The Perfect Fit

No Time (or Staff) to Identify & Interview Job Applicants?

Are you posting jobs and being overwhelmed with applicants? No staff or time to properly identify and screen the best applicants? You’re not alone . . . We can help!

I know from recent conversations that many employers are not “waiting patiently” for Covid to become more “under control”. They are realizing that  the past four months have forever changed the way business will be conducted. Employment for the future has radically changed, almost overnight! Highly specialized digital marketing “specialists” remain elusive, yet in constant in demand. They’re difficult to identify, recruit and hire, even if you’re willing to let them work remotely.

Maybe you’re receiving “unsolicited” resumes. Do they just get “filed” or added to a database somewhere? Does anyone in HR have the time or expertise to screen them and determine if there might be an exceptionally talented or skilled pro who wants to work for your company? What if it’s a skill you really need . . . but you don't respond?

Client demand has helped us re-imagine new ways to support Employers’ Talent Acquisition and hiring needs. We’ve rolled out different ways for Clients to deal with the cost of recruiting search, by spreading payments over months or quarters. There are alternative options for payment, like Paypal, Zelle or Venmo. We’re open to finding even more new and creative billing/payment solutions. It’s a new world!

We’re also “Unbundling” the recruiting and talent acquisition workflow. We understand that your staff has been cut back. If you post a job and receive even 20+ resumes/day, assessing and responding is daunting. If your team doesn’t have time or expertise, we’ll help. Here’s a document that outlines the range of support we provide, if you identify the candidates (Unbundled Recruiting). We of course, would be happy to help identify and recruit your candidates from the beginning, if necessary. Let us know how we can best help you.

Meanwhile, take good care and stay safe!

To Our Clients and Our Candidates, "We're Here to Help"!

I wanted to send a note of support and optimism, as business has stopped, literally overnight . . . we’re here to help you.  I agree with those marketing prognosticators and many of our Clients, who suggest that once this virus is under control and we approach ‘normalcy’, business and demand for marketing will explode with the pent-up demand that will have been simmering for months.  

Jobs will return to support that demand.  Whether laid-off or furloughed employees wait for their former employer to hire them back is an open question.  There will be new, better opportunities.   There are CEOs and Managing Partners all over, who are wondering “What will we do to staff properly for the future”. The most experienced executives are creating contingency plans, in case “their” employees have found a better opportunity.  The most sought after, data driven skillsets have changed and will be in high demand.  Opportunities will abound!  Brands will be hiring!  

I want you to know that I’m not just here for you when times are great!  We’re not going anywhere.  I continue to value our relationship.  I’ve got your back.  If there’s anything we can to do help, now or as business picks up, please let me know.  I don’t want to sound “mercenary”, because that’s not my intent.  I genuinely want to provide help and support in whatever ways I can.  

I’ve been in the recruiting and consulting business for a long time.  We’ve been through the dot com bubble burst, terrorist attacks and “The Great Recession”.  We've learned valuable lessons.

How To Future-Proof Your Career In A Fast-Changing, Unforgiving Global Job Market

Last week, I was interviewed by Jack Kelly, for an article in Forbes.  I was impressed with Jack's thinking and some of the subjects of his articles and/or blog.  Here's one of those articles, I thought especially on target and likely of interest to many . . .

We are living in a fast-paced, unstable time period where things change swiftly and dramatically. The corporate world is more dynamic and chaotic than ever. In our parents’ or grandparents’ generations, they would accept a job and hold onto it throughout the entire duration of their careers. However, those days are over and done with. The advancement of technology, globalization and the corporate view that employees are disposable have all changed the game. We can no longer view our careers as safe and sacrosanct. You can be sitting in your office chair this morning, happy and satisfied. Then, two weeks later, there’s a corporate-wide reorganization and you’re shown the door. You can be replaced by technology or a less-experienced, lower-cost employee. Your job could be moved to another country or your role could be deemed no longer relevant or required. The only constant is change.

