7 Rules To Find the Right Job Search Coach for You

7 Rules To Find the Right Job Search Coach for You 3 Finding a job search coach or career coach is a job search where you're the recruiter. These rules will guide you to hiring the best coach for you. This guest post by Job Search Coach Rita Ashley of jobsearchdebugged.com is part 3 in her 3-part series on coaching and the job search. If you’d also like to guest post here on JobMob, follow these guest post guidelines. A job search coach or career coach helps you attain your career and employment goals. While either may or may not be a certified or accredited career counselor, that distinction is not the place to begin your search for a coach. Anne Fisher, senior writer for Fortune magazine makes it very clear when she advises: “Does the coach have real-world work experience that is comparable to yours? (John) McKee notes that about 80% of self-designated career coaches have actually been trained in life coaching, and may have few practical suggestions on how to help you achieve your work-related goals.” Once you have decided to spend money on a coach (and pricing is as varied as the practitioners themselves), how do you find the right coach? Follow these rules to find the right coach These rules apply for any kind of coach you might want; you vet a job search coach exactly as you'd vet any other coach. For purposes of illustration, I will use job search coach in the examples below. 1) Get coaching candidates from trusted sources Assuming you know your objective â€" a promotion or new job â€" begin your search by asking people whom you respect if they have used a coach. Referrals are a good initial step but don't assume that you will find the same chemistry just because the referrer was happy with the coach. Also, your needs are probably different. 2) The coach must be involved in your industry or market niche It makes no sense to hire a coach who specializes in medical professionals if you are an IT executive. Does the coach have actual first hand experience in the job search world? Were they a hiring authority, recruiter or HR professional? Outsiders can't possibly fathom the nuances of an executive level job search if they have not been in the trenches. If they don't have first hand experience, this should be a deal breaker for you. 3) Find a coach who's style you're comfortable with I am, for example, bottom line focused and very direct. This does not work for all people. I do not hide this attribute because if someone becomes defensive or sensitive during our initial interview, we will not have a good coaching experience. To get a handle on style and priorities, ask questions and listen to how the questions are answered as much as the answers them selves. 4) Interview your coaching candidates in depth Ask hard questions about their background like: What were two of the biggest challenges you overcame on behalf of clients and how? Was there ever a challenge you couldn't overcome on behalf of a client? Please describe your process? What you are looking for here is flexibility. A cast in concrete one size fits none approach will not be the best solution. How long does this take? This is a trick question because there is no way to answer this. It is a “How high is up” question. The coach has no control over how much time you put in or the quality of that time. If they answer with a time rather than an approximation, it is a sign they are not experienced or are guessing what you want to hear. What are characteristics of your ideal client? 5) Ask for references and testimonials Most of my clients hope to remain confidential and therefore are not available as references. They are willing, however, to offer testimonials. If references are provided, contact them to talk to about the coach's style and deliverables. I know of one coach whose clients say she is great at resume construction but when it came time for the real work, the networking and outreach, she simply said, “Now, go out there and network.” You need to know these things in advance to make certain your specific needs are covered. Read the testimonials to see if there is a common thread. Several of my testimonials, for instance, make it quite clear that I am direct and results-oriented. Do not engage in wishful thinking. Make a list of those things repeated in the references and see if they map to your own needs and style. 6) Determine at the outset which fees are required for which services Some coaches charge hourly while others charge a flat fee. There is no rhyme or reason to how coaches charge. You just have to find what works for you. Also, don't haggle over fees. Either you find value in what the coach offers or you don't. Haggling or negotiating starts the relationship on the wrong foot. Coaches research pricing before establishing their fee schedule; don't insult them with comments about the cost. If you don't feel there is value, walk away. 7) Be very clear about what your expectations are Help the coach establish priorities that fit your needs, but listen to their advice as well. I once had a client absolutely convinced he needed to start by adding to his network. I was equally adamant he needed to start with his elevator pitch. Since I had a compelling argument, he capitulated and later thanked me. Above all: always trust your gut Use the rules above to narrow down your list of candidates all the while listening to your inner voice. There is much that is intangible about a good coaching relationship and the gut never lies. If you liked this article, read the others in our series on coaching and the job search: 5 Types of Coaches That Can Help Your Job Search 6 Reasons You Might Need a Job Search Coach Now 7 Rules To Find the Right Job Search Coach for You About the author Rita Ashley is a technology recruiting veteran who has worked closely with investors, executives and hiring authorities to staff senior technology positions in Seattle. In her current role as a Job Search Coach she is passionate about helping executives and technology professionals get the promotions they are after and the jobs they want. Ms. Ashley's book Job Search Debugged offers unique advice and tips based on her recruiting career working closely with hiring authorities. Searching for a coach?

