When it comes to job searching, networking is a key factor in success. Ideally, you make initial connections with people through LinkedIn (maybe even after meeting them in-person or at some kind of group online event). This is a great start. To really capitalize on a networking relationship, having a networking meeting can be extremely beneficial. 

So what exactly is a networking meeting? In the good old days, I remember hearing people talk about doing informational interviews. In short, if you were interested in having a certain job, or working with a certain company, you would contact and organization or individual and ask if they would meet you for an informational interview. Here you might learn about the company, what they are looking for, skills to acquire, and more. It also gave you the opportunity to start to build a relationship with a company--or a possible advocate in the person doling out said information. 

Fast forward to now. These days, a networking meeting is typically you and another person deciding to spend a half hour-ish together, (with the pandemic, usually virtually using Zoom with cameras on kind of like if you were having coffee) and chatting a bit. If you're job searching, the typical focus will be on how you can make progress in your job search. Someone may to agree to a networking meeting because you have things in common (like field of work, background, professional goals), because they are generally committed to helping people when they are job searching, or because you have a mutual acquaintance to asked that person specifically to meet with you to help you out. 

Whenever you have an opportunity to meet one on one with someone, remember that you are taking part in a type of informal interview. Whenever I meet with someone who is in career transition, my goal is to help them figure out their next steps, offer advice (if they ask and are interested) and give them ideas on next steps they might take, including who else they should speak with next. 

While I go in with this idea, the amount of help I'll provide also depends on how this networking meeting goes. Ideally, we have a good, productive conversation, and I think to myself, "I totally want to help this person more." If the meeting goes well, I'll refer them to specific resources that might benefit them (like a networking group they might want to join, a company to check out, someone to follow on LinkedIn) and even put in a good word for them to have a networking meeting with someone else who might get them closer to their goals. In addition, if it goes well, this is a person who I'll refer to others for openings, pass on job opportunities, and maybe even hire someday. If the meeting doesn't go well, I'll share a few resources, but may not be willing to help them as actively moving forward. 

Remember, interaction you have with people will impact their desire to help you going forward. 

Here are a few common types of networking meetings: 

• Talking about a particular job opportunity with a specific organization. Usually the goal of that meeting is to gain insight from someone who works at that company to help you decide if the company sounds like a good fit, how to tailor your application to the organization, or even get a referral in.
• Talking about someone’s career path to gain insight on what you might do to get into a certain job or field. In this case, you might ask someone about how they got into a specific role—like a manager or an instructional designer or a digital marketer---with the goal of you figuring out what next steps you might want to take to get to a similar role.
• General job search career advice. In this case, the person you’re meeting with knows that you are in career transition and is willing to help you figure out your next steps. This could be them recommending job titles that you should look into, companies they know who are hiring, or people you might want to talk to in order to get closer to your goal of finding a job. Sometimes, this meeting might lead to the person saying, “I think you should talk to  [SuperCool Person] who [can help you with an area where you need help].

Here are a few best practices for networking meetings:

• Thank the person for meeting with you and their input.
• Let the person know what you'd like to get out of the networking meeting.
• Let the other person talk. Remember, you're there to learn from them. Be sure to listen to what they have to say!
• Ask them for the advice they wish they had received.
• Ask them for their recommendations on next steps you should take.
• Ask them what you can do for them. Remember, they are typically meeting with you because someone they value asked them or because they just genuinely want to help. Be sure to return the favor!
• Be ready to help that person in the future--whether it's liking one of their LinkedIn posts, sharing a post they made, or helping them promote a job opening they have. Be a good LinkedIn/professional networking neighbor. 
• Send them a quick thank you message afterwards and reiterate any next steps you talked about.
• Follow up with anyone who they introduce you to. Even if you end up not doing a lot with that connection, be sure to be professional about it all. 

When people talk about how they "networked" into a new job, typically that means that they leveraged their initial connections, to help make inroads with new connections, who helped them get closer to a new position. The holy grail of networking meetings is when the person you meet with agrees to introduce you to someone else they know who could help you, and that process repeats until you're talking to a hiring manager or influencer who can help you get an interview for a job. Having good networking meetings is a critical step in that process. 

What are your job search networking tips and tricks? Share your thoughts in the comments. 

Businesses are always changing. They constantly update strategy to stay viable long term. Changing staffing levels is one way they evolve to meet needs. While changes may bring great opportunities, they could also mean layoffs are imminent.
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Here are a few signs that your employer may be closer to reducing staffing levels.

From the dot.com bubble, to the 9/11 attacks, to the subprime mortgage crisis and beyond, economic conditions impact the viability of individual businesses.

Most recently, during the pandemic, we saw some businesses boom (like video conferencing) while others struggled (like hospitality). Consequently, for those organizations that were floundering, job eliminations followed.
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Some were hit right away, while others lagged. For example, a company specializing in planning in-person events was impacted early pandemic, but the vendors who supported them with software felt the aftereffects. 