It's critically important to start a plan to prepare for your future. It's career self-sabotage to believe that things will stay the same and that you’ll confidently climb up the corporate ladder. It's career malpractice to act like an ostrich, stick your head in the ground, hope for the best and ignore the reality of the changes happening around you. You need to be bold, confident and aggressive in managing your career in the face of uncertainty. It's not easy nor is it pleasant to think about, but you must do it. 

Here is how to start:

1. You need to change your mindset on several fronts. We all derive a sense of status from our career, the company we work for and job title. When you sit down at a family dinner or meet new people, you enjoy a little humble brag about what you do for a living. While that’s fine, you’ll need to divorce your ego attachment to your current career.

Secrets Of Successful Job Hunting . . .

I originally posted this article almost five years ago (Spetember of 2011).  At the very recent suggestion of Adam Seabrook of BetterTeam (https://www.betterteam.com), I want to update some of the information.   Adam pointed out to me, "Hotjobs.com was acquired by Monster.com and the site was actually shut down."  I re-read this article and thought it was really pretty good.  Most of the advice and/or suggestions mentioned are still valid now.  So, I thought I'd re-post it.  You might pass it on to friends of yours who might be looking for that next career opportunity!

The first half of this year exhibited many signs of economic improvement, including increasing hiring activity in the regional marketing industry. Now that Summer's "officially" over as of last weekend, we have President Obama making a major speech on the economy and job creation this evening. We're obviously not out of the woods yet. Unemployment runs high and many are frustrated. I found this excellent article with ideas on job hunting. I wanted to share it with those of you who need a little new inspiration and/or direction!

This article was written by Jessica Stillman and originally published online on the BNET blog:

"As BNET’s sister site MoneyWatch pointed out recently, in a climate where it takes the average job hunter more than seven months to find their next position, big job boards like Monster and CareerBuilder are of only limited use. The post’s author Eilene Zimmerman writes:

The Workplace Has Changed . . . Have You?

The recession has caused fundamental changes in the way Employers look at their employees, and how employees are responding.  Employers have had to make difficult staffing decisions at every level of their organizations.  The reality in many cases what that expenses had to be cut, or the business would be in jeopardy.  It's no surprise that the expense of labor is significant and laying an employee off has immediate cost cutting benefits.

Furloughs, cutbacks in hours/days per week and pay (also benefit) reductions became methods with which employers were able to keep some employees, but at lower take home pay for the employee.  While this is understandable, and for some preferable to losing their job altogether, the result is the same . . . employees no longer relying on one employer.  Employees have to find supplemental income to maintain their income levels.  Trimming the pay might keep the employers' doors open, but the cost to employees is high.

Many employees are looking for "second job" options.  The ability to work remotely has helped move that trend forward and it's not going to stop.  Employees will work second "retail" jobs, freelance, or start a company, in order to make ends meet . . . at least in the short term.  They don't want to be in a position of being vulnerable to one employer's decision about their employment.  Those with more experience, might very well decide to start a business of their own.

Entrepreneurship has never been stronger.  According to BusinessWeek quoting the Kaufmann Foundation:

"A crop of potentially groundbreaking companies is emerging from the wreckage of the Great Recession. No question, some will blow up, and others will fail to reach their potential. But the downturn has done little to dampen the entrepreneurial spirit. During the first half of this year (2009), angel investors financed 24,500 new ventures, 6% more than during the same period last year, according to the Center for Venture Research. The overall amount of money going into startups has declined, but the figures suggest that this year will see the birth of roughly 50,000 companies with enough promise that someone is betting money on them. "It may be that this is the best time to start a company," says Carl Schramm, president of the Kauffman Foundation, an organization that promotes entrepreneurship."

There's another study conducted by the Small Business Administration (SBA) “Nonemployer Startup Puzzle” that came out in December 2009.  It concludes there is "a correlation between job losses and startups of single-person businesses (called “nonemployer businesses”).  “Nonemployer start-ups follow and are heavily affected by a state’s unemployment rate.”  In other words, there are more startups when unemployment is high."