The Language of Sexism How Gendered Language Encourages Workplace Sexism - Classy Career Girl

The Language of Sexism How Gendered Language Encourages Workplace Sexism Females are tough beings who are more than capable of overcoming sexist comments. Sticks and stones, right? The real problem is that sexist phrases carry more weight than innocent words. They represent real problems that have affected women for centuries. In the workplace, it can be sexual harassment, lower wages, fewer opportunities, or a general lack of respect. For young girls, it can be teen dating violence, microaggressive comments, or condescension. Women are stereotypically considered too emotional for leadership positions. Women universally deal with the phenomenon of being ignored. Even though weve taken several steps in the right direction, it is still too easy to come up with current and relevant examples. An important factor to evaluate this misogynistic narrative is the language used to convey it. Not only is it prevalent in sexist remarks, but elements of sexism encompass themselves into common, everyday language. The Language of Misogyny: How Gendered Language Encourages Workplace Sexism How Language Influences Society How you speak is largely influenced by your environment. Ten years ago, people only used the word literally when speaking in a literal sense, but now it is part of most people’s regular vocabulary as an interjection/filler word. Think about your accent and the tone of your voice as you move through sentences and talk to others. Most likely, you gathered these vocal characteristics from the world around you â€" by the way your parents taught you to speak, how your peers responded to you, by what you heard on TV. The way you express your thoughts are shaped by the world around you, so what you say is a reflection of the culture you live in. Just as companies design advertisements to subconsciously influence potential customers, the use of gender-biased language can subconsciously influence the way people think about each other. Your thoughts are often reflections of your social climate. Most of the phrases you say and jokes you make are from other people or sources. In this way, language is not only recognizant of but also a reinforcement of the culture around you. Gendered Nouns in Latin Languages Usually, cultures are largely influenced by the predominant groups in society. Since males have typically been a dominant group throughout history, language has been quietly yet clearly centralized around males. Latin languages perfectly demonstrate this phenomenon in that some assign gender to inanimate objects. Both French and Spanish gender nouns. There is no gender-neutral plural such as they. One important facet of this is how they gender groups of people. For example, if there is a group of 10 women, you use the feminine pronoun (elles, ellas) to refer to the group. However, if even one man enters the group, you immediately switch over to masculine pronouns (ils, ellos). The issue with this is that it sends the message that males are more important. Imagine if you, a female, are hanging out with five female friends and a male friend joins the group. Then a third party walks by and addresses you all as males. The cause of this might be a grammatical rule, but it still ignores the females that are present in the group. Additionally, there is almost always a correlation between gendered grammar and global sexism. Its a little more complicated when languages assign genders to every noun in the language (feminine moon, masculine sun, feminine street, masculine newspaper). Since these languages were created so many centuries ago, it is unclear why or how they chose the gender for each noun, but they have significant effects on cognition. [RELATED: Are Women Getting Equal Opportunities in Todays World?] Vanquishing Sexism in the English Language Although the English language does not gender nouns, it still propagates sexism in American culture. Phrases that show preference to males dont merely exist; theyre used every day. You can find gendered wording in everyday life and it commonly conveys hidden sexism in the workplace. Using phrases such as “you guys” or “dudes” when referring to females reproduces the problem of Latin languages gendering groups as male, even with a majority of females. Additionally, exclamations such as “oh, boy!” or “oh, man” clearly favor males. Automatically (and incorrectly) gendering groups of people or using idioms may not seem like a problem because it’s common and seems normal to hear (whats wrong with saying hey, guys! to a bunch of women, you may ask?). Try calling a group of men “ladies,” “girls,” “darling”â€" anything feminine. It doesn’t work. This is because the narrative promoted by these sexist phrases is that it is insulting to be feminine, but favorable to be masculine. Calling women “girls” is another example of why language matters. This habit is common and toxic as it refers to a child. Using it to label an adult female is degrading. Though many equate this to calling men “guys,” in reality, its the equivalent of calling men “boys,” which is not acceptable in common language usage. Eliminating male-centric language is the first step to moving forward and eradicating sexism in language. Gender-neutral terms are gaining popularity around the world, particularly in Europe. Countries, such as Sweden, are adding gender-neutral pronouns to their dictionaries. Universities in the United States such as Yale are favoring gender-neutral terms by replacing terms such as “freshmen” and “upperclassmen” with “first-year” and “upper-level” students. Anyone can help in the advancement toward equality. The first step is understanding the problem. It’s not that women dislike attention being given to men, but in addition to not receiving the same attention themselves, it promotes the idea that women are generally less important. Taking it upon yourself to be conscious about the language you use to portray women will make a difference in your life and the lives of people around you. Speak about the women in your life with respect. Don’t pass unnecessary judgment on women in your life based on trivial aspects such as romantic encounters or physical appearance. Watching your language and consciously making an effort to eliminate biased terminology on your part can help you advocate for equality. Words are only one expression of sexism out of many, and though they are important indicators of the issue, many of the other facets of the issue pose a danger to women. It’s not a matter of if equality should be realized, but a matter of why it hasn’t been realized yetâ€"and how we can make it happen.

