Archive for jobseekers

Video Interviewing Tips

August 13th, 2020

I was recently ask (along with several colleagues) to answer the following question for the National Resume Writers’ Association’s Expert’s Blog: I’m deathly afraid of video. How can I still do well in video interviews given my fear of the camera? Here is my response and a link to all the responses:

Karen Silins, A+ Career & Resume, LLC

Here are my best tips to help you feel more confident: Test your connection, computer camera and lighting ahead of time. Avoid loud spaces and use an appropriate background. Be early, and have your resume, cover letter and job ad in front of you. Dress as you would for an in-person interview. Look in the camera, not at your picture in the monitor/screen. Have a glass of water nearby. SMILE!

I’m deathly afraid of video. How can I still do well in video interviews given my fear of the camera?
NRWA Experts Blog
Categories Career Coaching, Interviews, Job Search
Comments (0)

Give Jobseekers Your Support, Not Your Judgment

February 25th, 2020

I recently commented on an article shared via LinkedIn regarding the emotional anxiety faced by job seekers. Please read the post below and the article link if you know someone who is in the midst of a job search and could use your support.

“Amen, this is a huge issue and something that people who are in a current job often don’t appreciate, even if they have been through a job search recently.  It seems that once we are working again, those memories of how hard it really was fades.  Jobseekers can often be judged as lazy or “damaged” when their search takes longer than others expect. 

Support a person in a job search, listen with empathy to their stories of frustration.  While we shouldn’t allow anyone to wallow in their disappointment, an empathetic ear can be energizing, and help them to no longer feel alone.  You may be the one person who makes the difference and helps them keep moving forward to a new job. ”

https://www.forbes.com/sites/jackkelly/2020/02/17/we-need-to-openly-talk-about-the-mental-and-emotional-anguish-faced-by-job-seekers/#7727b9b2c27c

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 20-50+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Career Coaching, Job Search
Comments (0)

View Challenges as Opportunities!

November 30th, 2019
View Challenges as Opportunities

Challenges and mistakes are opportunities for learning.  Instead of seeing an issue, error or new software as a pain, see it as learning – an ability to expand your mind, obtain a new skill, or to ensure you don’t make the same mistake a second time.  Your resistance is usually fear of the unknown, or that people will know you were inaccurate or made a misstep.  Welcome to everyone’s life, as we all make mistakes and are called on to learn new things. 

Start small, and chunk your learning into short blocks of time, creating far less stress and far more success.  That seemingly unending maze of difficulty will become shorter and easier to tackle. Embrace anything learning/training as a chance to expand your abilities, career and life, and watch your fear disappear.

Categories Business Coaching, Career Coaching, Career Management, Career Transition, Inspiration, Job Search, Life Coaching
Comments (0)

Corporate America: Stop Finding Ridiculous Reasons to Downsize, Fire or Replace Employees to Boost Your Bottom Line

November 15th, 2019
Corporate America: Stop Finding Ridiculous Reasons to Downsize, Fire or Replace Employees to Boost Your Bottom Line

Well, it just happened again, and I doubt the trend will stop. Employers firing an employee without cause (they are never told why), or just making up something despite video, performance review, or other evidence to the contrary, to downsize or replace employees. If you are going to downsize, do it formally and publicly and take the hit on your reputation. If you are going to replace employees with someone cheaper, then I encourage those former employees to go onto Glassdoor and have at it in the critique section. The almighty dollar is not so important that you must wreak havoc on an employee’s life temporarily, cause heart-harming anxiety, send them into emergency job search mode, and put them into financial chaos because you want to save a buck. The worst part – it never works out, and the company will always lose down the road in loss of clients, employee attrition due to fear and overwork, and a terrible reputation. 

But Karen, you don’t understand, we have shareholders. Yes, I do, I own stock in companies, but I don’t expect them to treat employees like cattle to the slaughter because they are too cheap to do the right thing. This is never about the average shareholder, it’s about the board of directors and the officers/executives of the company who want to make more money and are the often the largest shareholders. The “for all the shareholders good” is just an excuse.

