a bit of info: The limit on high-tech worker visas for 2007 has already been reached. Remember the fiscal year doesn't start until October 1. Remember this is the new U.S. Citizenship and Immigration Services. There is a 65,000 annual cap.

Some of the new material and books talk about the span of today’s workforce. It is being said that never before have 4 generations been in the workforce. We have the Veterans, the baby Boomers, the Gen xers and the Millenials. These groups cover those born before WWII, the resulting babies upon the return home, the latchkeys kids born 1965 through 1980 and the newest members of today’s workforce born after 1980.

I wonder is we looked at family businesses if we would see something else-- Wouldn’t we see the children doing something with advice coming from the oldest of the generations. It was commonplace to have households of generations living together. One generation took care of the next. It was what was done. Now, we outsource that care. I am not making a judgment, just asking the question. Have we deprived our children of learning about their most senior family members? Have we hid them away from the good of learning the lessons of those before us as well as the pain of seeing age steal some energy and memory?

We may not have the experience of the four generations at a family business or in our home, but today’s workplace clearly has the situation. As we in HR and as leaders discuss the diversity initiatives have we included the generational aspects? Perhaps it is not necessary in those which organizations which live their value of respect. How are we preparing our leaders of tomorrows, assessing developmental needs and and learning plans as well as encouraging the mentoring by the natural leaders within our workforce?

Do we understand how our business is being affected by the talent available? Do we understand how people will react if they must work to supplement basic needs such as medicine and lodging? Has we felt the impact of the rising costs of housing and the health care we have come to enjoy and expect?

If we have experienced this generational gathering before; what did we learn? The answer will be applied in different ways for each of our businesses. I am just asking the question; I encourage you to take some time to answer it for you and your business. Don’t you both deserve it?

I am very excited about my upcoming training on Six Advisors Coaching. I am excited because I can see what a help this will be to my clients and to my potential clients. I have felt that coaching was a bit loose in assessments and results. I know there are terrific and long respected products, but they weren't feeling comfortable for me touse to help others. I am thrilled that a less than 15 minute assessment can result in such in depth information. The report from the assessment is a great starting point to have a coaching discussion. The coaching session is tailored for what you need, when you need it. Then the follow up assessment will tell you what, if anything has changed. If you are interested in learning more of this coaching, based upon the work of Og Mandino, please call me at 813-920-9030 or e mail me at kelley@krexconsulting.com. Let me help you discover your potential in all areas of your life.

So, the Enron trials are starting. I read The Smartest Guys in the Room and have followed this case quite a bit. What troubles me is that no one, NO ONE, questioned them. No one asked. There was not an internal mechanism where employees felt comfortable to call or write. I am not judging those on trial. I do believe in due process. However, I am judging why those who felt things were wrong did not speak up. Do we not have our own principles to live by? Do we not have to look at ourselves in the mirror? I think I learned right and wrong in Sunday School. If I did understand, I asked. If I did not ask, I am at fault. For not to decide is to decide.