<![CDATA[True North Transitions - Blog]]>

<![CDATA[True North Transitions - Blog]]>Tue, 14 May 2024 09:37:07 -0700Weebly<![CDATA[Career Choices]]>Sun, 28 Jun 2015 15:13:48 GMThttp://truenorthtransitions.com/blog/career-choices

Identifying Your Best Career Choices

“If you don’t know where you’re going, any road will get you there.” One of the most important decisions you will make is choosing a civilian career. If you’re an IT or finance type and you like that work, you’re all set. If not, you have an important decision to make. When I talk to veterans or military personnel considering their next career, I sometimes hear “I’ll do anything” or even “I don’t know what I want to do”. Never say that to a prospective employer (or even someone who might be a good contact). Employers want people who aren’t just focused; they want people who are excited about their careers. How do you do that if you’re uncertain? Here are some possible (free) self-evaluations:

O*NET Online (http://www.onetonline.org/) – This career resource guides participants toward career choices by industry, business fields, skills, keywords, and other criteria to assist with the process.
Carolyn Kalil (http://www.innerheroes.com/quiz.asp) – A short (5 minute) personality assessment that, if you like the preliminary results, you can get the full personality for a nominal fee.
Dr. John Holland (http://personality-testing.info/tests/RIASEC.php) – In addition to the 5-10 minute test, there is a link to a couple dozen related tests (if you’re really into that sort of thing).
“Career Interests Game” (http://career.missouri.edu/career-interest-game) – This test helps reveal a career aptitude persona that can identify several interests and is based on Dr. Holland’s test (above).

Books – “I Could Do Anything If I Only Knew What It Was” by Barbara Sher, a very helpful guide to finding your passion. “Do What You Are” by Paul Tieger that uses the Myers Briggs type indicator test as a basis for choosing a career.

There are also professional career counselors who can help, but oftentimes there’s no sky writing that will lead you to the perfect choice. Attending trade shows, profession trade associations, and talking to those who have already made their career transition can go a long way toward making the best decision.

]]><![CDATA[Want to Meet Your Next Boss?]]>Thu, 25 Jun 2015 15:12:53 GMThttp://truenorthtransitions.com/blog/want-to-meet-your-next-boss

]]><![CDATA[Veteran Job Transition Highlights]]>Mon, 04 May 2015 15:14:30 GMThttp://truenorthtransitions.com/blog/veteran-job-transition-highlights Veteran Job Transition Highlights

Here is an overview of some articles I've written and those by others that you might find useful. Use this as a review and let me know if I could help.

·       Interviewing Cheat Sheet

·       Business Cards?

·       Rethinking Resumes

·       Focused Networking

·       Informational Interviews Revisited

·       Making the Most of Your LinkedIn Profile

http://bit.ly/1uVb39A

“It's the Most Wonderful Time of the Year ... To Find a Job”

(Amanda Bainton-MOAA)

http://linkd.in/1w32dqB

“10 Things Transitioning Military Professionals Must Do In 2014”

(Sultan Camp-Orion Intl)

http://bit.ly/1Akjp11

“22 LinkedIn Secrets LinkedIn Won’t Tell You”

(William Aruda-Forbes contributor)

http://bit.ly/1Ja99fT

]]><![CDATA[Making the Most of Your LinkedIn Profile]]>Wed, 17 Dec 2014 19:26:35 GMThttp://truenorthtransitions.com/blog/december-17th-2014 Everyone knows how important LinkedIn can be in connecting, researching, promoting your skills, and generally burnishing your professional image. You know that vets can get LinkedIn Professional for free. Here is a review of the basics:

Professional Photo – Always use a professional looking photo. It’s the first thing a potential boss will see. You should be facing the camera or toward the left (you don’t want to appear to be looking away from the page).
Name – If you go by your middle name or nickname, e.g. Buck (as long as it isn’t something like “Weasel”), use it. Use the name that a potential employer would use to check with a former boss or reference.
Professional Headline – This should be short & sweet in defining what you do (more than just a job title), e.g. “Detail Oriented Project Manager”.
Profile Summary –Write a concise narrative (not bullets), avoid overused buzzwords and jargon, keep it short (30 seconds max to read), and use the “Optimize My Profile” feature to increase your chances of being found.
Recommendations – Ask for them from those who know your work. “Endorsements” are fine (if they focus on your primary skills and aren’t too broad or numerous), but it’s the “Recommendations” that add real value.
Updates – Turn off your activity broadcasts until you have something significant to communicate (new license, degree, or accomplishments).
Connecting – Personalize your connection requests; don’t use the generic request provided. Don’t accept LinkedIn’s suggestion to send a blanket request to all your Gmail, Yahoo, Outlook, Hotmail contacts.
Join Groups – You can join up to 50 groups, but focus on those that will help you connect to professionals in your area of expertise.

LinkedIn offers free webinars on how to get the most out of your account, to include one specifically tailored to those in transition - http://linkd.in/1uf4OyL.