I was hoping after the economic downturn/great recession, employers would be increasingly mindful of the harm this has done. Apparently, that is not the case.

People are not “resources” or “capital” or whatever non-human reference you use. Corporate America’s consistent exploitation of downsizing, firing and position elimination to save money is both illogical and unethical. You cannot “save” your way to profit, because ultimately you sacrifice your clients and other employees on the altar of “cost saving synergies” and your bottom line.  Complaints of lack of service due to a shortage of employees or inexperienced staff are always signs of a company that only cares about short-term gain. 

Then you must hate Corporate American, you say? Absolutely not, as there are as many companies doing things right, as there are doing things wrong. Many businesses did learn after our great recession, or hired new leadership to create a better environment. I actually love Corporate America, am an avowed capitalist (as socialism creates the ultimate in inequity), and believe in the power of companies to do great good for our society! I am also a Jobseeker Advocate and WILL NOT be silent when I see shameful behavior that negatively effects my clients. I do have the responsibility of using my social media presence, industry standing and bit of a bully pulpit, to make it clear to those employing such tactics that this type of reprehensible conduct will not be tolerated.

Having said the above, there are times where in order to save a company, some employees must be downsized. Likewise, when mergers or acquisitions occur, there could be many duplicate positions and not enough other positions within the company that those duplicates can fill, so some must be laid off. I am not unsympathetic in any way to those realities. Instead, I am going after those that use firings to avoid paying unemployment (I have a list), accuse employees of absolute lies in order to make room for cheaper employees, eliminate positions without putting those employees in lateral (equally paid) positions that need filled, downsize because some board member or hedge fund investor wants to see a little more profit, or any combination of the above.

But you say, Karen, how do you know these things are really happening, couldn’t that just be your client’s opinion? After 20 years in this business, I have executive, internal employee and HR contacts you wouldn’t believe, and I can always get the real story. I then combine that with proof the clients provide me from performance reviews, client letters, awards received, and other documentation to get a clear picture. If you hear the same thing over and over again… Once can be an exception. Twice can be a coincidence. Three times is a trend.

Daily, I work with companies, not just individuals, who treat their employees as people, not numbers, and as valued contributors to their organization. These will be the companies that will ultimately thrive as paradigm shifts beget a new society of workers demanding to be treated as a human being. This will be the greatest gift Millennial’s and Generation Z employees bring to the workforce. However, to the companies using these unscrupulous tactics, you have now been put on notice!

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 20-50+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Career Coaching, Career Management, Human Resources, Job Search, Opinion
Comments (0)

The Salary Gap: What We Can Do About It

October 8th, 2019
The Salary Gap: What We Can Do About It

According to an October 3rd, 2019 article in the Harvard Business Review: Closing the Gender Wealth Gap by Nicole Torres, the trend of companies to do little to nothing in closing the gender pay gap continues. “In the United States, women who work year-round earn somewhere near 82 cents for every dollar earned by men.  But they only own about 32 cents for every dollar of wealth owned by men. Both of these gaps are far more acute for black and Latina women.” 

This article isn’t about companies indiscriminately raising the pay of women in mass to the same as men as not all experience, education, certifications, etc., are the same. It is about analyzing where the disparities are occurring. Take one of my clients, we will call her Sara. Sara works for a Fortune 500 company, holds a coveted certification that none of the men in her department possess but is required for many in her job, has a specialized and related degree that her fellow employees lack, is the go-to for challenging clients which results in overbooking of her schedule, has a stellar set of performance reviews, and has been in this department for 15+ years (longer than most of the other employees), and yet, still gets paid $30,000 less than her counterparts. Thus, why she is working with me. 