Not all companies are successful--even in a strong economy. Companies might miss their sales targets for a quarter (or longer) or start to lose market share to a competitor.

To adjust, they may start with small cost cutting measures, like having fewer snacks in the breakroom or downsizing employee events. On a bigger level, there may be hiring freezes, no raises, or stopping performance bonuses. There could even be temporary pay cuts or the elimination of some benefits (like employer contributions to a retirement plan).
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Since salaries are one of the biggest line items companies have, eliminating staff is one way to address financial troubles that shows a big, more immediate impact to the bottom line.

Changes in leadership, whether a CEO or a frontline manager, can impact an employee’s future. When a president is replaced, a VP of a critical department moves on, or a manager leaves due to personal reasons, new people fill those gaps.

New leaders typically review the current state, assess staffing levels, revisit company goals, and make changes. This may include them bringing in their own people, restructuring departments, halting unsuccessful projects, or starting new initiatives. In some cases, they may bring in one or more consultants to make recommendations—including the jobs that will continue, their scope, and who will do them. 

When companies have new owners, changes are inevitable. Duplicate teams will combine and some positions may be consolidated or eliminated. Differences in company values may mean that a department present in one company is no longer valued in another.
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Regardless of the circumstances, one thing is certain. The organizations in question will determine changes that need to be made and move forward in a way to make the company stronger—which may or may not include a job for you. 

Occasionally, companies revisit their goals and decide to switch directions. For example, a call center might start expecting all agents to be able to answer all call types, then shift to having specialized teams, then decide later to outsource, or eliminate a service altogether.
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Shifts take place to minimize costs or capitalize on a potentially lucrative market. This also means that the job that you have that was once seen as essential may later be deemed out of scope. 

On an individual level, changes to your job (especially if it becomes less challenging) may be a hint about the future of your role. If at one point you led projects, and now you find yourself being left out of key meetings, take notice. See if this is an isolated incident or a pattern.
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This may also be a downstream effect from changes elsewhere in the organization. For example, a new manager may observe you doing your (now less challenging) job and see a misalignment between the value you bring and the salary you receive. Whether this is due to a new boss who isn’t your biggest fan, or one who has a former colleague they want to bring in to replace you, it’s important to pay attention. Changes in responsibilities may put you in jeopardy as the organization evolves.

Depending on company culture, the amount of voluntary and involuntary turnover varies.  While some companies have employees who have been there well over a decade, others may have the bulk of their staff there less than a year.
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A larger, more established company has a better chance of having more longevity, while a tech startup may have more people regularly coming and going. Some may quickly decide if an employee is an organizational fit and take action. Others will have a structured (and often lengthy) procedure for attempting to correct performance before terminating. An organization’s mission, values, and day-to-day practices impact the likelihood that someone else will decide when you move on.

Sometimes, a layoff is inevitably caused by a series of events. It may start as an economic downturn, followed by the company’s financial issues, then a leadership change, a resulting reorganization, and ending with the company being sold. 

What indicators have you noticed the precede an involuntary job loss? What steps have you taken to address your suspicions? Share your thoughts in the comments.

Finding yourself in between jobs is a great opportunity to rethink what you want and shift your career in another direction. Unfortunately, along with the excitement of limitless possibilities comes the persistent fear you will never find work again.

​Through this process, the part of you that feels bound for greatness is constantly bickering with that voice telling you to shut up and take the first job you can get so you don’t end up financially destitute.

​How can you keep these two competing ideas from undermining your job search and your overall career success? ​

A key first step to job searching is figuring out what you really want in your next role. Chances are, there have been good parts and bad parts of each of your previous jobs that inform what you want in the future. There are the basics, (health insurance access, a competitive salary, core responsibilities) and the finer points (career development opportunities, interesting projects, and an industry you love).  
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Unfortunately, discussions about searching for work tend to skip right over the lower levels in Maslow’s Hierarchy of Needs (food, shelter, security, and safety) and jump right to self-actualization. In truth, we have to meet those core needs (which typically depend on a consistent and sufficient stream of income) while also striving to getting closer to meeting our full potential (which will contribute to our overall well-being).

​While in career transition, that means balancing our need to make our interim sources of income (unemployment and any other money we can lay hands on) are able to bridge us from our last stable income stream to our next with as little undue anxiety as possible.

A core challenge of managing yourself during a job search is that you don’t know how long unemployment will last. In my six periods of career transition, my shortest was a month, and my longest was closer to six.

​In reality, you’re unemployed a week at a time, not knowing when you’ll head back to work and a steady paycheck. It’s a balance between keeping the faith, and deciding what your plan A, B, C (and sometimes up to J) should be depending on how your job search goes.