tips for relocating your home business

tips for relocating your home business The time has finally come, your baby has finally grown out of its startup nappies and started walking on its own. Baby metaphors aside, good news, your company has started generating revenue and is ready to move into an office of its own. Although seeming pretty straightforward, there is many a pitfall on the road to finding a suitable office and the endeavor should not be considered lightly. Let’s be honest â€" the world is rarely gumdrops and ice-cream, the business world has made us aware of that early on, but the proper approach can turn this minefield into a cakewalk. So, when relocating your office, heed the words of someone who went through the process blind so you don’t have to: Gauge your needs Before even picking up the phone or writing that email, take a seat back and consider how much space you actually need. As someone who’s been there before, it’s very easy to get carried away and effectively bite off more than you can chew. As the years have gone by, statewide office space has dropped to an average of a 150 square feet per worker. A good rule of thumb is to be somewhere around that average to keep costs reasonable and prevent employees feeling like they’re working in a sweatshop. Keep others in mind Building on the last sentiment â€" keep your workers happy. These people come in every day to make your dream a reality, respect that and take their needs into account when you move. Try to rule out any locations too inconvenient to get to, no one likes a long commute and it can affect their work performance and attitude. Naturally, you can’t please everyone, but taking the time to find an office space that suits most of your employees will help them retain a positive attitude and, more importantly â€" keep them coming back. There is no shame in subleasing It is imperative to accept this early on â€" there is no such thing as pride in business. To quote a certain newly-acquired Disney property: “Twice the pride, double the fall.” If your company is finally starting to gain steam but is still not pulling in the numbers you need to relocate â€" subleasing is your friend. A good arrangement usually ends up being a monthly and more rarely, a weekly type deal. This lowers your upfront expenses and enables the continued growth of your company. Keep in mind that this is not a permanent solution, it’s a stepping stone, one that’s worth considering. Landlords are a dime a dozen Akin to renting an apartment â€" a bad landlord can make your life a living hell. Opting for a landlord that is genuinely fair and professional about the whole endeavor is paramount. I’d imagine we’ve all had at least one bad experience with a landlord unwilling to help or worse, one that pins various repair costs on the tenant. These people do exist and they can do serious damage to a new company. When you’re satisfied with the office space you’re being offered, pull a few strings, ask other tenants in the building â€" get an idea of the landlord before you put your name anywhere. Agents are no different Fair enough, this can essentially be said for people in general, but still â€" hire a good agent. Only consider agents with experience and recommendations from someone you know. There are too many agents out there that simply don’t keep their promises, and when the future of your business is on the line leaving it to chance is just too big of a gamble. Even when you receive a recommendation, go online, do some digging of your own. Find their LinkedIn page or contact previous clients to see what they have to say. You’d be surprised how much a half hour internet search can help. Haggle Make offers. This cannot be stressed enough and yet, when asked, most of my colleagues gasped at the idea of negotiating rent. The surprising thing here is that most owners are willing to go down a fair amount as a show of goodwill. After all, they are people like us, talking with them and setting up a mutually beneficial agreement is easier than one might think. Just like with selling things on sites like Craigslist or eBay, people like to inflate their prices â€" landlords are no different. Make an offer, throw them a bone, the worst thing they can do is decline your offer. Setup shop Now that that’s out of the way, take time out of your schedule to spruce the place up. A fresh coat of paint and a nice spring cleaning will do the old place a world of good. Hiring professionals will help speed the process up and help you transition more smoothly. When you’re stuck between managing your business on one end and keeping tabs on the move and the acquisition of office equipment, companies like Cleanworks are nifty. Specialized cleaners like these offer what is essentially a fire-and-forget option that lets us keep focus where it’s needed â€" and you’ll need all the help you can get â€" believe me. The gist Moving into your very first office can be a daunting experience, with all the trouble that comes along with it, some even wonder if it’s worth it. As someone who’s been through this several times â€" it is. Moving into a bigger office plants the seed for change. The change will be strenuous, it will test both you and your employees but will ultimately leave you stronger than you were. By keeping the aforementioned points in mind, we can rise above the rabble and take the bull by the horns, ushering our company into a new chapter. This guest post was authored by Cate Palmer. Cate is an IT girl by day and a writer by night. Her fields of expertise could be summed up to web design and digital marketing. Her interests are, on the other hand, wide and ever-evolving. These days Cate is quite passionate about helping startups and small businesses to grow.