The company (including HR) doesn’t care about the inconsistency, nor does her management chain. She is just told “that is the way it is, you accepted the pay we gave you earlier” and “it was your choice to get that certification.” Really, do these particular HR and management personnel live in reality? No, they don’t, but if they analyze her pay discrepancy, they must look at all of their employees. The only thing that will force this organization to do so is a lawsuit, and it can’t be from a lone employee, it must come from many within the organization. The men in her department back her up, have asked that she be paid appropriately commensurate with her experience, skill, education and certification, and openly offered up their salaries to her for proof of the issue. These men are truly backing her up. But to no avail.

Another female client holds two certifications a large company had advertised as either “necessary or desired” in their ad, but offered her nearly $60,000 less than others in the organization without certifications. The one female employee she interviewed with stated she was embarrassed by the offer, but there was nothing she could do. The man (the manager) who interviewed her spent half the interview disparaging her experience and education, and then made her the insulting offer. Wouldn’t want to negatively impact that annual management bonus with a fairly paid employee, now would we? She turned them down. While she needed a job, she didn’t need that type of environment. 

I thank my lucky stars every day that my parents taught me I could do anything I put my mind to, and to never accept discrimination of any type. My wonderful husband instills this same belief in me to this day. So, blessedly this has not happened to me, but it has happened to too many of my clients, and that is why I have three specialized employment attorneys that I provide as a referral when necessary. 

What can we do to stop this, both men and women? First, awareness, by knowing it exists, and working to root it out. Second, ban the asking of prior and current salary. This is only used to discriminate in the salary offer phase against any potential employee, regardless of gender.  A question of “salary desired” is more than enough to give a company the proper information about your pay requirements, while the interview, talking with references, and confirmation of credentials, if necessary, gives more context on appropriate pay rate. Third, perhaps employees should start getting together where they feel a gap exists, and talk about tenure, performance reviews and salary expectations within their company. It doesn’t mean that people must tell or show others what they are paid. However, it does mean where someone sees an imbalance, they make it known to the person negatively impacted (and this isn’t always women, sometimes it is a man). Fourth, ask for appropriate salary. Do your research and know what your industry pays. Be willing to turn down or leave a job that won’t pay appropriately. Lastly, some class action lawsuits may be necessary. As much as I hate the idea of litigation, sometimes it is the only way to get a lasting change.  

Many a company around the country has been sued regarding job titles and their salary rates, resulting in compensation analysis and the awarding of back pay to employees.  Some companies just change the job titles of employees so they can get away with low-paying of their staff, to potentially sell their company (this always looks good on the books), and/or hopefully avoid a lawsuit. This is something that impacts men and women, is the potential subject of another blog post, and is merely the reverse side of the same coin concerning inequitable salary.  There is also some irony in my opening of an article this morning on TLNT.com, from EREMedia: Before You Decide Pay Raises, Do a Pay Fairness Audit by Kathleen McLeod Caminiti and Sarah Wieselthier.  

Know your value and don’t be afraid to ask for more in the salary negotiation phase, regardless of what they offer you initially. If you don’t ask, you will never know if you could have gotten more money. Show them proof of salary research based on your true years of experience (not cobbled together, but actual length of unquestionably related experience – your biggest selling point). Use several of the free salary tools online to create a balanced report based on your industry, state and city, education/certifications/training, and years of experience. This includes what their company typically pays as is often provided via a Glassdoor.com search. If you feel lost in doing this type of task, or have difficulty identifying your true experience and value, contact a resume writer or career coach with experience in this area, who can help you.

Before you ever walk into an interview (or do a phone interview), you should understand the benefits you can bring to an organization, and know the bonus skills and experience you provide that might be of additional advantage.  Do your research and find out everything you can in the interview about their culture. Get a tour of the facility, meet other employees and find out tenure rates (particularly in the department where you will work), and take your time, don’t be rushed into a decision. Any company that demands you accept or reject their job offer while sitting in the interview chair is a company that will treat you poorly. ASK QUESTIONS – never let an interviewer tell you to hold your questions until the end of the interview as you are interviewing them as much as they are interviewing you. If you do your due diligence from the moment you start a job search, chances are, you will find a job that is satisfying, that won’t cause your heart to sink every Sunday evening, or stress you out 24/7.