In my most recent period of career transition, I started by figuring out what I wanted in a role. I wrote down the non-negotiables, the nice-to-haves, and the definitely-nots. I started job searching, networking, and applying for roles.  

​I also thought about timelines, and how I would modify my goals depending on the length of time I went without a long-term full-time job. 

Here are my personal job searching guidelines factoring in timelines.

• 1-3 months: Ideal job title in my field at my target salary at one of my target companies with a
• 15-minute commute
• 3-6 months: Ideal job title in my field at my target salary at a good company with a 30-minute commute
• 6-9 months: Okay job title in my field at close to my target salary at an okay company with a 30-minute commute or contract work to offset loss of unemployment. Possibly find a job and keep looking.
• 12+ months: Okay job title outside of my field with a less than ideal salary with a 45-minute commute or contract work. May also work an additional short-term job. Possibly find a job and keep looking.

I wrote guidelines based on my personal situation and what I thought made sense for me. Your timeline may differ. In addition, as new information entered the equation, I adjusted my plan. For example, during a previous period of career transition, I ended up finding a short-term contract role that was well-aligned with my overall work goals, so I took it. It didn’t necessarily align with my general guidelines as stated, but it made sense in the overall scheme of my career goals and job search timeline. 

How did you think through your job search goals while in career transition? How did you adjust your plans based on the length of your unemployment?

​Share your thoughts in the comments.

Whether due to an economic downturn, an acquisition, or company reorganization, I’ve found myself in an unexpected career transition six times over the past 20 years. Even having gone through several layoffs, it’s still an emotional experience each and every time. Here is the bad and the ugly of the feelings I’ve personally gone through. 

The phone call from HR, the perp walk through the office to the dreaded conference room, the last minute ominous meeting invite, or the oddly timed tap on the shoulder all seem to come out of nowhere. There is something surreal about being pulled into a virtual or in-person room and having someone look you dead in the eye and tell you that you were going to go through a big life change starting, well, now.
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Even if there were layoff rumors, or news about leadership changes, or low sales report for the quarter, it’s always a surprise on the date and time when layoffs go down. It’s the feeling of the ground being pulled out from under. It’s the gap between expecting a full day of meetings and finding yourself in you car mid-morning with a white box. 

Even in cases where I was actively looking for a new role, there’s a certain amount of anger that goes along with a layoff. I was angry learning about the people who didn’t get laid off (like that guy whose messes I’ve been cleaning up for the last year) and comparing my perceived value to theirs. I’ve been angry at the timing (right after vacation, right before a holiday) and how that makes finding something new a longer process. I’ve been mad that yesterday’s mission critical work-all-night project has now become irrelevant. Mostly, I’ve been mad that someone else decided when I didn’t get to do that job anymore instead of me getting to choose when it was time for me to move on. Feeling that lack of control if often the hardest part. 

Leaving a job abruptly leaves a big hole in your life starting with the 9+ hours per workday being replaced with dead air and uncertainty. People who earlier that day were coworkers, casual work friendships, or confidents now may be nothing at all now that you no longer share an employer.  The consistency of a morning routine, daily commute, and regularly scheduled meetings are replaced with a period of uncertainty that may last a week or a year. Sometimes it’s easy to be hopeful about the future, and other times it’s hard not to be mired in sadness about all the things you can’t control. 

There is plenty to be afraid of. The idea of not having a paycheck is horrifying. Not knowing how long your final payout or severance check has to last is unnerving. Now knowing how long unemployment will last and what job you’ll end up with—is, at times, unbearable. I fear being unemployed endlessly and not being able to support myself. I worry about panicking and taking the first job offered to me. I worry about holding out for something closer to the “perfect” job that may never come. I worry that I will never get a job as good as the one I had. On the worst days, when fear has given way to full-on catastrophizing, I worry that I will lose my house, my car, my professional reputation, and everyone I’ve ever loved. 

While all of these feelings are difficult and unpleasant, it’s important to acknowledge what is happening. It’s helpful to focus on the possibilities the future holds while also grieving the loss of your previous job. After addressing the sadness for the loss of the future you thought you would have, then you can decide what you want your next career step to look like and take steps to get to that even better future.                  

​Have you been through a layoff? What feelings have you experienced? Include your thoughts in the comments.

As a now 6-time layoff survivor, I have done many job searches, and had many interviews. Recently, I read an article about a job searcher who opted out of one hiring process. He did this after making it through three rounds of interviews, and having the organization ask about arranging the next six (yes, six) additional rounds of interviews. (I included an article with details in the "Learn More" section.)
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I felt compelled to share my own story about one seemingly never-ending interview process. Like with many things in life, it took a bad experience to teach me how to make better decisions around participating in interview processes when job searching. 

