Is A Fulltime Job Always Worth It?

Well, it depends on who you are working for, the security of your total compensation package, and how you are valued by your employer. Many employed professionals often find themselves in adverse employment situations that don't allow them to advance their careers, or compensation!

 Take the VJS Job Security Test below and rate yourself:

1. Are you able to use at least 75% of the knowledge, skills, and abilities YOU most desire to use?
2. Are you building valued added skills desired by multiple employers, or just YOUR employer? 
3. Are you left with sufficient time each week to pursue personal hobbies or additional income earning activities?
4. Does working for your company make you dumber each day (i.e. the company doesn't invest in new technologies, still uses antiquated business practices, etc.)?
5. Are you being properly compensated for the value you bring to the company (this assumes you know your career brand's value in the market)?  

So how many "yes", "no", "maybe", and "I don't know" responses did you give? There is no numerical score or secret calculation that will sum your results! The answers to those test questions are equal to how you feel right now after having asked and answered them. If you were able to confidently answer each one and feel good about your response then you are doing fine. If you were a little shaky on some or not feeling too good about others, then that is cause for concern.

It may sound like a no-brainer to have a fulltime job: but not if that job is insecure or does not allow you to do work that is valued by other employers and, more importantly, yourself. Many people who find themselves unemployed for an extended period of time are suffering because their skills were tied to one employer and only valuable for that specific employer's needs: until, of course, that employer decided they were no longer needed.

So take a pause and think about what you would do if you lost your job today. Do you have skills that are in demand and that would allow you to easily find a new job? Do you already have a side job that provides you some additional income? Do you know the latest job search strategies and tactics? Do you have a strong network to tap? Do you believe that you could be self-employed and sell your skills to clients?

For more tips and advice, visit us at www.voiceofthejobseeker.com.

Does Mark Zuckerberg Need A Résumé?: Part 2

Of course he doesn't! I continue to be amazed at how talented individuals follow the herd of job seekers rushing to get their résumés in front of the eyes of a recruiter. They spend hours on end trying to create the perfect résumé or they pay someone to do it for them. Either way, the end result is that they are just copying everyone else who is vying for the same job posting. Whatever happened to the Jack Welch philosophy: "At GE, “strong” meant a business was #1 or #2 in its market. If it wasn’t, the managers had to fix it, sell it, or as a last resort, close it."? Shouldn't job seekers apply that philosophy to themselves when deciding on whether they should apply to a job? Sadly, the majority of job seekers spend more time modifying their résumés to fit the myriad job descriptions they find instead of investing that time into building their expertise (if they have one to begin with).

In reality, applying to jobs is old school for the talented and high-performing individuals. It's only for the individuals who desire to be employees - not service providers. If you're providing a service to a company that will add to its bottom line, then you don't need a strong résumé - you need a strong pitch! Why? Because you will need to speak directly to a Decision Maker - not a recruiter. When Mark Zuckerberg was 22 years old, he would have robbed the business world of his genius had he simply applied for a job. Any company he worked for would have stifled and smothered his creative juices and entrepreneurial spirit. So now, instead of writing résumés and applying online to jobs, he creates jobs that other people have to apply to. The lesson to be learned is that if you are only relying on a résumé to communicate your employment value, then you'll just be stuck in the middle of the pack with the rest of the job seeker herd. Service providers don't need résumés because they can show real-time business metrics of the value gained by the users of their services. While résumés focus on your past accomplishments, service providers make pitches to address solutions for the current and future challenges facing a company.

Talent needs no résumé, it only needs to be recognized and appreciated. Therefore, it needs only to seek out the individuals who can properly assess and value it. Sadly, that won't happen for many talented job seekers caught in the throes of the corporate recruitment process...

Would Mark Zuckerberg Apply For A Job Online?

I think we all know the answer to that question. Can any of the top global companies state without any doubt that their formal recruitment processes would have selected Mark Zuckerberg back in 2004 before he launched Facebook?

For someone so talented, it is a shame that the average large company would have probably screened him out with their automated selection tools and standard recruitment methods. It could be the résume that doesn't contain enough buzz words or the interview that goes wrong or the less-than-ideal test results of the aptitude test. There are as many ways for companies to prevent talent from entering their organizations as there are to select talent. Oftentimes this is a blessing in disguise because most large companies destroy an individual's creativity and innovation. Of course, they don't intend to do this but one has to realize that a company hires people for specific tasks and duties in order to produce consistent and reliable results. More often than not, companies want to hire more "doers" than "thinkers".

