Continuing with our work and getting you a front seat as to our programs, time to introduce Robert. As always, share and respond to the insight.
Hey, I’m Robert. I work in construction, or at least I did until a few months ago. Boss fired me because the company wasn’t doing well. I know they are getting plenty of business so I’m pretty upset about not working; probably has to do with my arrest.
True enough, I’m more of a construction laborer but I still have lots to offer. Now, I can’t seem to find a job no matter how hard I try. I’m 24 years old and all I’ve ever done is construction work. They don’t want to hire somebody my age or maybe they think I can’t handle the job. It may be time for me to move on from manual labor, but I don’t know how.
All the jobs I apply for wash out, and I can’t live off unemployment forever. I need a job now, any job. Don’t want to be in the system (prison) but I am ready to give up.
Insight: Sounds like Robert has accepted defeat. What advice would you share with Robert if he was in the classroom right now? Have you ever accepted defeat?
My advice to Robert would be:
Here’s what happens when I accept defeat:
2nd Chance University partners with organizations/institutions dedicated to those who have stumbled. Our material and workshops take advantage of real people, real life, and real issues.
I welcome your stories to be added into our series. If you chose to share or support, email me directly. For those wishing to introduce 2CU and our programs into an organization, institution, or facility, please step forward; together we can make a difference.
2nd Chance University
You’ve sent a tailored cover letter and resume to a job posting you’ve been hoping to find over the past six months. To your good fortune, you receive a call to schedule an initial interview for two days from now. Excited and eager, you plan the next 40 hours in preparation for a potentially life-changing event.
Here’s what you’ve done to prepare for the interview:
Gathered additional company research, examining their website, mission statement, and products (research should be on your “must do” list as questions about the company will come us. For example, the interview may ask: “What do you like about our company,” if you don’t have the mission statement down, when asked, you will stumble (no ooops allowed when it comes to company knowledge).
Revisit your references. Make sure references are aware of possible contact, what position and company you are applying for, and ALWAYS offer a thank you for their help. For those not reaching out to references, a huge ooops may answer the phone.
Know where you are going. Immediately Map Quest the route, estimate the driving time and always add 20 minutes to the route (just in case). If time allows, take a practice drive to the location and spot the building and/or office you will be expected to be at. Nothing like being late or having a panic attack because of traffic delays.
Appropriate attire needs to be rehearsed the day/night before. Make sure your clothes and shoes are clean, sharp, AND appropriate.
Though the above is not a complete list, it’s a good start. Going back to the scheduled interview mentioned in the beginning, you’ve made all the necessary steps and feel confident tomorrow is not going to be just another day.
As the night before the interview nears an end, you barely sleep. The anticipation and self-talk about possible questions and possible answers swirl like a tail-free tornado. Finally, at midnight the sound of sleep departs your lips…
Morning comes without a hitch or interruption. Immediately you look at your watch and notice the 8:00 am interview appointment time and the numbers on your watch don’t make sense. How could your watch display 8:45 am?
#1 Interview Ooop: Not setting the alarm the night before your early morning interview.
After all the preparation, you oversleep… in a single snore, you lose.
As an employer, with great confidence I claim that climbing out of the “no-show” ooop is rarely accomplished.
Seeking employment insight and career collateral, visit www.edu-cs.com or if you are seeking material designed for those transitioning out of prison, check out www.CareerBreakOut.com and consider the most powerful book that will change your life: “Walls, Bars, and Razor Wire… You Choose.”
“Circle the yard until every grain touches your soul.” Duck
Duck died last month, on parole. After serving 13 years in prison, he entered a world dramatically changed since beginning incarceration. Duck’s story, challenges, employment barriers, and societal roadblocks are not his alone.
After all, according to the latest Bureau of Justice Statistics:
One in four United States adults have a criminal record
The United States has 4% of the world’s population and 25% of the world’s incarcerated people
14,000,000 people move through the prison system every year (no typo here)
Time ain’t nothing but empty space. What we decide to put in the empty space determines who we are. Nothing else matters… nothing else.” Stick
Stick served time twice and is currently supervised by the board of pardons and paroles. While doing time, Stick took advantage of every educational opportunity and continued his education upon release. He too, is not alone according to the United States Department of Justice, Bureau of Justice Statistics (December 2014):
An estimated 6,899,000 persons were under the supervision of adult correctional systems at yearend 2013
About 1 in 35 adults (2.8%) in the United States was under some form of correctional supervision at yearend 2013
Recognizing the stories behind Stick and Duck are relatable to approximately one in four adults (not to mention affected family members), Education Career Services, Career Breakout, and 2nd Chance University are dedicated to providing successful offender transitional programs and books into an often non-forgiving public.