Let me start by taking a moment to acknowledge that this is not always easy to do. When you’re hip deep in a job search, especially when you’re unemployed, it is hard to set boundaries. The longer the search goes on, the easier it is to tell yourself that you’ll summit Everest if a potential employer asks you to as part of possibly FINALLY getting a paying job. Here is your reminder that it’s important for you to realize that jumping through more and more hoops doesn’t necessarily mean that you’ll end up with a job at the end of the process. Do your future job searching self a favor and think through what your boundaries are when it comes to participating in a given company's hiring process. We'll revisit this a little later.  

During this particular job search, I was laid off at the end of the summer. From previous job searches, I hoped to find a new position before Thanksgiving, because otherwise it might be until February or March before I secured a new role.  

I was very excited when I ran across THE PERFECT JOB! It was an opening for a training director position within an easy commuting distance where I even knew someone who had connections within the organization.

Lessons Learned: Don’t fall in love with a job. Even if it seems like “the perfect job”, it is not yet “your job”. Apply, hope for the best, but keep on applying. Until you have an actual accepted job offer, it is not “your job.”

I met with my professional connection, and they filled me in. I learned about the organization, their clientele, their mission, the key players in the hiring process, and useful background information. My connection even put in a good word with the organization (they had left on good terms.) I also learned that the company had a some turnover in this position, so they were trying to make sure they did their due diligence and hired the right person this time around. 

Lesson Learned: Even when you’re excited because you found THE PERFECT JOB, gather information and listen to what people tell you. This company having gone through two people in the role in a relatively short period of time, and being concerned about making another hiring misstep is something I heard, and noted, but I didn't really listen to as much as I should have. In this case, the company was trying (maybe a little too) hard to hire the right person for the role. It could have also indicated that there was something about the company or the role that caused people not to stay. Again, my future self knows to synthesize information gathered more carefully--and not emphasizing only the good things.  

I applied, and my connection put in a good word for me. Very quickly, the company reached out to me for an initial phone screen. Then a phone interview. Then another phone interview. Then yet another phone interview. After four phone calls—each where the interviewer seemed excited about me as a candidate and talked about who else I needed to talk to—I started to wonder what the whole game plan for this whole process was (aside from their overwhelming goal not to make a hiring mistake).

Lessons Learned: In the initial phone screen or the first interview, be sure to ask what the hiring process is. Decide what your boundaries are, and if you’re willing to do all of the things they want you to do. Remember, you are interviewing them, too. Make no assumptions. Don't get so excited that they keep wanting to talk with you that you keep on going not knowing what the whole process will be (and if you're willing to continue on that path). 

In addition to talking to different interviewers on multiple occasions, the company wanted to see work samples. I emailed work samples and met with a subject matter expert who was well-versed in adult education and instructional design. They complimented me on the trainer guide, videos, and job aids I had created. They told me they were impressed with my work, and learned from what I told them. At this point, they told me the next step was for me to meet with the company founder. 

Lessons Learned: Have a portfolio online that people can access, or let people know that you are happy to review work samples (and your process) with them in an in-person or Zoom meeting. 

I was excited to be meeting the company founder, who was also a published author. In preparation,  I bought and read their most recent book, researched their accomplishments, read their blog articles, and  their body of work. During the interview, we had a great conversation, which included a lot of “when we work together” and “next steps” language. 

This meeting was followed by multiple Zoom meetings with different stakeholders explaining the next steps in this process—which they called an “in-box experience.” During this phase, I would come into their office and work for a half day. I would have a chance to interact with multiple people with whom I would work, including consultants and a client. This would require me to sign a non-disclosure agreement, work on a project for an actual client, and present information to a client.  

Lessons Learned: No matter how many interviews you have, or how much they seem to like you, remember you do not have the job until they have made you an offer and you have come to an agreement about your compensation. Remember that the goal of this process is that the employer decides if they want to work with you, and you decide if you want to work with them. Looking back, I'm frustrated with myself that I invested this much time without talking about salary expectations. 

The Wednesday before Thanksgiving, at 8:00 am, I arrived for my in-box experience. I brought my computer and the work I had done so far. I was told that I needed to use their computer for my work that day. During the four hours that I was there pretending I worked for them, I had an in-person panel interview with people I had talked with via phone, interviewed via Zoom with a consultant, ran a project meeting, completed work on instructional materials for a client, and got feedback on my performance  along the way.  I had a final conversation with one of the decision makers before ending my day. I was told I'd hear back early the following week. 

Lessons Learned: Determine ahead of time how much you are willing to do for a role, and when to call it. Remember, you're interviewing them, too. 

In the middle of the following week, I got a call back. It was very brief. Thanks for my time, but they had decided not to proceed with me as a candidate. If I like, though, they would be willing to add me to their possible consultant database for future contract work. 

​Lesson Learned: Never again. In short, I spent about 45 hours total, including about 15 hours of unpaid work that I did for the company, to end up with no job offer. Time to transition those lessons learned into new personal guidelines. 