My point is the workplace has changed, and will continue to change.  Employees who are not continuously working to improve their skills will become obsolete.  The onslaught of information and the way it's being delivered has never been more overwhelming.  It's essential for employees to stay alert to new thinking, new technologies and better ways of doing things.  They need to work to be top performers and indispensable to their employers. (See Are You Indispensable Or Vulnerable)

Working With Headhunters, Part III

It's interesting to me to see which posts elicit responses and which do not.  If you haven't been following the saga surrounding the provocative email I received from candidate Jeff, you might start by reading Working with Headhunters and then Working with Headhunters, Part II.

Here's another thoughtful comment that was emailed to my by my friend John Salazzo, Director of Marketing for Craftsmen Industries, the leading manufacturer of customized vehicles for the event and promotion industry.

"I know its strange to hear from me twice in the same week but I saw your post on Plaxo about recruiting and had to make a comment.

I’ve been on the other side of the equation for years, hiring and working with recruiters. You know I haven’t worked with you yet so please realize this is from my experience with others. There are two important points I’d like to make.

Point One is that many recruiters don’t really do their homework and confuse quality with quantity. Some just aren’t good listeners and feel that through their salesmanship they can convince a company that the three selections are right for them when they are not. Additionally, the fee structures are high, especially when the recruits they send are not the right fit. One more thing, some recruiters take weeks to “comb over resumes”, I can tell you from this side, we all feel its an excuse for the high rates. Its especially true when the 3 resulting candidates are completely unimpressive.

Point Two is that many unemployed people are scared, desperate and naive about recruiters. They need to understand that they are the inventory for the recruiter. You work for the Company, he is your client. If there is no demand from a client for their skill and qualification set then they won’t get contacted every week by the recruiter. I don’t touch the spaghetti sauce until I’m making spaghetti—sorry for the poor metaphor. Recruiters can get a bad wrap from both sides. The candidates feel they are ignored after several very good conversations with the recruiting firm (“why don’t they call anymore”) and recruiters get burnt by candidates and companies. The candidates inflate their resumes and experiences, which makes the recruiters look bad and the companies either try to “backdoor” the recruiter or don’t really know what they are looking for.

It’s a tough business, especially now. I hope your experiences have had none of the above. I’ve used recruiters in Boston, NYC and London and there is a common thread. Recruiters are in business to make money. They exist to deliver a quality product at a perceived value, to meet a requirement. Like I said, it’s a tough business but I’m glad folks like you are in it."

I would love you to post that response as a comment on my blog at www.TheMarketingRecruiter.com.  Your comments are well put and to the point.  One of the reasons I’m writing this blog is for exactly these sorts of reasons.  I’m trying to help candidates better understand what recruiters do and how they do it.  Your note moves that conversation forward.

Thanks John.

I understand that many candidates don't know what to expect from a recruiter.  I try to manage expectations from the first contact. I try to be clear on my website, when I talk about "What should you look for in a recruiter?"

Working With Headhunters . . .

I received the following email yesterday from a candidate I don't know.  I was surprised at his previous experiences with recruiters. 

I realize how anxiety provoking it is to be out of a job, and I understand how people in that position need and want help.  I also realize that people without jobs frequently turn to recruiters they may know or have heard of, for assistance and support.  They want that recruiter to "help them find a job". 

Here's the email I received:

“My name is Jeff and I live in Schaumburg, Illinois. I saw your information on RecruitingBlog.com.  I have been out of work for the past six months and working towards finding full time employment.  Over the years I have not been impressed with  or feel very  good about recruiters  and what they do. However, recently I offered another opportunity to three different recruiters  that I would work with  them follow their instructions, guidance,  speak with them whenever they contacted me and really believe that my opinion of them would change.

I can tell you now   that I have wasted my time and my original impression of recruiters is the same. They can not be trusted to work for a job seeker and a  potential employer  equally.  If you would like in another e-mail  I would be very pleased to name the three recruiting forms that I am speaking  about and offer you specific instances of my frustration  and disappointment with recruiters.