For over ten years, Duck and Stick consulted with the research, writing, and coaching teams, offering a perspective and reality into “Walls, Bars, and Razor Wire… You Choose” as well as our six-book intensive series offered through 2nd Chance University.
What have we learned over the years? Glad you asked. Positive offender reintegration as well as personal and professional success can become a reality. Will it be easy? Not a chance. Are there help and resources to get you on your path? There is, Career Breakout has taken the lead.
Research highlights many employers ARE willing to give second chances if the individual possesses these basic characteristics (just to name a few):
The right mindset: too often offenders are not mentally prepared to the challenges they will be facing upon release and for years to come. Taking wishes out of the equation and keeping it real must be the first step… and that comes from within as detailed by Duck and Stick.
Honesty: Offenders are watched like an eagle, accept it, live with it. This means no lying on job applications, during interviews, or while networking. This does NOT mean one should shout to the world background blemishes… don’t get me wrong.
Confidence: When asked about an arrest, conviction, or probation, own it. Once accepted, turn poor past judgments into a learning and growing experience. There are several effective methods to do this, unfortunately there is not enough space to cover at this time (do get our website address concluding this article for available insight and resources).
Preparation: If you’ve never heard of a letter of explanation, time to get the groove on and develop one. Our material covers these, and above bullets, for your advantage.
As Duck, Stick, and thousands of others have found out, transitioning from prison to the “real world” begins with the self.
No one ever promised life after prison would be easy. Truth is, easy is not part of the equation, but there are common mistakes many felons make upon release. It’s not really their fault, they just didn’t know the right things to do after getting their 50 dollar voucher and bus ticket. With Career Breakout, the right things to do are in black and white.
Time is now to accept reality: the individual transitioning from razor wire fences are seen as a risk. Not knowing effective methods to turn risk into benefit or believing you won’t succeed places you on the fast track back to prison.
“What’s the use of trying? After 12 years in prison, I can’t change the stripes on my back.” Felix
Do you have what it takes to make it upon release or will the rebound find you with a violation? Believe it not, you have the power AND now you have the resources.
If you or someone you know desires to overcome barriers due to an arrest or conviction, invite them to review the latest publication from Career Breakout, Duck, and Stick. Warning, the contents offered demands an active role on your part and will only be effective if you are committed to freedom… at any cost.
There are no excuses but the ones you convince yourself you believe!
“I’m not a number.” Duck
Seeking material designed for those transitioning out of prison and choose freedom, visit www.CareerBreakOut.com and consider the most powerful book that will change your life: “Walls, Bars, and Razor Wire… You Choose.”
With job offer in hand and a new adventure on the horizon, cautions need to be taken to ensure your first week on the job (typically the most important) portrays not only that you are the right candidate but also that the hiring manager does not second guess his or her selection.
To better prepare your initial week on the job, let’s examine a few pointers from an employer’s point of view:
Timely: No doubt you made it to the interview on time, now’s the time to make sure the good habit continues. During the first week you will be looked at closely, including when your work duties begin (notice I did not say when you walked through the front door). It is recommended you arrive to the office 10 minutes early, allowing you plenty of time to grab a cup of coffee, get your good morning howdy’s out of the way, and warm up your seat. In other words, don’t walk through the front door at the exact scheduled time only to take care of morning rituals prohibiting you from being productive in a timely manner. Know your supervisor notices when coffee pouring and real work begins.
Attitude: Are you the same positive, team-playing, and confident person displayed during the interview or did you suddenly turn Jekyll? Recognizing people put their best face forward during interviews, companies are often displeasingly surprised at the stranger walking through the door… yeah, the new not-so improved you. One way to make a quick departure from your new position is to not be the person so eagerly anticipated by fellow co-workers. Advice: don’t fake who you are during the interview process as the “real” you will always surface, oftentimes with unwanted consequence.
Appearance: While running a former organization, I hired a receptionist to handle front-end clients, answer the phone, and be the front face. During the interview process (two formal interviews), the individual’s appearance was business casual and her professional appearance impressed all decision makers. Unfortunately on day two of her first week, she shed any semblance of what we had come to expect. Though individuality is encouraged, recognize there are lines in the sand… the first week is not the time to test the line… the first week is the time to become fully aware of cultural expectations and what is considered appropriate. The receptionist originally hired decided her true identity needed to be expressed… raw and unadulterated Gothic… being a conservative company dealing with conservative clientele, the line was crossed and she did not make it beyond a month.