Remember the boundary setting I mentioned before? Here's where we revisit it. After going through this process (and getting mad all over again writing this up), I am reminded of the outcome of those lessons learned for me.

• Ask about the hiring process in the initial phone screen. Ask about timelines and next steps. 
• Sometime during the interview process, have an initial conversation about salary and benefits. Let the organization know that it's to make sure their benefits and total compensation is aligned with my expectations. End the process early on if  they are significantly out of line, or at least manage expectations on next steps. 
• Evaluate my feeling on the role and organization at each step in the process. Be ready to withdraw from the process as needed. Be polite when communicating my desire to not continue with the hiring process. 
• If the idea of doing work as part of the hiring process comes up, discuss details and time commitments involved. Offer to review my work samples with them, and spend up to 2 hours showcasing my skills. Set expectations that beyond that, my time is valuable and billable. 

What have you personally learned during the job interviewing process? Include your thoughts in the comments.

Pre-pandemic, "networking" typically meant attending in-person events, shaking a few hands, and having a somewhat meaningful conversation with another human. While some of those in-person opportunities are intermittently available, large group events are more the exception than the norm. As with other lessons learned on adapting to remote work, the way we build our professional networks also has to adapt.

Like many people, I have attended (and delivered) approximately a bijillion online meetings, trainings, and interactive instructor-led sessions over the last little bit. I've been approaching these sessions with a mind towards not just attending, but also making new connections. The process is different, but I realized that I've actually managed to connect with more people (and often form more meaningful connections), that I sometimes do working a room. As someone who runs introverted and communicates effectively in writing, this was an opportunity to turn webinars into a bonus network building exercise.

When attending a webinar where interaction was promoted, I made sure to participate. I also noted other attendees (sometimes taking screen shots of the participant pane) and what contributions each person made. After the session, I would use those details to follow up on those fledgling connections on  LinkedIn.

After attending a webinar, here is my process for adding new LinkedIn connections:

• Refer to the list of attendees at a webinar.
• Search for each person on LinkedIn.
• Skim their profile for things we might have in common or ways that we might be able to help one another.  These might include our geographical location, people who know in common, their industry, their current role, if they are looking for work, and if they had any recent activity (posts, articles, or likes) on their account.
• Decide whether or not to connect.

Personalizing connection requests is a great way to start building a relationship with a new professional contact. 

• Personalized greeting
• ​Statements on what we have in common 
• Invitation to become part of one another's professional network
• Optional: suggested next step
  • Offer of job searching help
  • Suggestion on something in particular to do
  • Sharing additional information
  • Phone call or virtual coffee meeting
• Signature

Here are a few examples of messages that you can use to invite people to connect. You have 300 characters total to use for personalizing connection requests. 

Hi, Jen. I see we both attended today’s White Box Club meeting. ​I’m also in transition and seeking a new role in learning and development. Let's connect!

I'm also always up for a 30-minute "virtual coffee" meeting to discuss how we can help one another as we job search.

--Brenda

Hi, Javier. Welcome to the PACT organization! I know I personally appreciate everything I learn from this awesome group of people. Since you mentioned that you are job searching, be sure to check out The White Box Club on Meetup to help you as you find your next role.

Keep in touch!

​--Brenda

How do you further nurture that relationship? Here are a few ideas.

• React to other people's posts.
• Comment on other people's posts with your insights.
• Share someone's post to your feed and @mention them to thank them for sharing the information.
• Send a quick message to a connection sharing helpful information they will appreciate. 
• Congratulate people on their career milestones and successes.

What are your strategies for building your network online.

Since the beginning of forever, I have worked in the field of learning and development in a corporate environment. I have also learned that two of the most at-risk fields for layoffs are marketing and training. In total, I have been laid off 6 times due to economic downturns, companies being bought or sold,  or good old fashion reorganizations. While each period of unplanned job transition is rough in it's own way, here are three core truths that help me weather the storm as I search for a new work home. 

When you're a hiring manager, you have a ton going on, and only one of those things is hiring a new person. You're still trying to manage your team, meet deadlines, troubleshoot customer problems, and juggle all of the people you're considering for your open position. In an interview, when one candidate asks about the hiring process, you tell them you should know who will move on to the next steps in the process "by the end of this week"--and at the time, you believe that is a reasonable deadline. Then there is a software release with a bug that causes three meetings to be scheduled with big clients, or someone quits suddenly leaving a lot of arrangements to be made, or your child has to be picked up from daycare with stomach flu. Friday comes and goes and getting in touch with a candidate falls off your radar until the next week. 

Meanwhile, as a job seeker, you put a note on your calendar that you'll know one way or another by Friday. Then you analyze every syllable you uttered in the Zoom interview hoping that you didn't say anything awful. You rethink a facial expression that you interpreted as approving and wonder if it really was that at all. You suffer through Saturday, Sunday, and Monday secretly worrying that you will never work again. Ever.  