If  you can guide me in the right direction or forum that I can publicly state the recruiting firms,  specific instances of their lies and deceit without being sued I  WANT TO SHARE THAT INFORMATION WITH PEOPLE THAT ARE DISAPPOINTED WITH RECRUITERS so other job seekers that are   looking for employment do not waste one more moment of their time like I did with these recruiters.

I look forward to hearing back from you. Bob please do not be like the other recruiters  that I have spoken with and just dismiss my opinion and no follow through on your part. Granted, not all recruiters are painted with the same brush however, when multi bad experiences  are the outcome of dealing with recruiters a large generalization  of all recruiters  is the end result.”

I (obviously) felt like I needed to try to respond to this candidate.  If I didn’t respond, I’m sure that I’d simply be additionally re-enforcing his perspective of how incompetent and untrustworthy recruiters are.  As I was writing my response, it occurred to me that his disappointment and my response might provide some sort of perspective for others who are considering working with recruiters.  As I’ve mentioned previously in this blog, “Retained Recruiters Add Value To Relationships”.

"Thanks very much for your note.  I’m sorry to hear that you have not been satisfied with your experience with the recruiters you mention.

I hope you’ve had a chance to visit our website (below), to find out a bit more about my company and me.  There is additional information available at my LinkedIn profile.  I encourage you to invite me into your LinkedIn network.  I also invite you to follow my blog “The Perfect Fit” at www.TheMarketingHeadhunter.com.  I hope you'll add it to your feeds.

I am not in the business to “bash” any of my colleagues in the field, although it is clear that some do the job better than others.  I do not know any of the recruiters you mentioned personally.  I do know that some recruiters have different approaches than others.  There is no one “right” way to do our job.  I also know that there are always two sides to every story, so I’m not willing to make a judgment on what other recruiters did or didn’t do, or why they acted the way they did. 

Surviving the Recession

As one would imagine, the volume of incoming resumes from candidates who've recently lost their jobs has increased dramatically.   The sheer number is disappointingly remarkable.  A large number of those requests for help come with a request to meet with me to get advice about what to do next.  Unfortunately, the realities of time and the necessity to stay focused on searches in progress generally makes those meetings impossible.  I wish there was more I could do.

In the spirit of trying to do more and keep some perspective on all this, I'm sending along some thoughts from Tom Peters, a renowned author, speaker and management consultant.  It's simple and straightforward, yet in my opinion perfectly on target.  These are thoughts principally for those who still have their job, but the principal remains the same, job or no job . . . that principal is "work harder and work smarter"!

"I am constantly asked for "strategies/'secrets' for surviving the
recession." I try to appear wise and informed—and parade original,
sophisticated thoughts. But if you want to know what's going through my
head, read the list below:

You work longer.
You work harder.
You may well work for less; and, if so, you adapt to the untoward
circumstances with a smile—even if it kills you inside.
You volunteer to do more.
You always bring a good attitude to work.
You fake it if your good attitude flags.
You literally practice your "game face" in the mirror in the morning,
and in the loo mid-morning.
You shrug off shit that flows downhill in your direction—buy a shovel or
a "pre-worn" raincoat on eBay.
You get there earlier.
You leave later.

Marketing Layoffs, "Topgrading" and Recruiting

It’s obvious that the economic recession has been tremendous impact on individual careers as well as the marketing and advertising community locally, nationally and globally over the past year.  There have been unprecedented job losses on both the agency and client side. 

According to BNET Advertising, an industry blog written by Jim Edwards, "at least 32,445 jobs have been lost recently. That total is based on a Bureau of Labor Statistics report as summarized by Ad Age, updated with more recent individual reports tracked by BNET. The true total may be as high as 35,800, however.  BNET Advertising does a rather amazing job of specifically keeping track of which agencies have lost positions."  You can find out more at the "BNET Ad Agency Layoff Counter".