Fair or not, the reality and consciousness of the company culture must be appreciated. Violating any of the above three bullets most likely will not work in your favor. No matter the position, try to place yourself in your employer’s shoes and then ask yourself: “would I want my new hire to…” Be honest with yourself as you evaluate actions, attitude, and appearance.
It’s easy to fool yourself into believing anything you want… it’s not so easy fooling your employer.
Seeking employment, promotion, or career transitioning support, self-help job development books and resources, including material designed for those transitioning out of prison, visit www.edu-cs.com or www.CareerBreakOut.com.
Over the past week much has happened. Not only did I receive numerous emails asking which candidate was selected, I was asked how the decision was made.
Quick recap: Recently, Tropical Air of Central Florida, located in the Longwood area, searched for an administrative/office support staff. With the help of Goodwill Industries (Job Connection) and Christian HELP, applicants were interviewed, resulting in four final and well-qualified candidates.
Second interviews were held over a three-day period (last week):
All four applicants earned great marks for dress attire.
All four applicants arrived in a timely manner, approximately ten minutes early.
Nonverbal communication went well; eye contact, voice tone, attitude, and hand shake matched expectations.
Three of the four asked well-researched questions at the conclusion of the interview.
Two of the four sent follow-up notes within the appropriate time (two neglected the letter).
One of the four not only followed-up with a note, but also initiated a phone conversation, inquiring about the position while desensitizing latent employer concerns.
All four applicants felt comfortable with the environment and confident job functions would be handled with little hesitation.
Two of the four applicants offered beneficial unique contributions.
Decision time: Impressed by the four candidates, a choice had to be made
The decision was made based upon who we felt wanted the job more than the other candidates. For the two candidates not submitting a follow-up note or call, the impression was they were not as interested in the position as the other two.
The follow-up letters “showed” a desire to be part of our team. With this said, two candidates remained in a slot designed for one.
An additional phone call and strategy by one of the candidates in an effort to desensitize our concern leaned the decision her way.
Though education level was not officially considered, offering an advanced degree and unique value beyond the other three candidates helped sway the decision.
To summarize: There are many factors employers take into consideration during the interview and hiring process.
Appearance: Dress appropriately. Never wear sweats, jerseys, jeans, or fun casual.
Nonverbal: Show interest with good posture (no slumping in the chair), eye contact (do not stare as that can be creepy), firm hand shake, and always wear a smile.
Arrival: Ten minutes prior to scheduled time is considered proper. Do not arrive more than ten minutes early as this is disrespectful. If you are going to be late, call and explain (most employers know things happen and will understand).
KSA: Prove you possess the fundamental knowledge, skills, and abilities to get the job done.
Professionalism: Courtesy goes a long way.
Company research: Have several questions ready, proving homework and diligence is on your side.
Follow-up: This is often the tie-breaker. A simple hand written note and quick call often differentiates close calls.
If you are invited to interview but not offered the position, always follow-up with a thank you note. Truth is, not all initial hires are the right choice. Changes can (and do) happen, making the next in line the newest employee.
Congratulations. After two months searching for an ideal career match, you receive a call and interview invitation… now what?
Last week I had the pleasure to conduct interviews for an office administrator at Tropical Air of Central Florida. I reached out to Goodwill Industries and the Sanford Job Connection… a great move on my part. To be clear, the experience was fantastic as the group at Goodwill Industries were helpful, the offices excellent, and the candidates impressive.
After interviewing nine individuals, I recommended four to be extended a second interview. Calls will be going out later this week.
The following summarizes the experience (valuable information for anyone currently or planning on interviewing):
Gaining that second interview:
Looking the part: Though most were dressed appropriately, in a competitive market, what one wears does impact perception. The final four were dressed professionally, delivered well-written copies of their resumes, and presented themselves respectfully. Unfortunately, several candidates were not prepared with proper dress or resume.
Focus and matchmaking: The four finalists knew what the job entailed and delivered details as to how their experience and career goals met what I was seeking. Encouraged by researching our company and industry, most of the interviews were fluid and conversational. Unfortunately, several knew nothing of the company and little of the position. Though some most likely could perform the job well, limited focus and research rarely impresses any hiring manager and can lead to a disconnect.
Communication: The finalist spoke with confidence, aptitude, and honesty. To be clear, these are characteristics all companies seek in potential employees.