Confessions Of A Casting Director An Interview With Jen Rudin - Personal Branding Blog - Stand Out In Your Career

Confessions Of A Casting Director An Interview With Jen Rudin - Personal Branding Blog - Stand Out In Your Career I recently had the pleasure to sit down with Casting Director Jen Rudin, author of Confessions Of A Casting Director. Jen has over 30 years of experience in the entertainment industry and provides insight on how to help actors have better auditions and work their strengths. From the pros and cons of the acting scene in LA vs. NY, to the plight of YouTube success stories, Jen covers it all in her book that is designed to actors be successful. Christian Roberts: What prompted you to write this book to help out actors, and what do you hope aspiring actors can gain from the information in your book? Jen Rudin:  I’ve seen everything during auditions. I’ve been in this business for over 30 years. I’ve learned that as a Casting Director, I rarely have time to give feedback in auditions. I wrote the book to help actors gain control and be confident in their auditions. I wanted actors to have a better understanding of the industry as a whole. There are multiple chapters in the book covering topics such as pilot season, to the difference between New York and L.A. It is sprinkled with different stories and perspectives of the business from agents and actors. Roberts:  What outlets do you find most helpful in discovering new talent for Theater, Film, and T.V? Rudin:  Online Content is growing, so I pay attention to that. We’ve seen a lot of talent come out of YouTube. I will see shows at UCB and the PIT, I see a lot of theater, and I watch a lot of T.V. I’m always looking for talent. The agent is the seller  and we are the buyer. I constantly meet people. We also work with a lot of child actors, specifically voice talent. I worked at Disney in Feature Casting from 2002-2009, and spent two years at Disney theatrical productions from 2007-2009 overseeing the casting for all of Disneys Broadway shows and tours. I’ve worked in corporate, and have had my own company for five years. Roberts:  You have had over 30 years of experience in this industry. You were a child actress, a studio exec, and casting director. What has been the most difficult obstacle you have had to overcome to get to where you are currently? Rudin:  That’s a really good question. I would have to say that it’s the competition. Even among Casting Directors it’s highly competitive. But in the end networking is the best tool. You have to maintain and cultivate relationships with actors, agents, etc. When I left Disney, I would call agents and they would know me from my previous experience. Relationships take time. They dont happen over night. Roberts:  How has Social Media and YouTube changed how you cast projects? Rudin:  Technology is great, however, it doesn’t substitute for talent. When it comes to decisions, talent is always bigger. Anyone can post a video on YouTube and not have talent. There’s no longevity in that. There’s a chapter in my book titled “Don’t Tweet Us, Well Tweet You.” I pay attention to it if it has a good story with compelling characters. Compelling characters are what I’m looking for. I can usually tell within a couple of minutes whether it’s worth my time or not. Roberts:  When are actors ready to get agents and how do they go about getting one successfully? Rudin:  It’s the million-dollar question. I have a whole chapter about getting an agent. You get an agent once you start to have a little buzz. Actors can meet agents through networking at One On One, Actors Connection, etc. Sometimes you have to pay to network in this industry, but there are some success stories that come out of it. When you meet with an agent or manager, its important to be professional, and not come across as desperate. I suggest making a Google Doc and list all of the CD’s you’ve worked with and who know you. Don’t be a passive actor. Roberts:  What are the pros and cons of L.A. vs. N.Y.C.? Rudin:  I focus on this too in my book. They are two completely different cities. In L.A. you’re driving, everything is spread out. In New York you don’t need a car, and everything is much closer. Everything is right here. People don’t know the differences between LA and NY until you spend time there. You have to do your research. Roberts:  You give insight in your book about how actors can turn call backs into roles. Care to give a little insight on that? Rudin:  You have to be realistic. Actors think they should be auditioning for everything all the time. Focus, don’t stretch yourself too thin, and be realistic about the roles you are right for. Manage expectations, keep it real. You must know your strengths and what characters you can play. Jen Rudin is an award-winning casting director and author of “Confessions of a Casting Director: Help Actors Land Any Role with Secrets from Inside the Audition Room.” (Harper Collins/It Books, 2013). Backstage recently named Jen one of the top 25 Casting Director to follow on Twitter. Visit www.jenrudin.com and follow @RudinJen and find the book here: http://www.harpercollins.com/books/9780062292094