As a marketing headhunter, there's another view of this which is coming into focus.  Fellow recruiter colleagues report the same thing that I'm seeing.  Our clients are taking advantage of this enconomic situation to re-organize, re-tool and refine and generally "upgrade" their staffs for this new era in advertising and marketing communications.

The skill sets that were the foundation for success over the last 20 years are no longer the skill sets marketing and communication employers are looking for, on either the client or agency side.  Reaching out to a brand's stakeholders and communicating with them has become more difficult as media coninues changing and becoming more diverse.  This seems obivous, but think of the number of companies who've "had no turnover" over the past years (decades).  Without very self motivated and savvy employees, that could mean those companies are using employees who no longer "get it", or are not capable of contributing at the high level they once did.

What the statistics about layoffs aren't indicating is the number of new hires with different skillsets companies are making.  Clients are replacing employees with professionals more appropriate for this new era.  CEOs are "topgrading" their Boards and Clients their brand leadership.  The Bible on topgrading is a book by Bradford Smart called, "Topgrading - how Leading Companies Win by Hiring, Coaching and Keeping the Best People".

This whole marketing topgrading effort does not necessarily result in one job loss and one hire.  There's no direct correlation and little doubt that the net result is a fewer number of jobs.  The net result by definition is also that those fewer number of people are much better positioned to contribute mightily to the marketing resource or brand as well as their clients or other constituents. 

Retained recruiters are charged with topgrading at every hire, all the time.  Cients don't pay fees unless they believe that the recruiter is delivering candidates that the client cannont identify, recruit and hire themselves.  Topgrading and retained recruiting go hand in hand.  Over the past year, it's also been one of the reasons some recruiters have been able to stay in business (with so few apparent new hire opportunities).  Astute and agressive advertising and marketing communications firms are looking at now as the time to build the staff that can (and will) propel them into the future.

Topgrading for the recovery has been going on virtually since this recession started.  Every marketer at every level, whether CMOs or those just getting started in the business, must make the effort to stay abreast of what's going on in the market, and continually educate themselves and refine their skills to consistently be able to powerfully contribute.

Support Your Marketing Community And Colleagues

Those of us in the business of marketing, advertising, sales promotion, graphic design, etc., form a community.  We work together, even though we may be competitors.  In some cases we're at different agencies or firms, yet working for the same client.  Our clients rely on us, and we rely on each other.  We work together, play together, network together . . .

I was heartened to receive an email from Jeremy DeWeese, a St. Louis photographer and reader of this blog, who responded to my comment that for the first time in this headhunting business, professionals I had recruited and placed were laid off. 

I was thrilled when a member of our community, who happens to be a photographer, volunteered to help not only those two people, but anyone else who's recently been laid off and might need some photography of materials for their portfolio, a headshot, whatever.  If you need some photographic support to help in your search for that next career opportunity, just ask Jeremy.  He wants to help.

Prior to writing this blog, I sent Jeremy an email asking if he was ready for what might be an overwhelming response.  His comment:

"I'm prepared for the response. I open it up to any creatives that have been laid off and need photos of their work. It's time for action, and those who stand together now will emerge from the storm united and stronger than ever. Feel free to use my name in your blog if you would like, or  talk with people personally, you choose what you are most comfortable with. Let's make some new friends, I can't think of anything more rewarding or fun right now. I appreciate all that you are doing Bob, your commitment to the people in our industry succeeding is worth mentioning and is inspiring. Keep it up, talk soon.   Jeremy"

What a wonderful attitude!  It makes me wonder what else we can all be doing to help each other out in these historically difficult times.  Maybe the Ad Club, AIGA or even the St. Louis Advertising Exchange or AdSaint could start making an effort to find how they might be able to help those unemployed through this time . . . and not just "creatives", but account service, media, new media, etc.!

There could be support for portfolio reviews/counseling, mentoring of those out of work by those who still have their jobs.  Agencies or clients could offer spaces for these meetings to take place.  Maybe there's a way to help with high quality digital output to help portfolio creation.  Maybe those who have mastered online portfolios could help those who need the help to figure it out.  It seems the possibilities and potential are phenomenal.