Do you think any company that would have hired Mark Zuckerberg 7 years ago would have allowed him to be as creative and innovative as he is? Probably not. Most large companies are still stuck in the old "seniority rules" model. Meaning that young employees will rarely have a major voice within the company - let alone the confidence of the senior leaders who make the business decisions. They will expect new employees to "pay their dues" and then after 5-10 years (assuming the new employees have played the corporate game successfully) they might be in a position to show some creativity and innovation. The only problem is that after playing the corporate game for so many years, employees tend to become good at doing the wrong thing righter. Those once creative employees are usually transformed into the average employees who seek to continue their mobility within the company by following the rules of the existing game versus breaking the rules altogether.

Let's all be thankful that Mark Zuckerberg decided to break the rules and become an Entrepreneur - not an Employee! 

Are Employees Assets or Liabilities?

If you look at your company's Annual Report you'll find that the workforce is listed as a liability. That's the message that's sent to the company's largest shareholders. Of course internally, they tell you that all employees are an asset, and without you, the company could not go on. Sounds good in theory, but it's not true in practice. If you were a professional athlete or musician under contract then you could be viewed as an asset since a company can trade or sell you for the value of your services. But in the average company, employees are viewed as a cost to be managed versus an asset to be developed. You can be sure that someone at the top of the company is always looking for ways to reduce employee numbers while growing the business. Why do you think outsourcing, downsizing, and right-sizing are so popular? In truth, whether or not employees are viewed as assets or liabilities really depends on the philosophy of the Corporate Board and Executive Managers.

As an employee, should you be angry if you happen to be viewed as a liability? No!! You knew the deal when you took the job. And if you didn't, now you do. If your job is one that a company can put on the chopping block then it's up to you to take action to protect your professional livelihood. Don't blame the company - blame yourself! Since you didn't start the company, you really have no say in the high-level decisions that are made regarding your career. If the company's founders, board, management, and investors view employees as a cost, then you will be branded as a liability unless you get to the upper ranks of the company with a nice contract.


If your company views employees as an asset then you can expect to have great opportunities as long as you continue to bring value to the company. You'll get the necessary training, mentoring, and opportunities to do your job as well as advance your career if you so desire. The company will also use innovative and creative ways to ensure minimal job loss during tough economic times. So you rarely have to worry about unexpected unemployment. In the best case, the company will give you a great severance package and send you on your way. In the worse case, the company will temporarily freeze (or reduce) your salary for a specific time period until business conditions improve.

So which are you - asset or liability?

Do You Have A Lifetime Employment Contract? - Part 3 (The Finale)

The modern world is all about backup, contingency plans, and loss prevention. Without a backup (or parallel) income source you're basically at the mercy of your employer's unpredictable personnel decisions. It's one thing to be in the rat race, but entirely different to be a rat hanging on by a thread!

Yet you seem to believe that you can take on all the transactions of life with only one source of income. I guess your motto is, "one job, one employer". And that motto would be fine if you had a contract to support it. But since you probably don't, I believe you need to start planning for ways to minimize your risks of unexpected unemployment. In most of the developed world, the average employee lives beyond his means by debt-financing the lifestyle s/he desires to have. When there are shocks to the financial system followed by the inevitable disruptions in household incomes, the average employee who only has a single source of income will be the one to suffer the most. I continue to be amazed at how the average employee wades through life without any type of strategic safety net for their professional livelihood. Maybe being a trapeze artist isn't so risky after all.

Unless your strategy for sudden job loss is to have a fire-sale of all your household goods (and home if you're a buyer) and move back in with your parents, relatives, or friends; then I suggest you develop a sound contingency plan. If you want to escape the eventual fate of the masses without employment contracts, then you have three options:

1. Play the corporate game and get to the executive levels as quickly as possible.
2. Stay at your same employee level and get a side job.
3. Become a freelancer or consultant and get paid by the hour or by deliverable.
   

You will choose the option that best fits you depending on your personality, values, and abilities. However, there are other things to take into consideration like your civil status - legally recognized or not. Whether you are single, married, or in a domestic partnership (roommates or more); there are four strategies you can use to ensure a minimal disruption to your lifestyle in the event of a disruption to your single source of income.  

