Posted on: May 11th, 2021 by
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Job opportunities are way up.  The number of candidates applying are down. Here are some of the reasons and what you can do about it to help yourself.


Companies that placed an ad on job web sites may have gotten 200 applicant before. Now they may be getting only 50.  Why?

  • Job seekers are reluctant to make a change until they have the full series of vaccinations to make sure they are protected
  • Those without a job are receiving very generous unemployment benefits. They qualify under a federal health care plan. They’re not in a hurry to make a change.
  • Some continue to be concerned about the health risks and financial uncertainty of changing jobs until the market settles down a bit more
  • Parents of younger aged children can’t leave the home for a job that may require them to travel or commute to the office periodically. Family comes first.
  • Those who are employed and working remotely have a comfortable routine they don’t want to disrupt. Why take the risk into the unknown?
  • Procrastination or complete satisfaction with their current job.

What kind of strategy can you employ in order to stay on your career track or move to a better position in the near future?  Here are some thoughts:

  • Remote work has created a national marketplace. Rather than search for a better job by location, search the national data bases by function.
  • Over 20% of online job postings don’t indicate an office location, up more than 10% since last year. That means your choice of a new job has dramatically expanded.
  • People who know where the job openings are, are those who you know in the same profession. Expand and connect with your network to find new opportunities.
  • Companies are penetrating their competition to find new talent who understand their industry. Contact them directly, visit their website or go through a recruiter who specializes in your field.
  • Smaller businesses are having a more difficult time finding talent. Seek small to mid-sized companies for a less complex search and greater opportunity to advance.
  • The drive for skilled workers and supervisory/management talent is in technology, software developers, cybersecurity, sales, customer service, finance, health care, legal, warehouse /distribution, trucking, human resources, recruiting to name a few.
  • Experienced people who can effectively manage a remote group are in high demand. Be sure to emphasize not only your experiences, but the results attained.


The marketplace is heating up.  Prepare for a surge in demand in your field, with a low supply of candidates.  Whoever can position themselves for the surge in the next few months will be in the best position to accelerate and potentially advance their career.  The job postings are up dramatically, but the candidate availability has not caught up with the demand.  Be the first in line to target the opportunities, rather than the last.


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Posted on: May 4th, 2021 by
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Have you decided to re-engage in the job market to move up after a furlough or job break?  The marketplace is very different now.  There’s a series of important questions that most hiring managers will want to know.  You’ll need persuasive responses.


  • Why do you want to make a change? Some reasons are understandable, others not.  You need to be honest but not spend a lot of time explaining your rationale.  One short answer is best, like, “The pandemic changed my career momentum”.  Or “I want to demonstrate high performance for a results-oriented organization”.
  • Are you missing critical skills/experiences since your last move? Technical skills are changing and upgrading almost daily. Hiring managers are impressed with individuals who have taken courses or gotten certifications on-line while waiting to get back into the marketplace. If you haven’t increased your skills, you may have a difficult time demonstrating your readiness.
  • Will you need to be retrained in a new job or are you prepared from day one? The less training you need, the better positioned you are as a candidate.  Study the job description.  Compare your experiences so you’re 75% or more in meeting requirements.  Make notes where you fall short and develop a plan to catch up.
  • Are your computer skills up to speed in order to contribute to results? Knowledge of teleconferencing is critical to reentering the marketplace.  Learn the different kinds of computer conferencing with others.  Practice how to set up, invite, and respond to systems like Zoom, Skype, GoToMeeting, and so on.  Practice with a friend, then a group.  Become proficient as you’ll be asked to interview remotely.
  • Are you able to work from home or supervise others? This is an experience you need to demonstrate.  You’ll need a dedicated work station.  Certain times during the day or night must be available for undisturbed conference calls.  You may be doing customer contacts and will need a positive presence if using teleconferencing.
  • How much of a risk will the supervisor be assuming when taking a chance on hiring you? This is the question the hiring manager will be asking when interviewing you.  Show the hiring manager how your experiences match the open job.  Show how you can improve performance.  Cite skills that can improve productivity on the new job.
  • Get validation and support. Create a support network: Past bosses, colleagues, family, friends and those who can introduce you into potential hiring organizations.  Create a professional presence on-line with LinkedIn and other social media.  Highlight your experiences, skills and accomplishments.
  • How will you be an asset in this new job? If you can’t articulate your value to a hiring organization, no one else can. Your past results are the key to your next opportunity.


Don’t focus too much time on why you want a change. Focus on the results you bring to the organization to contribute to their goals.


For a FREE critique of your resume, send to:


Posted on: April 27th, 2021 by
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Candidates think they can easily answer interview questions since its all about their past job responsibilities and experiences.  These are candidates who are the least prepared and will usually not make it to the next round.  Let’s take a closer look.


There are two kinds of questions asked during an interview and one “most asked question” as the Covid-19 period ends.  Prepare for these interview questions:


Specific resume questions – Go through your resume line-by-line and answer these three questions as if the hiring manager has asked: “What was the situation? “What action did you take?”, and “What was the result?”.  Practice each answer until you can give the best response in a 20 to 30 second reply.  If the hiring manager doesn’t ask about an item on your resume, chances are it’s not important.

When the hiring manager asks a second or third level question, like “How long did it take you to get those results?”, “What did the change action cost?”, or “Did you have to add staff?”, take note.  The chances are the hiring manager is very interested in that item and wants to know more.  It’s probably an issue for which he needs a solution.  Expand on the alternatives your pursued and why the solution chosen was the right one.