Instead of spiraling, take action to get you closer to your job of being happily,  gainfully employed. After the interview, send a thank you email to the hiring manager and send them a personalized connection request on LinkedIn. Put a note on your calendar for a few days after the hiring manager said they would get in touch with you. Reach out to them at that time including a few pleasantries, reiterating your interest in the role, and asking for an update. Will you get the job? Who knows. You did your part, identified what you can work on, and will continue to learn and grow as you go through the process for more roles. 

In addition, network with three more people and apply for three more jobs. ​

Inevitably as a job searcher, you run across it. THE job. It's the one you know is meant to be yours. It's perfect--easy commute, a great title, the go-to company, exactly what you are qualified (and want) to do. In your head you know it--this is MY job. You picture your new business cards, where you'll park, and how you'll introduct yourself as the "Director of Awesomeness" for this perfect company. You think--why should I even bother applying for anything else because this is SO my job!

Except, well, it's not actually your job yet. You're looking at it and see yourself in it, but it's not real. You don't work there. No one is sending you a paycheck for it. They don't even know your name yet. This MAY be the job you eventually get, but nothing is done yet. You know what else? It may not end up being your job. You need to remind yourself that it's not a done deal. Apply for that job--even work hard to get it. Know, though, that you may end up not even getting called in for an interview. This doesn't mean you're not still awesome. There's just a lot going on. There may be an internal candidate, or a previous coworker of the hiring manager, or someone who has a referral from a college friend, or someone who has even slightly more of a qualification that didn't make that job posting. 

Instead of spiraling, take action to get you closer to your job of being happily,  gainfully employed.  Any time you find yourself falling in love with a job, or thinking of something as "your job", make an extra effort to go apply for additional jobs. If the job you see yourself in works out, great. If not, you're still working towards your ultimate goal of finding a new role (complete with a paycheck) whichever one that might be. 

In addition, network with three more people and apply for three more jobs. ​​

Applying for jobs is a process. Looking back at my records, I have typically applied for between 40 and 100 jobs when I've been in career transition. It's easy to get discouraged. Sometimes you apply and hear back a fat lot of nothing. Personally, sometimes my stomach sinks when I see a job that I've applied for (and was quickly rejected) and it's reposted and realizing that they will hire "not me" for that role.  It's hard when the job where you interviewed a ton of times tells you they really liked you, but went with an internal candidate. It's rough to hear that you were great, but that you came in second. There is so much rejection in the job search process, that it's inevitable that you'll feel down, and like a loser, and like there is no hope. 

At the end of the day, though, you only need one job. You need one organization to tell you "yes". You need one place where you and the employer agree that you'll work together. When I remind myself that I only need a success rate of 1 in 50 to be happily, gainfully employed, it makes it all seem more manageable. All those no answers get you to the one yes you need. The trick is that you don't know which one will be that yes. 

In addition, network with three more people and apply for three more jobs. ​

What job search words of wisdom resonate with you the most? Include your thoughts in the comments.

Going to work expecting to finish up a report and lead a meeting and having your workday end abruptly at 10:00 AM walking to your car with a box containing all of your workly positions, is jarring. What's even more jarring is the realization that now--SURPRISE--you have to find a new job so that you can continue your extravagant lifestyle of living indoors and eating on a regular basis. 

For the whole of my professional career, I have worked in the field of corporate education in positions like software trainer, training specialist, sales training manager and instructional designer. Like many of my colleagues, I've also been laid off three times in my 20+ year career.  (I know people who have me beat by at least a couple of times.)  While fixating on the fear of losing your job is a horrible way to exist, there are a few things that you can do now--while you're happily, gainfully employed--that can help lessen the blow if you do happen to find yourself suddenly in need of a new position.

If you read any articles about effective ways to find a new position, leveraging your professional network is a key piece of advice. It's also harder to start networking when you have your proverbial hat in your hand and need something. It's better to start building your professional network before you need something. Your network is also much more than a job search resource.

LinkedIn is a great tool to help you build and connect with others. In the beforetimes (pre-pandemic), I would connect with people on LinkedIn after we had met in person. Now, I proactively connect with industry leaders, people I encounter at professional development meetings I attend via Zoom, or I ask to connect with people who share common interests with me. 

I also interact with people on LinkedIn. I post content that highlights my industry knowledge, comment on people's posts, and share posts that resonate with me. Being a good "LinkedIn neighgbor", and building your network before you need to use it for a job search, is a great way to position yourself or future success.

I was once laid off from a job where I had been for eitght years. When my position was eliminated due to corporate restructuring, putting my resume together again was a challenge since I had years of diverse work experience to document. At that time, I knew details about recent projects, but it was harder for me to piece together all that I had done, and salient details that would help me get hired elsewhere.