Non-verbal elements: Interviews begin with a smile, then a handshake. If either element misses, candidates find themselves behind the eight-ball. On the “not-so” impressive side, I did have two candidates interview while chewing gum. I am one who perceives gum chewing during interviews low on the respect totem pole.
Overall, I am impressed with Goodwill Industries and the Sanford Job Connection Center, recommending their services and candidates without hesitation. To be specific, Alba Vazquez offered a great deal of help and support by coordinating and aligning qualified candidates in a hurry.
Now what? I am confident the four finalists will be notified within the next two days regarding a second interview; problem is, not one (or any applicants) has taken the first interview to the next level… not one has sent a follow-up/thank you note. I find this disturbing and surprising. If one was keeping score, and I do, thank you notes have the potential to add points to any close decision and have meant the difference between a second invitation and no consideration.
Thank you letter: Without going the final step in the interview process, the tape is rarely crossed. What does a thank you letter mean? Interest in the position and with the company.
Regarding the final four interviewed last week (where all four were extremely close), who will take the lead by taking professional respect to the level it needs to be? Who will follow-up? Not to worry, I will clue you into what happens next.
If you have any questions or situations you would like to share, please send it in to me directly or go through the comment box.To review and consider career development books and resources, including material designed specifically for those transitioning from military service, resume / cover letter construction, networking, and interview strategies as well as employment guidance for ex-felons visit www.edu-cs.com, www.CareerBreakOut.com, or www.2ndChanceUniversity.com.
Once a job offer has been accepted, you agree to the terms, conditions, salary, and expectations placed upon you.
With acceptance comes expectations… over the next few weeks, we will be clarifying what exactly is expected from you. For today, the employer’s point of view will be simplified; truth is, you were hired not just to do the job, but to champion the company while being professional on and off site.
Doing the job: You were hired to get the job done. You may be the greatest chap in the world and perhaps even smooth-talked your way through the front door, but if you cannot deliver, the back door will soon feel your shadow. Take notes during training, stay late (on your time), research, do, whatever it takes to prove your employer made the right choice.
Scheduled hours: For many (if not most), being at your desk and ready to perform five minutes BEFORE your scheduled time is considered a sin. Latest scoop, employers expect you to be producing from jump. Producing does not mean making or waiting for coffee, running to the bathroom, gossiping, sitting in the parking lot, Facebooking, or any other non-work related function.
Last year I had to council an employee who constantly walked in the front door eight minutes after her scheduled time. In an attempt to justify daily tardiness, she explained how each morning she was in the parking lot, listening to a radio host while thinking about her work day. Unfortunately, until our chat, she felt the parking lot was an extension of the office.
Employers expect you to be functioning on the dot, this includes prior to departure. In other words, do not stretch down the final 15 minutes of your shift. If you must clean up, prep for the night out, look for recipes, or re-discover Facebook’s irrelevance, do it on your time… after your shift concludes.
Champion the company: Employers expect each employee to represent on and off the clock. Given the digital world, instant electronic gossiping, and social networking, what you do, what you say, and what you write will be reviewed not just by friends (and perfect strangers). Fair or not, it’s just the way it is.
We’ve just begun to examine job expectations from the employer’s perspective… oh, there’s so much more to consider. Not too worry, this month is dedicated to getting you in the know while making sure you do not make simple mistakes leading to confusion or termination. In case you’re wondering, the parking lot lady was terminated the following week; for some reason, she just couldn’t grasp this employer’s expectation.
If you have any questions or situations you would like to share, please send it in to me directly or go through the comment box.
To review and consider career development books and resources, including material designed specifically for those transitioning from military service, resume / cover letter construction, networking, and interview strategies as well as employment guidance for ex-felons visit www.edu-cs.com, www.CareerBreakOut.com, or www.2ndChanceUniversity.com.
Over the past few weeks I’ve received multiple follow-up inquiries about the best way(s) to gain permanent employment after accepting a seasonal position.
First of all, glad many are serious about their career progression and are working during the holiday season. Seasonal work offers a ton of opportunities besides earning a few extra bucks.
Second of all, seasonal employment does not always have to be temporary. For a moment, let’s wear a manager’s hat and consider two advantages of hiring and promoting within an existing seasonal pool:
Hands on employee evaluation. Think about it, during stressful holiday shopping, employee character and values are constantly tested. Pass this test during the holiday season and you can handle the world. With this said, do you think supervisors and owners do not recognize those employees who work well with customers, who remain calm, and who hold themselves to company standards and expectations, even under the most stressful circumstances? Let me make it clear, they do.
