JVS Toronto

DONATE

Leave a Comment

Ask the Employment Specialist: How Do I Handle the Pain of Rejection?

Worried guy covering mouth by hand while looking at laptop display and understanding that dangerous virus attacked his computer
Worried guy covering mouth by hand while looking at laptop display and understanding that dangerous virus attacked his computer

Dear Joanna,

I have completed my fourth round of interviews with a panel of five interviewers for a $55,000 a year job as a financial analyst with a leading institution. The process included a 45 minute pre-screening interview on the phone followed by three face-to-face interviews with the team and managers.

I called the HR manager to follow-up this morning and I am devastated. I was turned down. I was shocked, and needless to say, I am feeling completely rejected and would like to give up the job search completely.

How do I handle the pain of rejection?

Signed: Painfully Rejected (PR)

[Read more…]

Leave a Comment

How To Use LinkedIn Company Pages to Enhance Your Job Search

Laptop Screen Showing Linkedin Page

In previous posts about the uses of LinkedIn for job seekers, I have focused its uses for building your professional network, as well growing that network through LinkedIn Groups. Another, often underutilized service, is Company Pages, which provide job seekers with access to detailed in-depth information about potential employers. Companies are listed under “Interests” on the LinkedIn menu.

What information is available on Company Pages?

Company Pages offer job seekers a unique source of valuable information, because it includes data from three sources:

  1. Company description (provided by the company itself) which may include background information, as well as careers/job postings and lists of services.
  2. Insights (drawn from data provided by employees on their personal profiles, as well as their activities), such as employee skills — collected and reported under “Top Skills & Expertise” — plus, lists of those employees who get the highest number of LinkedIn recommendations — reported as “Most Recommended”. Also included is information about how you are connected to staff members, including 1st and 2nd degree contacts (which can be very useful for the job seeker who’s looking to expand their network strategically).
  3. User/customer reviews, provided by your contacts and others.

How to use Company Pages?

1. Start off by searching for companies in which you are interested. You can narrow the search, using these criteria:

  • Relationship — if you want to identify companies in which you know someone, or can expand your network, by finding those in which you have degrees of connections: 1st, 2nd or 3rd
  • Location — if you want to identify companies where you would like to work (you can narrow the location down by adding the name of the city, such as “Toronto”)
  • Job Opportunities — to identify those companies which post jobs on their LinkedIn page
  • Industry — to narrow down your target industry, e.g. Information Technology and Services, Computer Software, Staffing and Recruiting, Marketing and Advertising or Financial Services, or add other industries — remember that sometimes you can do the same job — such as accounting or administration — in multiple industries
  • Company Size — if you have a preference for larger or smaller companies
  • Number of Followers –to identify which companies are more popular or active on LinkedIn
  • Fortune — to identify companies as rated and listed by Fortune magazine

2. Follow the companies that interest you by clicking on the follow button. Every time the company updates its page, shares information or makes announcements (including posting new jobs), you will be notified on your news feed/home page.

3. Read up on each company — you can gather information, extend your networks and many other uses, as outlined below.

How can Company Pages help with job search?

Company pages can provide you useful information at all the stages of job search, from making career decisions, to finding jobs for which to apply, and preparing for interviews:

  • Employers expect you, as a candidate, to have researched the company and be able to talk about it intelligently in job interviews. The succinct and up-to-date information provided on LinkedIn Company Pages can be a unique source of this data.
  • Figure out whether you have any contacts in the company, both current employees, as well as former employees you may know (listed under “Insights”), from whom you can gather inside information, referrals and tips for applying for jobs. Perhaps they can also refer you to others, so you can expand your contacts in the company. Keep in mind that people can also be excellent sources of career information, as well. Learning about the top skills and expertise of staff in the company can help you figure out which of your skills are your greatest assets.
  • Jobs are sometimes posted on company pages with information about who posted the position and whether you have any connections to them. If the company does not post on LinkedIn, it might direct job seekers to where jobs are posted elsewhere on the Internet.

Finally, LinkedIn now offers companies an opportunity to post status updates which provide their followers with opportunities to learn about new developments, as well as interact and engage with the company by responding to the posts. Read more about this here, from the LinkedIn blog (which is always a good source of ‘know-how’ information about LinkedIn).