In closing, money isn’t everything. If you chase it, there will never be enough. If that is all you want in your job, you will never be satisfied or happy. Besides, what we really need and what we want are often very different. You must view the whole picture, not just a part of it. Wonderful colleagues, a great boss, good benefits, a decent commute, feeling like your work makes a difference, enjoying the work you do, and being treated as a person not a “resource,” can beat a high salary any day of the week! 

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 20-50+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Business Coaching, Career Coaching, Career Management, Careers, Human Resources, Interviews, Job Search
Comments (0)

50 Shades of Privacy

September 20th, 2019
50 Shades of Privacy

Let’s face it, we already knew our online public data was being used for targeted marketing purposes and for public search information (both paid and free). What about data analysis for your company’s use? Are you comfortable with that potential? What if that supposed “free data” was being used to determine if you were going to leave your current company? Well, the fact is, this is currently being done, and the courts are protecting it.

LinkedIn has recently been in a legal tiff with HiQ Labs, a San Francisco-based company that analyzes free data like public LinkedIn profiles to identify the potential of employees to leave a company. Here is what HiQ says about their Keeper technology:

“Keeper is the first HCM tool to offer predictive attrition insights about an organization’s employees based on publicly available data. The solution turns those attrition insights into consumable, easy-to-deploy action plans so HR and business leaders can retain their key talent.

By identifying risk early, addressing potential issues proactively, and deploying remedial actions quickly, Keeper drives immediate business impact across organizations – and provides a built-in feedback loop so you can communicate your retention win to management.”

Both organizations have great points in their arguments presented to the courts. LinkedIn discusses an expectation of privacy for their customers. Essentially, they are stating that their clients shouldn’t have their information harvested that they entrusted to LinkedIn. 

I also, have zero doubt, HiQ’s intention with their Human Resources program is as stated above. It is a great idea to determine if valuable employees might be wanting to leave, and why, then take action to retain them in an organization.  And their argument that they are using data in the public realm only is absolutely correct. 

What is problematic is how Corporate America will really use this technology. Just as companies troll the online world for those using Monster or Indeed for a job search, or mentioning they are unhappy with their current company on Facebook, this is yet another tool to target those that might leave with downsizings, position elimination, and dismissals (often falsified to avoid paying unemployment). Is this the fault of HiQ? No. They are merely providing a service. It does however beg the question, when is enough, enough in protection of our personal data online, public or not?  

There are other issues though that might not have been put forth in this legal tussle. First, how are rankings of employees made? Red, Yellow and Green are nice, but how accurate is the data; does it look at the age of the information or how long since it has been updated? What about inaccurate data online? While HiQ would not want to give away the algorithms that detect retention issues, it is scary to think you might be putting something on your LinkedIn profile or elsewhere online in the public realm that is problematic without knowing it. You could be a person that is in no way unhappy with your current job, but an algorithm could have you targeted for termination in some form. Please do not blame a company for coming up with technology to try to stop employee loss. HiQ does offer the ability to have your data eliminated from their database, which is comforting. Still, could having your info deleted from their system be an “alert” to HR that you might be looking? 

So many questions, which now in the age of AI will be even more impactful regarding privacy. I suppose this article is merely a warning, to again be careful what you communicate online. To remember that nothing you put online is private, no matter what you are told. And now, to keep your information current and without opinion regarding anything job related, lest you become the focus of unwanted attention.  

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 20-50+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Business Coaching, Career Coaching, Career Exploration, Career Management, Career Transition, Careers, Human Resources, Interviews, Job Search, Opinion
Comments (0)

Salary Negotiation Tips

August 7th, 2019

From 60-75% of the candidates who ask for more money, get it.  So, if you don’t ask, you will always wonder if you could have increased your salary from the start.  You can either have a number in mind, for instance:  I was hoping for closer to $55,000 versus $49,000.  What can you do to potentially help bridge the gap?” Or, you can ask them in general what they can do in offering more money, or, you can accept what they offer, no questions ask.  