Precedence equates to prediction. No doubt you’ve heard this before, but nothing is more indicative of future performance than past performance. For those showing professionalism, a solid work ethic, and a winning attitude during seasonal employment, your actions make loud and clear indications as to what kind of permanent employee you will become.
How do the top two bullets help in your quest to gain permanent employ? Glad you asked…
From the first day of employ, believe From the first day of employ, in your mind (and actions) your current position IS a permanent position. In other words, visualize and actualize.
Here’s a fact: The simple act of visualizing goals and performance enhances the probability the event/outcome will become a reality.
Psychological studies confirm those who believe, achieve.
Referring to precedence equates to prediction, make sure each minute at your seasonal position is spent productively. In other words, unless on a scheduled break and out of customer site, do not become involved with Twitter, Facebook, or any other social/digital site. Customers will not take kindly to being ignored and seeing you hunched over your IPhone instead of taking care of their needs. Truth is, customers may not know you are on break and will express their displeasure with managers.
Professionalism ALWAYS: At the end of the season, managers/supervisors go behind closed doors to discuss long-term options current and potential employee options. For the record, those currently holding full time positions, nothing is written in stone so you too need to display professionalism at all times.
Not being watched and evaluated at all times, think again: Need I say more? Nothing says “I am right for the company” than action. Ultimately, what you do on (and to a degree, off) the clock will be used to support your supervisors’ decision to keep you on full time or let you wonder off like an over-licked candy cane.
Customer feedback: If you are in a retail or consumer-based environment, customer feedback can be the determining factor when it comes job security… just saying.
Transitioning from being a seasonal employee to a permanent one is doable and can be quite rewarding. How far and long you go with it depends (mostly) on you.
With this note and holiday music in the background (Loretta Lynn jamming “Santa Clause is Comin’ to Town”), time for me to sip on my second cup of hot chocolate.
Hoping your career journey is an exciting and rewarding one, I am here to help in the process.
For those interested in developing proven career success techniques or securing cutting-edge career focused material, including interview best practice techniques or how to write effective resume/cover letters? Visit www.edu-cs.com or www.CareerBreakOut.com for a complete listing of available services and support or contact me directly at firstname.lastname@example.org.
Our last discussion concluded with: “The cover letter hooks the reader by giving him/her a reason to continue and consider you as a potential candidate;” now it’s time to delve into cover letter construction and considerations for those interested in treading external grounds.
Hiring Manager Hesitation: I need help immediately, not four weeks from now.
How does one counter hiring manager hesitation?
Recognize companies typically need help now, not next month is the first step. Your job in the cover letter (and subsequent interviews), reinforce why you are worth the added few weeks.
What makes you worth the wait and temporary inconvenience? If your cover letter does not address the concern, you will (most likely) not earn an interview. Perhaps you are exceptionally adept or offer unique knowledge, skills, and/or abilities. If you do, your cover letter is the place to impress.
Recognize there is risk involved, for both parties.
Hiring and training new employees is an expensive endeavor. Though there always will be risk with any new hire, out of town applicants are at an added disadvantage. What makes you a solid hire not only resides in what you offer, but for how long. For out of town folks with limited work experience or a weak track record, supporting an ability to stay in place (and with one company) is paramount.
Hiring managers intuitively question motives. If you are seeking to relocate, motives will be questioned… if there’s a problem, get over it.
For the recent graduate, the potential disadvantage can be reversed to become your advantage by highlighting how the new city fits perfectly for your new career and life-long journey. Now would be an ideal time to reflect on what it is about the region that makes the area so attractive… perhaps the mountains, culture, way of life, family, etc.
Your cover letter should be no longer than one page, the accepted average length is 3/4ths of a page. Consider taking a four paragraph approach:
First paragraph: Introduce yourself on a professional level. Briefly highlight the purpose of the letter (refer to job posting) and a primary reason why you are the right candidate. It is fine to mention a solid reason why the new city is of vast interest. Do not exceed four sentences for this or any other paragraphs.
Second paragraph: Make a direct connection between your background (experience and/or education) to the position. This is the perfect time for you to introduce your brand or unique value (something most other applicants are unable to offer).
Third paragraph: Highlight the company and city, drawing on how the combination is what interests your LONG-TERM goals. This part is critical as the purpose is to get the hiring manager to think: “hey, this applicant is not just looking for a job or a way out of a bad situation, he/she is sincere for the long haul—I gotta give him/her a call.”