]]><![CDATA[Informational Interviews Revisited]]>Wed, 22 Oct 2014 02:58:13 GMThttp://truenorthtransitions.com/blog/informational-interviews-revisited Most everyone knows about informational interviews, but you may not recognize the value of using them effectively. Here are some key steps for great outcomes:

Research – Find out which companies you’d like to interview (you do have a target list of at least 30 prospects, don’t you?). Then find out the movers and shakers in those companies by researching their websites (particularly the “News” section), LinkedIn, Google Alerts, Reference USA, Mergent, etc. Find out if those individuals Tweet and, if so, “Follow” them.
Arrange the Meeting – Email first, and then call if you haven’t had a response in a couple days. For example, “I’m Joe Snuffy and I’m leaving the service or I’m a veteran with NANET/MEA/VetNet/etc. who’s researching the blivet industry. I understand from your speech/report/interview/etc. that you’re an expert in that field. Could I have 20 minutes (no more) of your time to get some better insight into blivets.” Don’t mention that you’re in transition unless they ask and absolutely do not ask for a job.
At the Meeting – Thank them for their time, have at least a half dozen well researched, thoughtful questions and ask their advice. When your 20 minutes are up, thank them for their time, and leave (unless they say otherwise). As you leave, ask them for referrals to other contacts of theirs. You could then mention that you are in transition and ask their advice, but do not (under any circumstances) ask for a job. If you have sufficiently impressed them with your Q&A and they know of an opening, they may discuss it with you, but that’s a bonus and not the reason for the meeting. Ask if it would be OK to connect via LinkedIn.
After the Meeting – While you could send a “Thank You” email, always, always mail a thank you note within a day and comment on anything you forgot in the meeting or found really useful. You’ll set yourself apart.
Follow-up – Connect with him/her on LinkedIn, comment on any suggestions made that you pursued and the referrals after you’ve contacted them. Your likelihood of connecting with the referrals increases when you say, “Walter Smerdlap suggested that I talk with you about blivets”.

]]><![CDATA[Your 30 Second Commercial]]>Sat, 13 Sep 2014 02:52:55 GMThttp://truenorthtransitions.com/blog/your-30-second-commercial When you make a connection during your job search, you’ll have a brief opportunity to make the most of the encounter. Sometimes you’ll have more than 30 seconds, often you’ll have less, but you want to get it right with that person to enlarge your circle of helpful contacts. Here are some key things to remember:

Eye Contact – Look the person in the eye or, if it’s a group, look around at each of the people in that group while you’re speaking.
Handshake (if appropriate) – Be firm, but don’t try to crush their hands.
Delivery (the heart of the matter) – Identify your career focus, cite several significant accomplishments to demonstrate your successes and then describe exactly what you’re looking for. You can identify several companies where you’d like to work (they may have a friend or neighbor who might work there), but also refer to that industry.
Referrals - Finish by asking for a referral who might be open to discussing your field of interest further. An open ended question is far better than one that’s closed. For example, instead of saying “Do you know someone…? (they could simply say “No”), try, “Who do you know…?”.
Caution - DO NOT ask if they have a job or know of one. If you impress them (in a good way) and they know of an opening, they’ll tell you.
Jargon – Drop military jargon, of course, but you can use jargon for the industry where you’d like to work if (and only if) that person is in that industry, e.g. at a trade show, industry professional association meeting, an informational interview. The latter can make you sound more like an insider.
Practice - until it sounds conversational (not a script) and you are able to adjust the length, as needed. You may feel a bit awkward practicing with someone (necessary, though) but it’s less awkward than being unemployed.

For more, look at this short article - http://bit.ly/1uUIY4y ]]><![CDATA[A Business Card?]]>Mon, 18 Aug 2014 02:50:07 GMThttp://truenorthtransitions.com/blog/a-business-card“But I’m not in business.” Like hell you’re not! A business card will probably do more for you than a resume. Why? When you meet someone, you may want to connect later (defer asking upfront for a LinkedIn connection with someone much senior, however, as it may come across as presumptuous). You don’t want to shove a resume in their face; it has an air of desperation (you can send one later).

Here are some things to consider for business cards:

·       Name - Use the name you’d use when meeting someone (yes, the military only recognizes first name, middle initial, last name; but this isn’t the military). For example, if your name is “Ernest”, but you go by “Ernie” or “Jacqueline”, but you go by “Jackie”, use the familiar name.

·       Contact Information – It should include your email, LinkedIn address, and cell phone number. You may want to consider whether to list your home address, but you should at least provide the area where you live.

·       LinkedIn Address – Include your LinkedIn address and, of course, your LinkedIn profile should be outstanding. It should include a concise description of your capabilities and experiences, have a professional photo of you, and you should have recommendations from previous supervisors and others familiar with your work. You know you can upgrade to LinkedIn premium for free as a veteran, don’t you?

