Video

Your comments are always such a delight to me, Rev!

Thank you so much! Have a great start to your week.

Thank you so much! I really appreciate your kind words and support! And I appreciate even more that you subscribe.

You are so welcome, Rev. Always thrilled to see you on my channel! I'm finally delving into the land of SHORTS, so I'll be uploading a lot of very short content from my 300 videos since 2011. (Only the evergreen stuff that is still relevant today, of course!)

obrigado!

​@@TammyKabell-crc😃❤️

Fantastic question! First, understand that the top companies right, really any company with over 10,000 employees, are not hiring or creating jobs this year. In fact, most of the household names you and your friend are aware of, are currently freezing any hiring and a lot of them are laying off. So, the top companies are not a good target this year. Instead, go after the mid-tier market: specifically, companies earning $100M to $1B in annual revenue, and usually having anywhere from 500 to 5000 employees. Many of them are privately held and backed by plenty of private equity money. They are a safer place to apply to, because they are fiscally healthy. In researching current trends, companies are shifting away from requiring a specific number of years' experience, and instead are looking at skill sets. This is great news for your friend - the most important thing for your colleague to do is to be very clear on communicating who he is, how he conducts business relative to the job he is applying for, and what makes him different than anyone else the hiring manager may talk with. Sometimes this can be a difficult exercise. Anyone can go to work and collect a paycheck by doing the minimum required... What does he or she do that goes above and beyond just showing up for work every day? And quantifying that contribution (how much time or money was saved, for instance) is the best way to show that if they hire your friend, he/she is a safe bet because they have proven that they pay for themselves very quickly. Here's a template you and your friend can use in an interview to explain the pain points of the hiring manager that you solve: "You know how [insert a common challenge companies have that you solve]? Well, my expertise is [insert the antithesis of the problem you just described - the answer to the problem, so that you are seen as the solution], without the hassle of [insert a common headache that comes along with solving that particular problem]." Here's an example... I'm going to pretend your friend is a corporate trainer: " You know how a lot of companies can be frustrating to deal with whenever an issue arises for a customer, and they end up calling the customer service department, and when they finally get to a live person, they end up having to call three or four times, just to solve their original problem? "Well, when you put me in a training room with a class of customer service reps, I coach them on how to actively listen to the customer, and ask the right questions to get to the root cause of their issue and determine what would make that customer very happy. And I've developed a way to teach this in a two-hour masterclass, so that it won't take weeks of re-training to get a full team of customer service reps to all transform into top performers, since they can resolve a customer's problem in one call and guarantee that customer leaves the call very happy." So, you friend just showed the hiring manager that they have developed a masterclass, which goes above and beyond a normal training role, and it solves a very common customer service problem of taking too many calls to resolve any customer issue, which is the quickest way to lose a customer. Wouldn't you hire that person because you see them as THE solution to a problem you've had, without the headache of sending a customer service team through weeks of retraining? Heck yeah -- sign 'em up.

@natachaunelus -- Thank you so much for taking the time to outline a solution that isn't just a general statement but real strategies that a candidate can use to overcome what they might feel as individual discrimination. Much of what you say is part of my coaching, and I'll add that when leveraging experience and skill sets, be sure to clearly communicate what makes you different than anyone else that hiring manager may talk with. Rather than attempting to be the perfect [insert target job here], define what makes them a great hire and how they are different, and show how those skills and their experience have impacted the bottom line in past roles.

People dont understand that the prices of things are never going back down. This inflation is deeper than we think. Those buying groceries are well aware that the real inflation is much over 10%. The increments dont match our income, yet certain investors still earn over $365,000 in stocks and assets. Wish I could accomplish that.

I fully agree, @Mandala-wm3es -- Between the major change in the way inflation is calculated (with the "old" way showing we are at about a 13% to 15% inflation rate) to using an overall adjusted inflation rate that doesn't truly reflect the increase in food, housing, oil/gas, and transportation, the media and the govt. are downplaying the impact rising prices have on all of us. If we only look at those categories that take up a bulk of consumer spending (the cost of living categories above), we are dealing with nearly a 30% jump in prices for those goods. Since no one is getting a 30% raise in compensation unless they switch companies, most families are finding themselves under water.