Many times, they will give you more.  Even if it is only $1,000 a year more, that is an increase the appreciates over time through the potential raises, bonuses, and commission, which are often based on a percentage of your salary.  I have never heard of someone being told their job offer was rescinded just by asking if there was the potential for additional salary.

Categories Career Management, Career Transition, Interviews, Job Search
Comments (0)

Social Media Spammers: Why I Won’t Buy Your Stuff or Give You Free Help

May 31st, 2019

Okay, you are on LinkedIn, Twitter, Facebook, Instagram, etc., and you are a jobseeker, need some career advice, or are a business owner. How do you develop a relationship with someone you don’t know? Well, right now the way many are trying to develop that rapport is by spamming connections the moment we accept their invite, and often with multiple “InMails” attempting to sell us something or get free career or business help. 

As a business owner, and as someone who provides help to jobseekers and business owners, I am sensitive to the need to cultivate business or garner valuable networking contacts. On the other hand, no one likes the person who just wants free help or tries to get you to buy their service or product from the get-go. The issue has become so obnoxious on the business side (people wanting to sell me products or services) that I have resorted to providing a free coaching moment or a very nice refusal via the particular social media venues InMail or messaging service. Here are the two things I say, depending on the situation:

Coaching Moment Email:

I know you are anxious to build your business or career and would like to offer you a free coaching tip to help you expand your network in a way that cultivates a relationship. I truly appreciate your inquiry but will tell you that networking is always and will always be about establishing a bond with the other party first. Networking is NEVER ABOUT YOU or your needs, but the other person. It works because you are offering them something of value that has nothing to do with your work or what you want. It’s also not an item or article you or a person you are in business with created. This “value” could be a networking contact you think might be useful to them (outside of your business partnerships), a referral, tip, hint, lead, etc., to open the door to an initial conversation, and then you can approach them after a real affinity is developed, but not until then.  
Linking with someone and immediately asking for referrals, business or connections without the foundation of a relationship is no different than walking up to someone on the street and asking them for any of the above. It is the rapport that builds trust and gives a person the proper context to offer help, and it is both give and take. 
While I understand the reason for the InMail, many won’t be as understanding, and it could ultimately work to alienate you instead of creating a connection. Since I coach people on how to network, I wanted to share this free tip with you. I am hoping this will assist you in building a dynamic and worthy network of connections and create a true rapport with others that could lead to your next opportunity. Best wishes and many blessings, Karen Silins

Nice Refusal:

I am very happy in my current business, and love what I do, and do not desire to increase my workload at this time. I greatly appreciate your inquiry and wish you many blessings in your business. Karen

Believe it or not, most are very kind about it or don’t respond, though we remain connected. Sometimes they even reach back out to let me know they are changing their approach. However, I did recently get a response from someone saying. “I know you are a business woman!!  But I would be a jerk for not sharing this!!! Can’t you afford three minutes to help your clients, etc., etc.” Hmm, snarky and unpleasant – not going to get my positive attention that way, oh, and I disconnected from you. This whole exchange started with a common ruse of “I need your help, can I get a few moments of your time” or something similar. My colleagues and myself must respond to these requests, as it could be a person wanting to discuss services or just has a very quick question that we can help them with, but too frequently it is a spammer. Nevertheless, the initial trick of needing my help is not an introduction to do business. No relationship has been developed.

Remember, the acceptance of a connection is not an tacit invitation to start asking people to help you without formation of at least an initial rapport. Immediately sending out an article, white paper, software trial, etc., that you, your friend or business upline/connection authored is not a proper way to cultivate a client either. The resource or other help you provide must always be external to what you want to sell or the advice you seek. Furthermore, the initial contact email or InMail saying you are looking to connect with “like-minded” coaches, business owners, or wanting to learn more about my business, etc., is not a relationship builder either, it’s just spam if all you want to do is sell them something. 