 

This is Jeremy, asking for some help for himself!

One of the side effects of any of these efforts could (shouild) be the St. Louis marketing and advertising communities being closer, stronger and inevitably "better".  That would have to benefit the industry, the clients and most of all, those people who feel there's no place to turn for help, when they need it most.

Who's got some ideas?  Who's willing to spend a bit of time for someone else's benefit?  As Jeremy says, what could be more rewarding or fun right now?

Layoffs and still more layoffs . . .

It’s been another difficult week in the advertising, marketing and graphic design community.  There are multiple agencies, marketing resources and design firms being forced to reduce their staffs.  I’m aware of Groove, ProWolfe Partners, Rodgers Townsend and Group360.  It’s possible (sadly, likely) there are others.

I know that every advertising and marketing President, CEO, COO, CFO (and their company leaders), along with their clients are all trying to figure out what’s next.  Clients are cutting back projects., or canceling them altogether.  Clients are asking agencies to do the same amount of work, for less money. 

The unfortunate but real result of that is that employees have to work harder for the same amount of pay . . . and they will, because they’re thankful that they’re still among the ranks of the employed.  If there’s any internal grumbling going on because of the additional work, I suggest they read my thoughts on “becoming indispensible . . . rather than vulnerable”.

One of the most unfortunate results of all the layoffs everywhere is that companies are having to cut workers who they value highly, but simply can no longer afford.  It’s one of the cold realities of business that under the prevailing circumstances, staffs are necessarily shrinking.  Employers are in some cases cutting those people who they were training for additional future responsibility.  They’re cutting employees that they worked hard and spent money to find and then train.  I know this, because for the first time people I’ve recruited into agencies, have had to be laid off.

I will say that I’ve never seen employers making such an effort to provide the most fair severance packages they possibly can.  Severance packages historically rarely existed for employees under Director level.  Not only am I seeing Company principals doing everything they possibly can from a strict monetary perspective, but they’re making an effort to help in other ways too (in every way they can). 

I know examples of employers letting the laid off employee continue to use the Company’s laptop, so there’s a possibility of generating freelance income.  I know that employers are working deals to help the laid off employee purchase the Blackberry they’ve been using at a reduced cost.  Employers are making sure that art files or other relevant (and non-proprietary) information is available for the creation of portfolios.  Employers are trying to refer those laid off employees to other sources of possible employment . . . my website for one (I’ve heard from several and I appreciate the trust that indicates) and/or outsourcing firms for advice and support.  They are willingly providing enthusiastic and in some cases, emotional recommendations of the person they just had to fire.

The Employee feels terrible.  Employers feel terrible.   The spouses and families of the employee feel terrible.  The reality is there is no choice.  Revenue gets reduced and responsible employers have to reduce staffing levels for the security of their other employees and the company itself.

This is a brutal responsibility that quickly reduces the “glamour” of owning a business to the grim reality of having to take someone’s livelihood away from them.  You’ve all heard “it’s business . . ." and it is.  Sadly.

Find Your Perfect Fit For A Marketing Job

I had the opportunity to meet with a friend of a friend this morning, to see if I might be able to help his networking efforts in search of his next career opportunity.  As a St. Louis Marketing Headhunter, I value the opportunity to help friends and/or colleagues in whatever way I can.  As I was talking with him this morning, I realized I can help you as well.

This gentleman is already doing a very good job, of looking for a job.  He realizes it's a full time effort, and he's doing it the "right way", by networking like crazy.  He has an excellent resume, and a terrific attitude . . . two of the major ingredients in support of that marketing job search.

As we talked, I was able to help him find ways to fine tune his efforts.  We talked about LinkedIn and the value it has.  He can improve his presence on LinkedIn, which will have at least two direct benefits . . . It will allow him to research those companies he's interested in working for (he has a very good idea of just who his target companies are, from a demographic perspective) and he will be able to better find warm introductions to those prospective employers.