Thank you @mohibquadri4053 for a fantastic question - I don't know of any one book that is recent enough to capture the best answer for you, so I want to share advice that I give my clients: Two pieces of advice, in fact. First, during times of slower economic growth and a bad economy, you'll find that posted positions evaporate quickly and you'll see a lot less open positions on LinkedIn and other job boards. However, if you proactively reach out to the person that would be your next boss in a company you'd like to work for (via a LinkedIn connection request), while refraining from asking about open positions, and instead, focus on asking about what challenges that person is experiencing with their team/dept/company, then ask for a short conversation to learn more about those pain points or their aspirations -- then in the conversation, make yourself the solution to those challenges or goals. I find that taking this proactive approach actually works better during bad economies. Secondly, there are two ways to climb the "corporate ladder." One is to work at large companies and attempt to move up over years. This tactic tends to take a long time, and right now, large companies aren't hiring. They have frozen hiring this year, and many are laying off. The other way is to make a much bigger jump in title and responsibility by shifting from your current employer to a smaller company - my clients can usually go from a Director position to a C-Suite in one move, and this allows for a lot more compensation (our clients' average increase is $137K in first year comp) - but this assumes you are coming from a larger company, over 5-10K people to a company between 1K and 5K people. By smaller, I don't mean startup or very small, like under 200 people. Right now, though, the private equity-backed companies between $100M and $1B are continuing to grow and create jobs. About 35% of our clients are in Engineering leadership of some sort, and we're finding they are in high demand. Check Crunchbase.com for lists of private companies and the PE firms that invest in them.

@@TammyKabell-crc Interesting & wise insights ! 😊 Got the points. Could you provide more such insights on - Which skills, attributes or qualities can make us hard to ignore for the companies both Mnc and relatively smaller.. How to become a star player in terms of finding & attracting most valuable opportunities with some unique or combination of different skill set.. does any such combinations work like it does in international sports where star individuals outperform many other people and records of past which creates a different category all together.

Ah, thank you for the gentle reminder! I actually found the sourced information from Hunter Scanlon over multiple newsletters from this company. You can use the search feature from their website on each data point, and a great place to start would be these search results from within that platform: huntscanlon.com/?s=executive+hiring+trends+in+2024

@@TammyKabell-crc great thank you!

Thank you so much! I'm so happy you found it helpful. There was a lot of research that went into this particular video, which is why I rarely do a "state of the job market," especially because things evolve so quickly and I don't want to put outdated info out there. I appreciate you taking the time to comment the kind words!

Great questions! The technique I described in this video is what Neurolinguistic Programming (NLP) calls Scenario Planning or Future Imaging. Super powerful. Regarding authors to read, above everyone else, I recommend two books by Dr. Robert Cialdini. His book "Influence" is considered the gold standard of how to persuade people with a variety of tactics, including NLP strategies. His follow-up book, "Presuasion," (and that's not a misspelling), is just as good.

@paulnewman2778 - It will depend on the level of the role they are applying for. If it's an individual contributor role, or even a manager role, the expectations are that they adhere to the company policy, and even that changes for an executive, depending on what senior leadership has already decided regarding hybrid or remote work. Other factors like the industry/sector and size of the company also contribute to the complexity of this issue. So, I suppose to sum that all up, you're right for your situation and for every other hiring manager, "it depends." For my clients, who are usually interviewing for a VP or above role, it has been pretty easy to negotiate remote or hybrid schedules. Many of them end up in companies around 1000 people or less, and those smaller orgs are much less rigid in their requirements.

@jackiemessinger - Hi Jackie! The role of administrative assistant is one of the most important jobs to fill in any organization, and executives know it. If they have ever had a good or great exec assistant, they are fully aware that this person is the glue that can hold an entire division together. Just wanted to start with that, because anyone reading this needs to be made aware that good executives will always have a great assistant in the background. In your introduction, the most important things to include when interviewing for this role are how you have saved the execs you've worked with in the past large amounts of time and/or money, continual process improvement in how you work, and executing quickly and accurately - anticipating the exec's needs. You don't need to include examples in your introduction, but definitely back up each of these strengths (if they are authentically how you work) with stories throughout the interview. You can still use the framework in this video, and choose from any or all of the facets of your expertise in the prior paragraph that resonate with how you actually work. Working with execs all day long, these are the attributions of a perfect admin assistant.