Fortunately, and in rather unusual fashion, I was given a couple of months of notice that my job would be ending. That gave me the time to review my calendar, and files, to put together detailed descriptions of what I had done. This helped me put together a master resume. This isn't the final resume that you use to apply for a position. This is the big huge ridiculous document that contains everything you've done ever. From here, you pick and choose details that you'll include in your for real applying-for-a-job resume. 

In general,  I've become more proactive about recording what I do. While these projects are fresh in my mind, I write down specifics on what I did, who I worked with, outcomes and tangible results. This helps me not only for a someday job search, but it also helps me position myself for additional projects and roles at my current workplace as the company grows and evolves. Keeping a detailed list of projects, responsibilities and skills you were able to use will make resume writing much easier when the time comes.

Once upon a time, I was planning on being a high school English teacher. While my current career path focuses on education, suffice it to say that I ended up in a very different place than I originally envisioned. ​With each role that I have had, my skill set has grown immensely. 

When I look at how the world has changed since earned my undergraduate degree, it's amazing. One of my first training jobs was as a software instructor teaching people how to use the big scary Internet. My first few job searches were done relying predominantly on the want ads in the Sunday newspaper. At one company, we were on the bleeding edge of technology by using instructor-led web based training before training by webinar was standard. With advances in technology, the workforce, and worldwide economic factors, things are always changing, and to stay employeable, you need to keep up. 

Don't wait until your job's future seems uncertain to start learning. Go to professional meetings. Read website dedicated to your field. Listen to podcasts on topics of interest. Look at job descriptions for emerging positions to see what kinds of skills are in demand. Keep updating your skills so you're not left behind when change happens around you. ​Be Amazon, not Nokia.

What other career advice do you have to share?

​Recently, I was at a professional development event learning about the finer points of corporate training. During networking time, I talked with a woman who had been previously laid off, then called back to work for the same company (which is rare for my chosen field). What was her biggest concern? In short, she was trying to figure out how to be happy in her new/old position and not constantly worry about the possibility of getting laid off again. 

Here in the land of having been laid off from various and sundry positions 5 times over the course of my career, I know from being worried about job loss. Granted, the first time I was laid off, an involuntary job loss was outside of my realm of possibility since it had never personally happened to me. After that, though, once I knew it was a thing, there are many times I’ve worried about being laid off. Maybe it was concerns about market performance, or new management, or rumors about reorganization, or any number of other things that caused my anxiety to kick in. 
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On the flip side, the times I have been laid off, I have just plain not seen it coming. I’ve been busy dealing with my personal life otherwise falling apart, or too busy working on a must-succeed project, or coming back from vacation to realize that apparently, I was not long for those companies. While I do worry from time to time, instead, I now focus on how to proactively position myself for longer-term career success instead.

Way back when, I had two operating modes when it came to work: “I’m happy with my job” mode and “I need to find a new job” mode. “I’m happy with my job” mode included excelling at my day-job with a side order of inactivity. “I need to find a new job right this minute” mode is when I started to network, look for career opportunities, dust off my resume, highlight my skills, etc. Now I realize that I needed to change from those two to an all new “working professional” mode—which is a both/and way of being. As a working professional, I still excel in my current role, but I also remember to keep my skill set up to date, continue to make ongoing professional connections, and have a career plan B (and up through about J, honestly) just in case I need it. Regardless of my employment status, this mindset serves me well and helps me live my life without focusing on fear.

Once upon a time, I planned to be a high school English teacher. While I didn’t end up teaching in a school setting, I use that skill set to help adults who work for businesses learn the knowledge, skills, and abilities that enable them to excel professionally and personally. I’m a lifelong learner, and I literally learn for a living—and help others do the same. I’m always learning new technology, reading up adult education theory, and gaining insights from those around me. In addition to having a formal background in education, I also attend regular professional development meetings, and I constantly read in and outside of my field. I make sure I can speak intelligently about trends in business, education, and beyond. Staying current and continuing to learn and grow keeps me doing well in my current position and future ready. In an ever-changing world, continued professional growth is the best way to manage whatever happens next. 

 People talk a lot about “networking.” Too often, I think networking is depicted as a superficial act that involves shaking a lot of hands at a nametag laden event where people dread the next day’s “would you like to buy something from me” calls. For me, as an introvert, I approach networking differently. My goal is to build mutually beneficial relationships with people. These relationships are an opportunity to share information, help one another out, and feel more connected.

I keep track of my network using LinkedIn. In the beforetimes (aka pre-pandemic), I would typically meet people in person first, then connect with them via LinkedIn. Now, after I interact with someone via webinar (at a professional development meeting or after we work together for the firs time), I add them to my LinkedIn network. I've also taken a more proactive stance on online networking out of sheer necessity. Regardless of how that connection comes into my life, from there, I’m happy to help a friend of theirs look for a new job, or talk with one of my connections about how they might want design their technical certification program, or answer a question about a job applicant who is a former coworker of mine. I expect to help people in my professional network out, and know that they will be willing to do the same.

