Karen recently talked with Peter McClellan about enoughness on his MN Business radio show on AM 1570.

One of the best things job seekers can do is get a job search buddy.  This is someone also in job search who understands what it is like.  This is the person you can use as a sounding board as you encounter bumps along the way.  This is also the person who can be supportive and a cheerleader along the way, and you can be theirs.  This is someone you can show your true ups and downs to and know they’ve been there and understand.  The buddy system is an amazing accountability tool in job search, nudging each other along, challenging one another to do more, to make one more call.  With a  job search buddy, you can divide and conquer the marketplace, each going to some networking groups and taking away the best pieces, then sharing with one another.  Your job search buddy may also be your wing-man for new networking events, so it isn’t so scary to go alone.

I can’t speak enough about the value of a job search buddy.  But I do know that it is definately worth it.  So don’t go through this alone - find a buddy.

1. Have them professionally done with good card stock paper.  There are many affordable online services that will print business cards.  Keep in mind this lends towards a leaving a good first impression, don’t cut corners on quality.

2. Choose a conservative look and style.  Remember it is a professional business card.  Also choose a font that is large enough and a style that is readable. 

In terms of what goes on the card there is “must have”  information and options. 

Must have Information includes:    Name, email and phone number.

Options include: LinkedIn link, title or function, address, summary statement or bullets describing strengths and photo.

The last tip on business cards is to get feedback on a draft before you get several dozen printed.  This will help you avoid costly reprints.  And finally, carry them with you everywhere.  You never know who you will bump into who just might have a lead they want to send you.

How to Conduct an Effective Job Search in a 26 hr week.  Employee Alliance Group. 1:00-2 Sumner Library.

Decoding Corporate Culture. Job Support Workshop. 6:30 Christ Presbtyerian Church.

Early in our careers we tend to be more random and adventurous in which road we choose, but often we find that a series of random choices leads us no where pretty fast.  I see this countless times when clients come in and say it’s time for a ”course correction”, they say they want to be more intentional in selecting the right road for their career.  So together we take out a magnifying glass to look closely for clues in their past and in their hearts to get a sense of direction.  We take out a map to understand our options and the terrain. We take out our compass to set things back on course.  And lastly I help fill my clients packs with the tools and confidence to take that first step.

I have worked with professionals in transiton and career management for almost 15 years and it is amazing to me, even during the worst recession in decades people are still in denial.  I know this because I see people waiting to see what happens to their job vs being proactive in keeping their resume updated and their network engaged.  Even after losing a job, many people think that this will only take a month or two and that best friend, previous boss or neighbor will walk your resume in to the hiring manager and it will be a done deal.  I also see people casually scanning the paper or job boards, toss out a resume or two and think they will get a call and again it will be a done deal.

With all do respect to those who have a good plan and are working it diligently, my words to the rest are WAKE UP!  Job loss can happen to anyone and will happen more and more frequently.  The average tenure in a job is less than 5 years these days.  Job search is long,  not fun and will be the toughest job you ever have with the average job search being over 6 months and twice as long for many. It requires a realization the game has changed, the employer is in the drivers seat and this isn’t about you.  Denial is the first hurdle to overcome. Please don’t misunderstand, my hope for all my clients and all job seekers is that they luck out and get the first job applied for, this happens less than 5% of the time.  So for the other 95% it has to be “game on” to give yourself the best chance of landing in the shortest amount of time.

Here is what is required in the current job market.  First and foremost job seekers have to be proactive, creative and diligent.  You have to have a clear objective, know what you want to do and be able to communicate it to others.  A solid resume that is accomplishment based that highlights your top skills. An understanding of the application process and how to get your resume to the top of the pile.  Learning how to be an effective networker and interviewer.  And lastly developing a focused and targeted plan, and consistently working that plan every day, over weeks and months, until it is a done deal.

Ask yourself every day, am I doing everything I can, to the best of my ability to make something happen?  Good luck.

“Fit” is of growing importance to professionals as they seek their next opportunity. The result of a 2006 Gallup poll reinforces this.  It states that job seekers will more often bypass a higher compensation for a better working environment (i.e. culture).  This says loud and clear that a good cultural fit is of increasing value for professionals.  So how do you assess cultural fit?