It's hard to get paid what you're truly worth when you work for the State government. Keep gaining different skill sets to round out your experience, so if you ever lead the gov. for a corporate/private industry job, you will be more marketable and extremely valuable. (=$$$)

You're forgetting that the average congress person is 20 years older than the average working American. Thus, policy is being shaped by the retiree generation, at the expense of the next working generation. Unless voting patterns change, the boomers and Gen Xers will have the majority for all our working lives

Thanks for entering into a dialogue, Jon, and for your advice. I'm a bit confused by your take on how my generation (Gen X) has treated young people, as we all have had it hard - I don't know that anyone is immune to life's hardships, especially those of us who have owned businesses for decades. I do suppose, though, that your generation perceives our current world as somewhat harsher than other generations may perceive it, and I, too, perceive hardships differently than my parents' and grandparents' generations, having never dealt with war on my home soil, or homelessness, or hell, extended periods of time with no air conditioning in the Midwest. However, perception is reality in all cases, and a splinter feels different in the finger of a college sophomore vs. that of a 60-year old farmer. The DadBod Veteran sums it up pretty nicely: czcams.com/video/T1PCNzqKdOU/video.htmlsi=6w0NmXdFV34NqwyE

@jolpenrose Congrats on the interview! Sounds like it went well. I'm a bit concerned about the panel being grim, though... that's usually a red flag that you may not want to work there, or you might suffer the same fate. Before you take the job, be sure to do your due diligence, including asking the hiring manager any tough questions you may otherwise be hesitant to ask, and ask to talk with someone who works on the front line (any individual contributor, especially in a sales role) because you can freely ask them questions and you know they'll give you the straight scoop. I wish you the best!

Much respect, Rev!

Fantastic questions!! To develop the amount of value you create AND your problem solving abilities (both of which are vitally important to career advancement), the number one rule to remember is to document every "win" you have, no matter how small. Keep a folder on your desktop for any praise you receive, and do the same with an email folder, and every time you get a compliment, you add it to your brag file. When it comes time to build a resume or a stunning LinkedIn profile, you'll have plenty of examples of how you pay for yourself, PLUS, you'll be seen as a well-rounded professional because of the many facets of problem solving and value creation that you've documented. Here's a great list of books I've personally read that have stuck with me and affected how I lead and how I run my business: "The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter" by Michael D. Watkins (I even developed a 90-day executive coaching program because of this book) "Dare to Lead: Brave Work. Tough Conversations. Whole Hearts." by Brené Brown "Start with Why: How Great Leaders Inspire Everyone to Take Action" by Simon Sinek (anything by Simon is gold) "Good to Great: Why Some Companies Make the Leap and Others Don't" by Jim Collins (his advice is highly relevant to individuals as well) "Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink (great for understanding yourself and others around you) Finally, "Leaders Eat Last" by Simon Sinek. I really love this book. It can make a change in how you approach everything in business.

Thank you!! It's great to see you here - sorry for the late comment!

AHH!!! Slim!! Great to see you here!! Thank you for the kind wishes, and same back atcha!

Thank you so much, Rev! My team and I have been exceptionally busy these last few months, but I think you'll see more from me - at least for the next few weeks, as I've created a small group program (4 weeks, twice a week) - kind of an intensive cohort. So I'll be promoting that, which means more video and email content. I always look forward to seeing your comments - thank you for being my #1 fan!! 🙏

@@TammyKabell-crc been a while, and these day you never know what anyone could be going through 🫂✝️ So I am praying regularly for you... My daughter was just up for her first promotion recently and I thought about you . She is a local govt employee just starting out and not an ideal candidate, but if she breaks free one day and goes big-time, I know where I'll be😁🤩 In the meantime, I've been meaning to ask: the elder of my two sons has been twice promoted since we last chatted... He went from where he was through managing engineer to Research scientist and is heading up and on professional and collegiate Boards etc. Do you operate in the high level materials/engineering/tech side of things too, or are you C Suite only? What about legal professionals? I suppose I might dust off my Bar membership as I approach retirement age in the next several years???

Hi Julie! I think the difference in the leadership principles is a very good answer - it keeps personalities out of the story, which is always preferable. You are smart to follow it up with what you are looking for in leadership (autonomy), so that they understand in what environment you thrive. You essentially called your last boss a micromanager without calling him/her a micromanager!

Ok, awesome!! And yep, it indirectly conveys that I was dealing with a micromanager. :-) Thanks so much, Tammy! I appreciate your feedback and really love your content. Also wanted to add that it’s unfortunate we have to sugarcoat negative experiences in the workplace. I was thinking how nice it would be if we could all be honest.

Thank you so much, Harvey! Please keep me posted on the success of your job search.