1. One Single-Source Income Earner needs to find a second source of income. Say goodbye to your couch potato lifestyle and get a second job or create income from your hobbies. Whatever you decide to do, you'd better do it quickly. Be sure not to give in to the temptation of spending your extra money instead of saving it.
2. Two Single-Source Income Earners need to become domestic partners or married. Two incomes are better than one and provide an in-house backup to one person's temporary income disruption. If one of you becomes unemployed, just be careful not to take too long in landing a new job because you were probably both living beyond your means. Nobody wants to pay your bills forever!
3. Two Married (or Domestic Partners) Single-Source Income Earners need to have one spouse with a second source of income. Somebody has to have a normal day, so whoever draws the short stick can plan on working an extra 15-20 hours a week at the side gig. This scenario provides you the ability to save the vaunted "rainy day fund". The downside is that if your side gig is crap, you'll be more stressed out than the extra security is worth. So earn money from something you really enjoy!
4. Two Married Single-Source Income Earners need to have both spouses with a second source of income. This is the maximum protection you can provide for yourself - though it comes at a high price due to the time you and your spouse have to spend working. Mitigate this by ensuring that both you and your partner take alternating breaks from your side gigs. Even though you'll have extra work on top of your primary job, it's far better to be a little stressed than unemployed without a backup. The peace of mind you'll have will more than compensate for missing your television shows now and then.

If all of this is just too much for you to stomach, then consider the risks of inaction. At the very least you should pay for short-term and long-term disability insurance through your employer's benefits package (assuming your employer offers that!). While it's convenient to only think of losing your source of income, it is more important to protect your ability to earn any income at all. It won't matter if you have a second source of income if your ability to work becomes impaired due to a debilitating illness or accident.

Doing nothing is NOT a solution. Ignoring the problem is NOT a solution. Hoping to keep your single source of income is NOT a solution. Companies diversify their product and service offerings for a reason - to mitigate risks and maximize opportunities. How many grocery stores have you seen that only sale one item? Don't pay the high cost for being a well-trained, obedient employee who blindly relies on the patronage of his employer. I highly doubt that your employer was founded with the sole purpose of providing you with long-term employment.

Do You Have A Lifetime Employment Contract? - Part 2

We can all agree that having a single source of income (a.k.a. "one employer", "one client", or "one anything" for that matter!) is probably not the best way to mitigate the risk of unexpected unemployment. Furthermore, I highly doubt that anyone has a written lifetime employment contract. And if they do, how enforceable and reliable is it if the company goes bankrupt or gets bought out altogether? The same holds true for the self-employed who solely rely on a single client for their income. I doubt that any client will sign a contract to be the lifetime purchaser of your goods and services.

If you've followed my blogs then you know I am a proponent of the "do as the leading companies do" model. That means you need to manage your career like a company manages its business. Virtually all major companies have signed and legally enforceable contracts with their suppliers, vendors, and distributors. Can you imagine a grocery store owner having to lose sleep each night worrying whether the supplier of milk and eggs will deliver the goods the next day? Can you imagine an automobile manufacturer not having defined-length contracts with its parts suppliers? Companies are keen on having contracts with all the entities that affect their ability to generate income. If they won't risk their sources of income on the whims of those upon which they rely, then why do you?

In America, if you are an "at-will employee", then your source of income is at risk each and everyday. Are you comfortable living like that? You may say to yourself that you've been served well by this model of employment and have suffered no adverse effects thus far. But that's like a race car driver saying he's never crashed out of a race. Or a homeowner saying he's never been burglarized. The fact that it hasn't happened yet is no excuse for you not to be worried or take precautions. According to the legal definitions of at-will employment you'll see that the only employees who have protection from unexpected job loss are union members and company executives. If you're not one of them, you're one of the masses who goes to work each day like an automated drone blindly believing that your office space is actually yours.

A.  At-Will Defined
At-will means that an employer can terminate an employee at any time for any reason, except an illegal one, or for no reason without incurring legal liability.  Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences.

At-will also means that an employer can change the terms of the employment relationship with no notice and no consequences.  For example, an employer can alter wages, terminate benefits, or reduce paid time off.  In its unadulterated form, the U.S. at-will rule leaves employees vulnerable to arbitrary and sudden dismissal, a limited or on-call work schedule depending on the employer’s needs, and unannounced cuts in pay and benefits.  

B.  Modification by Contract
The at-will presumption is a default rule that can be modified by contract.  For example, a contract may provide for a specific term of employment or allow termination for cause only.  Typically, U.S. companies negotiate individual employment agreements only with high-level employees.  Collective bargaining agreements usually provide that represented employees may only be terminated for cause.

Cause generally includes reasons such as poor employee performance, employee misconduct, or economic necessity.  An employment contract may specifically outline the situations or employee actions that would lead to termination for cause.