Non-resume open questions – There’s a list of about 50 Most Asked Questions that you should be aware.  Some are easy (Why are you looking for a new job?  What are your strengths and weaknesses?  Where do you want to be in 5 years?) and some are difficult (Mistakes you made and how you recovered?  What would your current boss say about you?  The worse decision you ever made and why?)

All of these 50 Most Asked Questions are predictable.  You should get a copy and prepare responses to all of them before an interview with the hiring manager. (If you would like a copy of the 50 that I have collected, just send me an email to the address below requesting the list).


Usually there are no right or wrong answers to open question. The hiring manager is trying to assess how you think and compose an answer on the fly.  If you have a grasp and are prepared for some of them, you’ll be well ahead of the other candidates who are not prepared.


“Most asked question” post Covid-19 – A hiring manager wants to find out if a candidate is a self-starter, increased their knowledge with new learning during the Covid-19 period, or volunteered in the community.  The question they will ask is, “What did you do during the months of Covid-19 while you were home working remotely?”.  The candidate who answers that they got a new certification on-line, researched a new technology in their field, or delivered meals to the homeless, will be in a much better position than those candidates who didn’t.


Preparation is the key to interviewing well.


For a FREE critique of your resume, send to:


Posted on: April 20th, 2021 by
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Now that you have remote work experience, how do you leverage that know-how into compensation of $100,000 or more a year.  Here’s some information to help understand where you are on the career ladder and what is possible.


Most likely your part of a remote group working on a project in your field of expertise.  Currently, the average pay for remote workers in the U.S. is about $50,000.  Just so you know, remote workers make over 8% more than non-remote workers doing the same job.  In the U.S. you should expect to earn between $20 and $60 an hour.  In a low-pay country the hourly pay is closer to $5 to $30 an hour.


As you move up the career ladder with time, experience and measurable results, your title and compensation will accelerate, due to the supply/demand equation in the marketplace.  Compensation is also driven by your educational level and the number, quality and level of specific certificates you achieve in your area of expertise. With technology continually changing, you have to remain at the leading edge.


Companies are reimagining how work can be done more effectively and/or efficiently.  Postings for open jobs are now twice as likely to require remote work experience than before the pandemic.  Higher paying senior roles are also being created to manage a remote workforce.  Titles like Senior Manager, Director, department head and the like have increased over 20% in the past year with a strong beginning for 2021.


What if you don’t want to work for a corporation, but rather earn your $100,000 from home with your own business?  Here are a few options:

  • Create a blog with information people want and are will to pay for a subscription
  • Write a book in an area that people are interested in. Maybe a “How To” book.
  • Teach a course on-line so others can learn a new skill or expand/change their career
  • Become a Day Trader, or teach others to invest in stock, bonds or mutual funds
  • Become an influencer, paid to direct others to products or services


So, what are the strong areas for remote jobs and leadership?  Here are a few:

  • Not surprising, technology workers are in high demand: Individuals who can help improve infrastructure, process improvement, productivity or performance.
  • Finance positions to manage a remote workforce with all the intricacies of creating and balancing remote budgets, pay, incentives, benefits, accounting and taxes.
  • Human Resource management needs to find, hire and build remote teams with workers that will span the U.S. and beyond. Someone needs to understand local laws and compliance issues of every state or nation making up the remote work group.
  • Senior marketing, customer service and communications roles are also in demand, especially with e-commerce experience to build an on-line presence for their future.


This is an exciting time to move your career to the next level.  This is always true when a transformational event occurs.  To those that are prepared, the future is yours.


For a FREE critique of your resume, send to:


Posted on: April 13th, 2021 by
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Now is the time to consider where you want to be within the next 6 months while we’re coming out of the Covid-19 period of shutdowns.  Are you happy where you are?  Have you developed new skills and experiences that should move you up the career ladder?  Whatever your situation, it’s time to reinvent your professional brand to indicate you’re ready for a new or next phase in your career.

Successful branding means taking what you do best, what you are known for, and channeling it. Re-branding is a bit harder because it involves taking what you are currently known for and re-channeling it to something different. You need to become known as competent in a different function, level or industry with new skills, experiences and results. The steps you need to take are difficult, but not impossible.

First you need to find your base line:  What is your starting point?  If people around you were asked, “What word or two best describe your attributes, both personally and professionally?”, what would they say?  Your talents and abilities are usually best seen by those people who know you.  How they answer the question will most likely be closer to the mark than how you would answer the question yourself.  Hopefully, they are the same answer.  If not, listen to the others.

Second, identify the things that you do exceptionally well:  What makes you unique?  The answer should be relatively easy.  If you don’t know how or why you stand out, you must be average.  The qualities that make you stand out in the crowd are the things that a hiring organization is interested in.  They are also the qualities that will help you transition from where you are to where you want to be.  Identify the “holes” or shortcomings to your rebranding:  What are the things you are missing?  What skill, experience or result must you acquire in order to make the transition?   These are the transferrable skills you’ll need.

Third, imagine where you want to be in the future:  What’s your end point?  All transitions need to lead somewhere.  The end point is dependent upon your readiness, determination, and time available to make the transition.  Cherry-pick your experiences to show how you achieved major accomplishments in the past and can get the same or better results at a different level, industry or function moving forward.

Forth, define the first step toward your ultimate goal:  What comes next?  Create a powerful story.  Take your past history, the transferable skills, experiences and results, and demonstrate to a hiring organization how you can successfully contribute to their goals.  It may be a new process, alternative solutions, a transformative strategy, new products into new markets, or other possibilities.  It must create a powerful potential for what the hiring organization needs.  Network your new brand with the people who you know and can assist your entry toward your new direction.


Your results are your brand.  Prepare for the future.


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