A Change of Pace How to Know if You Should Look for a New Job

A Change of Pace How to Know if You Should Look for a New Job You did the right thing. You made it through college, went out and found a position in the workplace, and you are now a productive member of society. You show up every day and take care of your responsibilities to the best of your ability.At the end of the day, you head home and fill your hours with things you enjoy until it is time to go back again. Sometimes, you feel like you are just going through the motions. You wonder if you are on the right track. Consider the following tips to decide if it’s time for a new job.1. You Have a Hard Time Getting Up in the MorningevalevalIf you don’t want to roll out of bed and your feet are really dragging, your reluctance may be tied in with your job. This especially holds true if you get plenty of sleep, yet something makes you keep hitting that snooze button.Take a good look at your job and why you are trying to avoid it. If you are calling in sick even though you aren’t sick, that is another red flag.2. You Work in a Hostile Environmen tIt’s time to go on a job hunt if you are treated poorly by your colleagues or your boss. You can’t work someplace where people are demeaning. If you are belittled or only get negative feedback regardless of your efforts, it may be time to move on.3. You Can’t Pay Your BillsMoney is always an issue. Even if you love your job, it isn’t going to work if you can’t make enough of a wage to survive. If you are scrambling or working multiple jobs you have a couple of options. One is to broach the topic with your employer.This is a particularly good option if you have been at your current job for some time and consistently meet or exceed their expectations. If you feel that being given a raise is not in the cards for you, then it may be time to make a change.4. Your Talents are WastedThere is no such thing as a job that is beneath you. Every job is important in some way and necessary. However, you may not be utilizing your strengths. If you have talents that are not being put to use, it could be time to search for a job where you can truly make an impact.5. Point Yourself in the Right DirectionevalAs you contemplate possible career paths, try career counseling or a personality test like the one on Career Assessment Site. Either of these will give you a wealth of information that can assist you as you choose a new career.evalAs you think about where you will go next in life, remember that you always have options. It is never too late to write a new chapter as you branch out. Be flexible. Be daring. Be willing to open your heart to change as you go on your search for your next job.