He's a smart guy, who is capable of researching and identifying those companies who might best be able to use his skills and experience.  He's also going to identify those companies that he'd like to work for (a novel idea that surprisingly few people utilize). Once those companies are identified, he can look at their "Careers" section to see if they're looking for any positions that fit his interests and background.  I encouraged him to identify as many of those companies that he might like to work for as possible . . . like 40 or 50!

Here's the trick!  There's a website out there called "Watch That Page".  It is a sensational tool, in that it allows you to bookmark any page on the web for free.  When the content of that page changes, if you've bookmarked it with Watch That Page, you'll be immediately notified of the change(s) by email!  Very, very cool.

I encourage you to do the same thing.  Get as proactive as possible with your job searching efforts.  Don't just wait around.  The best advice . . . network as hard as you can.

When the time comes that you've identified an opportunity and been invited into that first interview, check out some articles on my website that I hope will be of value to you.

I Just Lost My Job! Now What?

It's unfortunate, but true that this is a topic that I'm going to explore over the next couple of months.  I hope it doesn't need to be discussed any longer.  It's time to be realistic, proactive and energetic in your effort to stay in your present position.  If you find yourself out of a job through no real fault of your own, I hope this and subsequent articles might be of value to you.

I received the following article in my good friend David Hults' monthly e-newsletter.  David is an HR veteran and now career coach and author.  He has valuable, realistic insight into how to maximize your career and in so doing, your professional and personal satisfaction.  I encourage you to visit his website at Activ8Careers.com and sign-up for the newsletter.  His approach is first rate and his positive results consistent.

It is simply everywhere.  Companies downsizing, merging, and closing.  Jobs are short and candidates are plentiful.  While this is good for a company filling a position, it makes for stiff competition for those looking for a job.  Instead of being able to implement a career change on your timing, it may be necessary to find a job until you can search more intensely for that career change.  So you just lost your job…what do you do now?

In this economy, it will be important for you to gather up your bills and do a financial assessment.  Yes, that means doing a budget.  It will be imperative that you lower your monthly expense immediately.  Unless, of course, you were one of those treasured few that received the million dollar settlement!  Click here for a website with a home budget calculator. 

List every expense that you have and find out where you can cut costs.  Do you really need that fully expanded, bells and whistles cable connection, or could you get by with the basic channels and rent a movie?  Do you really need that new pair of shoes?  Or can you take your current shoes to the repair shop and make them last another season?  If you have to eat out once a week, can you share an entrée with a friend or spouse and cut the cost in half?  Cutting costs can be difficult, but it can be done, I promise!

Once you have developed a budget and know where you stand financially, map out several action plans.  What will your plan be now that you are out of work?  Where will you start?  

Career Change Survivor Action Plan #1 – If severance was not an option with your job loss you may need to take a job to bridge the financial gap while you continue to look for a “real career” position.  It can be at a lowered salary and will not look as damaging on your resume as a gap in employment.  Beware, though, that some companies will question your motivation to stay in a full-time position that is not challenging for any length of time, so a part-time or contract position can be a better fit for this transitional period.  

Career Change Survivor Action Plan #2 – In a survivor situation begin immediately to deal with the emotion of losing your job.  It will be difficult to think clearly and convince an employer that you can be a positive employee hire if you are depressed or feeling embarrassed about the job loss.  How many people do you suppose have lost their job at one time or another in their career?  Almost everyone has or will.  So, do not blame yourself.  Look at the positive contributions you bring to a job and focus on those.  

Career Change Survivor Action Plan #3 – And, while you are focusing on those positive contributions, make sure you reflect those skills and talents in an updated resume.  Think back about projects where you made a valuable contribution or a team you worked with that accomplished a specific task, either under budget, ahead of time or both.  Once completed, have a trusted friend or advisor review your resume.  

With an action plan in place, the last step will be to work your J.O.B.S.