Final paragraph: Don’t waste your final opportunity to hook the reader. Remind the hiring manager of a primary reason why consideration should be given. Warning: don’t repeat what was written previously. At the conclusion, establish a call to action and ALWAYS thank the individual when applicable.
Relocating is more common than in any other time in our history. By taking the necessary steps to recognize a few hesitations (and desensitizing them), you will increase the chances for a call back.
Even for those not considering relocation, the above bullet points and insight should be incorporated in your cover letter (and resume).
Hoping your career journey is an exciting and rewarding one, I am always here to help in the process.
For those interested in developing proven career success techniques or securing cutting-edge career focused material, including interview best practice techniques or how to write effective resume/cover letters? For those at a career disadvantage, take control by taking advantage of one of our most popular guides and learn ways to overcome barriers to employment (arrests and/or convictions). Visit www.edu-cs.com for a complete listing of available support or contact me at email@example.com.
Danny Huffman, MA, CEIP, CPRW, CPCC
Education Career Services: www.edu-cs.com
Continuing from our previous cross country top three considerations, it’s time to evaluate emotional specifics and locate/resolve potential psychological/financial dissonance. I know you were expecting cover letter and resume tips this time but going there may be a bit premature.
Truth is: Before investing a great deal of energy in your career relocation decision, establish the groundwork.
We best begin with a balanced mindset by answering the following two questions:
What are the top three reasons you do NOT want to remain in your current area? (Recognizing driving forces pushing you away must be dealt with… you know you want to leave, but why?)
What are the top three elements you will miss after relocating and how will you resolve the emotional / psychological dilemmas? Though you may not want to accept it, there are fragments of your current condition you will miss. This could be anywhere from environmental to family to a favorite place to hang out… and throw in a friend or two. Purpose of this step is to ensure the right decision is made by recognizing and acknowledging what is really going on.
Once the above questions and answers are reflected upon honestly, decision time has come. If you have family or an attached one, I suggest discussing with those in your circle your determination to relocate. Being prepared by acknowledging both sides of the fence and discussing with a loved one or peer helps place considerations into perspective.
Truth is: Packing and rushing out the door rarely ends with success.
Once a final decision has been made and you are determined to pack your bags, take stock at the inventory of assets at hand and projected expenses. In other words, with an unclouded head, take a realistic look at:
Are you financially prepared to live without steady income for several months?
Do you have a savings account or money in reserves?
How much money will it take to live to your satisfaction on a daily, weekly, monthly basis?
Are you emotionally prepared to sacrifice leisure items until your feet (and employment) are securely on the ground?
Where will you be staying?
Where will your clothing be stored?
Have you priced apartments as well as cost of living?
Do you have a reliable vehicle?
What will you need to alter your driver’s license to fit the new state?
The top three considerations cannot go ignored (as they often are); to better prepare in the review/evaluation stage, perform due diligence by taking advantage of Internet research. A great beginning can be found at ONETOnline.org. At this free Internet source, information regarding job duties, responsibilities, and expectations are a click away. Additionally, on this site job postings and salary averages can be detailed.
If you know the city/state of particular interest, check out their city websites and get the “feel” of where you will be living. One area many of my clients neglect to consider is the weather. For example, several unhappy clients from Florida decided to relocate to Minnesota. They moved during the summer months, happy as a lark. Then winter arrived… suddenly the lark decided snow, wind, and plowing white stuff was never consideration. Three weeks into the season, they returned to a snow-less sunny state. For many, Chicago (or Minnesota) could be a deal breaker simply due to the weather.
Okay, you’ve spoken to several peers, family members, and/or friends about the move. You’ve also performed diligence and fully understand the basics of the relocation. Now what?
Remaining patient but progressive is the key to career (and professional) success. Next time we’ll look at one of the most important vehicles available at your fingertips, the cover letter.
The cover letter hooks the reader by giving him/her a reason to continue and consider you as a potential candidate. Even for those not considering a move, you will find value in what’s coming up in our next episode. In other words, don’t miss out.
Interested in developing proven career success techniques or securing cutting-edge career focused material, including interview best practice techniques or how to write effective resume/cover letters? For those at a career disadvantage, take control by taking advantage of one of our most popular guides and learn ways to overcome barriers to employment (arrests and/or convictions). Visit www.edu-cs.com for a complete listing of available support or contact me at firstname.lastname@example.org.