·       Field of Expertise or Career Focus – Provide your specialty on the card, e.g. Leading Edge Web Designer, Aggressive Sales Leader, Accomplished Logistics Specialist, but you may also want to include a tag line. A tag line can create a lasting impression if done properly. For example, I know a vet who is a finance type and her tag line is “I Make Numbers Talk”. You could also list some of your skills on the back if you’re willing to spend extra.

·       Sources - Vistaprint, Zazzle, Gotprint, and others will make 500 cards for you for as little as $10. You may want to consider a somewhat heavier card stock than the standard, but stay with traditional colors and designs.

When you get someone’s business card, write on the back of the card the event where you met, the date and something memorable (“has connections at company A” or “plays golf”, “well connected”) to jog your memory later.

A professional looking business card is the best means for making a lasting impression when networking. It not only provides your contact information, it helps create a professional image.

]]><![CDATA[OCSARN Job Transition Group Meeting]]>Thu, 03 Jul 2014 19:09:16 GMThttp://truenorthtransitions.com/blog/ocsarn-job-transition-group-meeting

]]><![CDATA[Rethinking Resumes (Part 2)]]>Tue, 24 Jun 2014 22:57:50 GMThttp://truenorthtransitions.com/blog/rethinking-resumes-part-2Resumes are a little like our taste in music; everyone has a different opinion about what’s best. Here are some ways to strengthen yours (remember, resumes won’t get you a job, but somewhat like a driver’s license; you’ll need to have one). Here are some key concepts to keep in mind when working on your resume:

Authenticity - Don’t ever (EVER!) let anyone write your resume. You may as well have someone propose marriage on your behalf. By all means, get help when writing it, but it’s your career and it needs to be written by you.
Positions – Use the official military title, but list your responsibilities in terminology a civilian could understand.
Accomplishments (under each position listed) - Begin with a “PAR”(Problem, Action, Result) about a problem you solved. Then reverse it to create a “Power Story” with the result first, then your action, and finally the problem. Example – “Achieved a 12% reduction in fuel for resupply missions by employing larger cargo trucks from headquarters support assets when available” or “Reduced bird strikes by 35% by posting guards with noise makers beyond the end of the runway.” Your responsibilities are important, but your ability to solve a problem is far more important. Always try to quantify the results whenever possible.
Scope - Keep them limited to the last 10 years (max, could be down to 7 yrs.). Try to match the position being sought as closely as possible.

A well written resume has to catch their attention quickly (it may only get a 5-10 second scan unless they see something that really interests them) and it has to come across clearly to a civilian employer. It must show how your transferable skills and accomplishments could be used to benefit their organization. They won’t hire you just because you’re looking for a job, but they will hire you if you’ve demonstrated that you could be a “problem solver” in their organization. For more, read Martin Yate’s Knock ‘em Dead and also look at his description of an “Executive Briefing” that’s tailored to a specific position.
]]><![CDATA[Building Your War Chest]]>Fri, 21 Feb 2014 00:01:29 GMThttp://truenorthtransitions.com/blog/building-your-war-chestTo get a job you need a job offer. To get the job offer, you need to ace the interview. How do you get the interviews? You network, you send out resumes & job applications, but the interviews just don’t materialize. To differentiate yourself, you have to demonstrate that you’re promising enough for the hiring manager to want to meet you (because you’re a problem solver not a job seeker).

This is where your “work products” come into play. They demonstrate that you went above and beyond by showcasing how you think and your capabilities. These are very brief descriptions of the best options:

Case Studies (1 page): Take a project or challenge that you’ve solved (it should already be listed in your resume) and clearly state the challenge. Then analyze the problem, propose various solutions that you considered, then identify the best solution and provide justification for your selection.

Special Reports (5-8 pages): Begin with a similar challenge as with the Case Study, but this will be more in depth. It will be a more thorough analysis of a problem you’ve encountered and how you solved it. It begins with a benefits oriented title, e.g. “Seven Steps to Reduce Maintenance Downtime”. Then there’s an introduction, followed by the “Seven Steps” (or whatever is in the title) and ending each with something like “Have you requested additional support from your 3rd echelon (or whatever) maintenance team to better train your mechanics?” For more, go to http://bit.ly/1hbVgOV.

Proposals (10-20 pages): This intensive report is focused on a problem experienced by a prospective employer or industry. It begins with a title page, has a table of contents, followed by an executive summary, then a more extensive analysis similar to a Special Report. While you may not have a revolutionary solution that hadn’t been considered before, it will demonstrate that you have the ability to analyze a problem and propose solutions. It will demonstrate to a hiring manager that you took the time and effort, coupled with your analytical capabilities to propose solutions. For additional information, go to http://bit.ly/1c5Eq0O.

You should add appropriate graphs or charts to make these stand out better. All the reports take effort, but they will set you apart from your competition, because no one else will have them. Would you rather spend the time creating a work product that generates more interviews instead of mailing out resumes? If you do, send me an email and I’ll get you more information and some great examples.

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