Thanks for watching and I'm glad you found the video helpful! Preparation is definitely key when it comes to interviews, especially in the competitive healthcare field. Keep practicing and implementing the tips from my channel, and I'm sure you'll start getting more callbacks soon. I've got three or four playlists that can help you prepare - here's a very complete one: czcams.com/play/PLi4L0bpt5T388_m8TMFqoNjTB9k1xId3D.html There are a TON of videos in that one, so choose the ones that you feel will be most applicable to your situation. Good luck, and let me know how your future interviews go! Oh, and one last tip - at the end of the interview, ask, "Do you have enough information in order to make an informed decision on whether I would be a great fit for the team?" That will give them the opportunity to ask you anything else they need to know.

@@TammyKabell-crc I’m so grateful for your feedback thank you so very much I’ll watch the videos tonight and I’ll keep you posted.

Your kind words mean the world to me! I'm so grateful that you found my pearls of wisdom helpful. Thank you for your support and taking time to share your appreciation!

Of course! Here is a playlist of 22 videos where I give you specific questions that are common in interviews and how to answer each of them. I trust this will be helpful in your preparation: czcams.com/play/PLi4L0bpt5T3-OC2vjF1tVZmgdsHU7CThJ.html

Glad you enjoyed it!

Great question! you'll be happy to know that cover letters are very rarely used these days, and they are not expected, even for six figure roles. if you are going for a job that you are really excited about, and it's important to know the hiring manager, sometimes you can find it using LinkedIn's subscription called sales navigator. many times they will give you a 30-day free trial. use the different filters to find the right person within the company that you are interviewing with.

Thank you for adding this!

Much appreciated, as always! Yes, AI has "upped my thumbnail game." (and I'm editing my own videos!)

This is true! I think it depends on the level of the job you're in, as my clients, most of whom make multiple six-figures, usually get their bonuses (that were earned the calendar year before) around the middle of March, usually March 15th. Now, that might be because they work for very large companies (usually at least 50k people) and not because they are in higher positions. With massive companies, it takes awhile to get all of the calculations done and for payroll to process all of those bonuses.

very funny! and to answer your question, I think the question you ask that employer is completely valid, and I encourage you to ask it. In fact, go into any interview with a nice long list of questions you want the answers to... and you may get a chance to ask them all in a first interview. But if not, keep them for future rounds in the hiring process. you want to show them that it's just as important to you that it's a good fit as it is to them.

Thanks for asking! I apologize if I miscommunicated, as I don't have a $250K compensation limit - a majority of our clients make between $250K and $650K total compensation, but we don't have a bottom "limit" to who we take on as clients. At any given time, we have between 4 and 8 clients that make below that level in their total cash compensation (base + bonus + commission if applicable), and this doesn't include any long-term incentives like stock or equity. In fact, we'll usually have one or two clients that make under $100K at any given time. There isn't a lower limit - as it's not how much someone makes, but it's a combination of factors. The most important factors are: 1. Do I think this person will be successful if they engage with us? 2. Am I confident that if they engage with us, I'll be able to produce a substantial return on investment (ROI) within the first year? 3. Is this person coachable and open to taking instruction that might appear counterintuitive at first? 4. Does this person have great results in their career? In other words, are they a top performer? (I like to work with Rock Stars) In order to create a great ROI first year, usually it makes sense for us to work with professionals making over $50K, as long as I know I can increase their compensation by another $10K by working with them. Even though we have a systemized process for helping people land perfect-fitting jobs that will pay them what they're worth, each engagement is customized to what that client needs in order to be successful. I've broken our programs into modules and only propose those programs that each client needs. If you don't feel you meet the criteria above, please take a look at our website, because I've put together a large list of free resources that can significantly help you. The full list is in the top navigation bar on the home page entitled, "Free Resources" and the website is www.CareerResumeConsulting.com You can also check out our client statistics page, which gives you a breakdown of our client averages from a variety of aspects: www.careerresumeconsulting.com/crc-client-data-2020-2023

Ah, the ageism question! A lot of my clients have over 30 years of experience as well. I find that the higher you go up the career ladder the easier it is to get a role when you are later in your career, in your 50s or 60s. I do agree with you that removing the earlier experience is a very good idea. You don't want them to pass by your resume or LinkedIn profile because they perceive you to be too old. I recommend removing the graduation date for anyone, young or old, as I've seen too many times where that has limited the response rate of somebody's resume or LinkedIn profile. Just like the person in the first comment on this video, if you are applying for positions online that are director level or below, it might make more sense to take an alternate approach to contacting potential employers. Please read the detailed instructions that I've listed above in answering the person with HVAC experience. Also, I made a video on overcoming all aspects of ageism: czcams.com/video/gbYQae8EA7I/video.html Between this video and the instructions above, you should be able to make a lot of progress in your search! I wish you the very best!

@@TammyKabell-crc Thank you so much for your great response.