Regardless of the role that I’m in, and even if it seems to be going well, I always have a backup plan, and a backup-backup plan, and then a couple more backup plans after those. After 5 layoffs, and the unique challenges of each, I have a broad sense of the types of situations (like figuring out the health care exchange and determining when it made sense to do short-term contract work) I may need to mitigate. This means being ready to manage possible adversity or taking advantage of opportunities as they become available.

In addition to being proactive with my network, some of the things I’ve thought through have made me better equipped for issues as they arise. Here are a few of the things I’ve contemplated:

• The recruiters/connectors who I call if I find myself unexpectedly in transition
• My options for short or long-term contract work in my field
• My interim budget if I am laid off, and how/when to tap which kinds of resources
• Different health care scenarios, including COBRA, a ridiculously high deductible health plan, or the “be careful” option
• My 6+ months of unemployment plan, including work outside of my field, to pay core bills

How do you manage career anxiety? Include your thoughts in the comments. 

As I’ve started to do more networking through one on one Zoom meetings, I have talked with many colleagues who are interested in switching jobs and are dusting off their resumes. After we talk a little about what type of a position interests them, I usually give them a little bit of resume feedback. As a many-time hiring manager, I have seen lots of bad, and lots of sort of okay, and just a few resumes that were really, really good. For me, I think a resume needs to answer three very important questions. Having a resume that addresses these questions gets you out off the no pile and into the “I am excited to talk with them” pile. 

​A few years ago, I was working on filling an instructional designer position on my team at a software company. I received one resume where the person’s career objective stated that they wanted to be a curator at a museum. The good news: this person knew what they wanted and made it very clear in their resume. The bad news: they didn’t want the job I had available.

Most (like maybe a good half) of resumes that end up in the “no” pile are so nondescript, they could be applying for any number of office positions. Once, when I was hiring a technical trainer position. I received a resume for someone who had a lot of experience in corrections working as a prison guard. The good news: this person had many potentially transferable skills. The bad news: I didn’t know if this person was interested in this particular role, or was mass applying for anything that wasn’t their current job.

For many people, it may be easy enough to tell if a person wants the job based on their past job titles. If they have always been a project manager, and this is a project manager position, or a senior project manager position, it’s a pretty good bet that they are interested in this job.  Then there are the rest of us, who are decidedly less well-behaved. Some people have a lot of job titles that don’t necessarily logically flow together (like people who have changed careers). Others have careers where positions went from managing people, to being an individual contributor, to freelancing, to being at a VP level, to being an individual contributor again. No career path is wrong per say, but when applying for a job, be sure to make it clear what you are looking for now—and that it is, indeed, the open position.

​Overall, do just enough tailoring on your resume that the hiring manager knows that you are interested in the available job and applied for it on purpose. Given how costly a bad hire can be, help the hiring manager know that you for real want to do the job in question.

Once I know a given candidate want the job, next, I look for some indication that the person has the skills to do the job. With some candidates, their work experience is neat and tidy and in the order one might expect. For example, they were a call center representative, then a senior call center representative, then a call center supervisor, then a call center manager. If they were applying for a call center manager position, from their job titles alone, I can be reasonably sure they can do the job. With that, adding in keywords from the job description and adding details about their previous education and work responsibilities as they relate to this specific position, it’s not a stretch to think they are qualified.  

If the candidate didn’t have a lot of experience in a similar role, I’d expect them to describe what they did in previous positions and show how their work experience prepared them for this role. For example, if I’m hiring for an instructional designer position, the job description might include something like “collaborates with subject matter experts to assess training needs and create learning materials for client-facing courses.” If someone with a background as an elementary school teacher applied, they should show how their previous work experience relates to the available position. For example, they might include “collaborated with subject matter experts in the media center to assess training needs and create learning materials for a course for parents on encouraging their children to read more.” Without emphasizing those transferable skills, I might not be convinced that they could perform the tasks required.
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Overall, be sure to make it as obvious as you can that you are able to do the core tasks that the job requires. 

Filling an open position takes a long time and is a huge gamble. The goal is to find someone who wants the position, can do it, and who will want to be in that position (or a part of your organization) for a good, long time. Never, with certainty, can you be happy that a candidate will take the position if offered to them or stay in that role (or with your company).

This part of resume assessment is really teeing up the phone screen, and honing the questions I’ll need to ask. Will this salary be in line with their desired salary range? Will they be happy working from the office or working from home the amount required? Will they work well with the level of structure and formality at this organization? Will they want to travel as much (or as little) as is needed with this job? Are they going to be happy managing or not managing people? As a hiring manager, details in the resume is helpful as a starting point for those questions.  

What do you think? What questions do you think a resume needs to answer? Include your insights in the comments.