Do You Have A Lifetime Employment Contract?

The mindset of the average employee is truly a case study in blind faith. In fact, if I google the words "blind faith" I fully expect to see YOUR picture at the top of the search page! Maybe you really do believe in the "Job Fairy" and the "Make A Wish Foundation". Maybe you do believe that lifetime employment with one company is a badge of honor. Or maybe you believe that it is your duty to stay with a company long after the relationship is over. Whatever the case, there is a name for you and your ilk - Professional Gamblers.

 

Forget having a lifetime employment contract - do you even have any type of signed contract stating the length of your employment and the conditions upon which you can be terminated? Does that contract have a buyout clause should you be terminated prematurely? If not, then I'm really concerned about you and would like to refer you to the nearest psychiatric ward! Because clearly you are living in a make-believe world of stable employment, trustworthy companies, and little green men flying around in spaceships.

But hey, what do I know. I'm just another blogger in cyberspace spreading the career management gospel. Who am I to try to unplug your mind from the Matrix feeding pod? Perhaps your mind is not ready for the real world. Perhaps you are fine with having a single source of income. Perhaps you are fine with having blind faith in your employer. Perhaps you were raised during a time when companies served as surrogate parents and were always there for you on your birthday and Christmas. You have every right to be a loyal subject unto your King Employer. And maybe, just maybe, the Employer will fulfill its unspoken (and unwritten!) promise to grant you lifetime employment. Imagine, such a gracious employer to allow you to stay among their ranks until YOU decide to call it a career. I tell you, they just don't make them like that anymore. Seriously, they don't!

Don't you find it odd that you mitigate risks in all other parts of your life except your employment? I mean, you have car insurance. You have medical insurance. You have home insurance. You have memory sticks to back up your work files. You have servers to back up your desktop files. You even carry two credit cards in  your wallet! Would you put your money in a bank that had no deposit insurance? Probably not. How secure would you feel on an airplane with only one pilot? The higher the stakes, the greater the precautions people take to mitigate risks. For some reason, that line of reasoning doesn't translate to the average employee. But I guess you, with your ONE employer and lifetime employment contract, know something the rest of the world doesn't. Maybe we should all just ride around on unicycles.

 

Introducing...The Mobile Job Seeker!

It’s been a long time since I’ve written a blog entry about career management. I’m currently on sabbatical and replenishing my energies through the pursuit of my personal hobbies and passions. I will continue to update this blog but I also invite you to follow me on twitter and read my new comic strip, “The Mobile Job Seeker”. In this strip, I give a humorous take on the challenges faced by job seekers, recruiters, and employees. I tweet new episodes 2-3 times a month so stay tuned and “retweet” the stories you like!

Twitter account: www.twitter.com/lewisrod

This Week’s episode of The Mobile Job Seeker: http://Pixton.com/ic:1mcb1zql

Below you will find an excerpt from the book I am currently writing on the corporate recruitment process. This book represents my 1­5+ years experience as a job seeker, employee, career consultant, and recruiter. It will be a few months before it is completed but I promise it will be worth the wait!

Only Dummies Apply Online: The Rants, Raves, and Ramblings of Job Searching (book excerpt)

"I think it’s safe to say that blindly sending résumés to online job postings is an exercise in futility – or foolishness. And though you see all the advertisements from online job sites like Career Builder and Monster begging  you to find your “dream job” on their sites, the actual number of people who get jobs using those sites is quite small in comparison to the number of people who apply. If you’re one of the lucky few to actually make it past the Applicant Tracking Systems (ATS) that companies have ubiquitously deployed for the express purpose of “bagging and tagging” your résumé, then it probably means any one of the following:

1. The Job Seeker applied to a high turnover position.
2. The Job Seeker submitted the perfect résumé and application.
3. The Job Seeker applied to a job for which there were few applicants.

If you don’t want to play the "shell game" of job searching then I suggest you stop the mindless customization of your résumé and cover letter (assuming you were even doing that!) and the filling out of “standard template” application fields. Free your mind from the ATS-induced stupor it is under and use the internet for “people searches” instead of “job searches”. Remember, people hire people – software does not. Let's be clear on one thing – you should NEVER blindly apply to jobs online! If the intent of a job application is to secure an interview, then why would you let a software program affect your chances? You don’t see army-trained snipers using machine guns, do you? They are trained to research, analyze, and study specific targets before they take the kill shot with a high-powered rifle. Be a Sniper! Aim your résumé at the head of the department in which you want to work! Anything less is uncivilized."