Know that wanting help or business immediately and for free from a new contact is improper and will definitely get you uninvited/unfriended from many a social media connection. Finally, please consider that you are taking people’s valuable time when you ask them to read your marketing email or want help, but in no way want to repay them for the help. Furthermore, the supposed “I will pay you later after I get a new job or you just have to see this business venture I am offering you,” is not a payment. In most cases you are chasing away leads and losing links to others because many of my colleagues, clients and acquaintances just delete you. That is no way to run a business or a job search. Help yourself by helping others first, and be of value, it will result in your business and/or career thriving!

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 20-50+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Business Coaching, Career Management, Careers, Job Search, Networking, Opinion
Comments (0)

Why You Should Still Give Notice

January 14th, 2019

I just read articles on LinkedIn and again in the HR Executive magazine last week, stating that giving notice to an employer is becoming somewhat passé. Really, hmmm. Politeness is lacking enough in our society, and now employees are becoming so numb to simple courtesy that they can’t give a two-week notice. I can hear it now, but Karen, they don’t treat me well, or my new job starts in a week and they didn’t want me to give as much notice, or they will send me home when I give notice anyway. And…., you can still act like an adult and give notice. I am sorry if that seems harsh, but if you think that behavior is appropriate, I guarantee it will come back on you at some point. 

Let’s take the employer who wants you to give limited or no notice to your current employer because they need you to start next week. Do you really think that employer will give a damn about you and your needs, ever, if they are that disrespectful of other employers and your reputation? You are just biding your time at that company until a manager fires you for no reason or downsizes you. 

Consider the employer who you feel doesn’t treat you well. Now, like an impertinent child this is how you get back at them. No, instead you go on Glassdoor and tell the truth about your experience, without using words like mean and unfair, and instead talk about the lack of pay or too many hours of overtime, limited or no benefits, etc., but make sure your complaint is true and not just something you didn’t like, When you leave the company however, you still show you are a class act, and give formal two-week notice.

The last one I posited above concerning employers that often don’t let their employees complete the two weeks still doesn’t let you off the hook. You can just let your new employer know that frequently your current and soon to be past employer won’t let employees giving notice stay in order to protect confidential information and avoid office drama and theft. Trust me, they understand.

Have I ever said to someone “don’t give two-weeks of notice?” Yes, I have, and that was due to the potential of retribution by the employer, and there was proof of that retribution before with other employees. The notice was not withheld to be rude or because my client was lacking common courtesy. Unless the former is the case, a formal two-week letter of notice is always recommended. 

Accordingly, have I always given a two-week notice – YES, and then some with one exception. Every summer during college I always let them know at the beginning of the time I started with them when I would leave and reminded them a month prior. When I started working in the full-time corporate world the jobs received one month, and the last one, three months prior to my leaving. I respected my bosses enough to give them time to find someone to fill my spot and still give me a little time to train them. The only job for which I did not give notice was one where everyone smoked indoors (this was before the law changed) and due to my asthma and the problems I started having health-wise my physician essentially demanded I quit the day of an appointment. I had a discussion with my manager and the owner and let them know why, had a doctor’s letter with his request they call with any questions, and everyone seemed satisfied this was the best choice for my health. They wrote me a wonderful Letter of Recommendation despite my only being there a very short time.

I realize it can be hard to stay in a place you don’t care for, with a boss that might be difficult to work with, or coworkers that are unprofessional, but it will only be for two weeks and then you can leave with your head held high. Furthermore, you don’t get a reputation for leaving employers in a lurch, something that can follow you, especially within an industry. 

Take the high road, give formal notice of two weeks to every employer. This isn’t about how they handle it, it’s about you and your career!

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 30-70+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Career Management, Careers, Job Search
Comments (0)
Next Page »

Archives

A-Plus Career and Resume, LLC
Copyright © 2020 All Rights Reserved
iThemes Builder by iThemes
Powered by WordPress