Much of the information gathered about a company’s culture comes through networking with individuals in a target company and during the interview process.  Deciphering an organization’s culture through their website can give you some insights however remember, a company’s website is part of their marketing and tells you how they may want to be perceived vs how they truly are.

To begin looking at an organizations culture, you want to have a general framework to assess culture.  A culture in general is defined by its people, language, environment and behaviors or traditions.  Getting to the heart of these starts with knowing the right questions to ask during networking conversations and interviews.  Below are some suggested questions to consider when assessing the culture of an organization.

People.  When decoding a corporate culture I encourage clients to consider the demographic of the employees or leadership team. 

1. Is everyone about the same age, race, and gender, or is it intentionally diverse? 
2. What is the professional and educational background of the employees? 
3. Does everyone have a minimum level of education like an MBA or JD or does hands-on experience hold greater value? 
4. Does the company value certain credentials, like six sigma training, or series 7 licenses as a minimum requirement for consideration?
5. Where did the top leadership come from? The culture of an organization is often set by the top leadership.  Knowing the background of the top leadership such as Sales, Finance or Operations, will give you a good idea if the organization is top line or bottom line focused. 

Once you have gathered some of this information, how do these factors align with you?  Will you easily fit the demographic or will you need to prepare to speak about the value of your differences?

Language.  Understanding the language and communication style of an organization can offer great insights into its culture. 

1. Is it a culture that reinforces face to face communication?  If you are relationship oriented this maybe an important question to ask.  If the workforce is remotely located consider how you will cultivate and manage those relationships.
2. Does most communication occur in meetings or through memos?  Will your calendar be filled with meetings or will you have to anticipate scrolling through dozens and dozens of emails each day?
3. Is the communication style technology dependent? Will you receive an email from your colleague in the neighboring office?  Do employees communicate through instant messaging or Blackberrys?  Will you need to be comfortable navigating the latest technology in order to keep up?
4. In terms of language, some company cultures have such a specific language it requires a manual to understand all the acronyms, lingo and jargon, is this the case at an organization you are considering?  How are you going to pick up on it quickly?

Answers to these kinds of questions will lend great insights into a company’s culture and again knowing your own communication style and preference will help you determine fit and alignment.

Environment pertains to the physical environment.  This often plays a bigger role than people realize.  Given the number of hours we spend at work, you want to be sure it is an environment where you feel comfortable, you can focus and be creative.  Our physical environments either give us energy or drain energy from us.  Large corporations have recognized the value of this when creating corporate campus’ that create an environment conducive to comfort and ultimately productivity.  To assess an organization’s environment, it’s best to do it from the inside.  Ask for a tour either while there networking or interviewing.

1. When you look around is the pace relaxed and calm, humming along or frantic? 
2. Are things orderly or are there piles of unfinished work everywhere?
3. Is it bright and airy or is it a sea of endless cubes? 
4. Are employees dressed casually or in business attire? 
5. Does the physical environment lend positive or negative energy? 

An organization’s physical environment is often overlooked, but in talking with various employees, it contributes heavily to job satisfaction.

Traditions or Behaviors. Assessing an organizations culture also has to do with how the organization as a group of employees collectively conducts itself.  This is about integrity. 

1. Does the organization behave in a manner that is consistent with its words, promises, and mission statement?  Ask for examples that demonstrate this congruence.
2. Does an organization walk the talk?
3. Does an organization handle sensitive situation with discetion and integrity?
4. Is it employee focused?  Are there development plans, career paths, and mentoring programs?  
5. Is teamwork encouraged or discouraged?  Is success defined by level of collaborativeness or competitiveness?
6. Are personal achievements celebrated, like anniversary dates?

These things vary in level of importance to different people.  By first understanding what your values are and what is important to you as it compares with an organization’s values is often a great predictor of compatibility and fulfillment.

So as you can see there are various factors to consider when decoding corporate culture but hopefully by knowing the right questions to ask you will find that good fit.