1 Comment

A Senior Executive Looking for Work

Proud middle-aged man in a suit sitting at the head of a conference table

We are excited to welcome a guest blogger, Sharon Barney, to share with us her unique perspective on job search. Sharon is a senior executive with more than 20 years of experience leading organizations through transformation. She is contributing to the JVS blog from both the perspective of a job seeker as she is currently searching for a new career and from the perspective of a senior leader who has hired senior staff. Her dream job is a leadership position developing diversity in thought and action throughout an organization. She believes that human resources are strategic assets. She is particularly interested in how we create personal value through online networks.

This blog is about my experiences as a senior executive doing an online career search. I want job candidates to appreciate the many opportunities for personal growth through the process; and especially to maximize the opportunities of online communities and networking. I understand that most people view job search as a bad thing, and it certainly has its downside; however one of the key rules of job search is to stay positive!

JVS Toronto is an agency which runs five employment centres and welcomes job seekers from all backgrounds. The counsellors are excellent, sympathetic and totally honest about how to conduct a career search. I was asked to contribute because of my perspective from both sides of the career search process.

The first workshop that I attended at JVS was about Social Media Networking. I arrived at the Social Media Networking seminar hoping that the process would not be too difficult. The first thing that Karin Lewis told us is that we MUST develop our LinkedIn profile. She went on to tell us that 89% of companies use LinkedIn to recruit and so we don’t really have a choice. Whoa! It was overwhelming!

But, I’m happy to report that developing my LinkedIn presence has been a totally rewarding experience. I recommend that you get your basic information onto your LinkedIn page ASAP.

Once you sign in, LinkedIn will prompt you; so it’s a simple case of answering the questions. Once you get this done, then you can refine your profile, get your picture loaded up, and start networking. The most rewarding aspect is “seeing who you are.” I know this may sound strange, but you have a chance to see everything that you have done professionally and what motivates YOU.

You have to list your work history chronologically. However, if your most recent position is not relevant to your current job search, then highlight your successes in jobs and volunteer positions that are more relevant by developing those descriptions in more detail.

LinkedIn also gives you the opportunity to join groups of like-minded professionals that show the world what is important to you. Joining groups is easy to do. You want to demonstrate to future employers that you are a dedicated professional. Your groups will be shown on your profile as well as any other groups you have volunteered for.

But the most rewarding aspect really has to be the networking.

By having a LinkedIn profile, you create an online professional network that allows you to meet new colleagues and to reconnect with old ones. You will feel enriched when you see what your professional colleagues are doing; and the career possibilities that are out there.

You can start your network by connecting with your email contacts. But this quickly expands through 2nd level contacts. I found colleagues that I had lost contact with. And even more rewarding was that colleagues I had “forgotten” found me. It is so great to get a LinkedIn notice that a friend and colleague wants to connect. It has truly been amazing.

Leave a Comment

Ask the Employment Specialist: How do I deal with dates on my resume?

Drawing of a typewriter with the words "Dear Employment Specialist"Dear Joanna,

I am applying for a Project Coordinator position at a real estate office that requires a minimum of five years experience in this type of work. I have over 20 years experience. How far back in my work history should I go on the resume? How do I present the dates of my experience on this document?

I’m afraid of being overqualified and age discrimination.

Signed: Overqualified and Too Old (OTO)

Dear OTO,

According to Susan Ireland on About Job Search.com, employers can usually tell your approximate age from the dates on a resume. Age discrimination is generally seen as unethical, and is illegal in many countries. Despite this, many employers tend to have an age range they think is ideal for a particular job, based on the skill level required, the ability to supervise or be supervised, salary expectations, amount of life experience needed, company culture, and other things, posits Ireland.

Both Ireland and Got Resume Builder provide some great tips for listing dates on your resume to avoid age discrimination:

1. Go back approximately 10 years.

As a general rule, you don’t need to go back more than 10 years; however, if it’s to your benefit, you may go back further. To help you decide how far back to go, ask yourself the following:

  1. How old do you want to appear on your resume?
  2. How relevant are your earlier positions to your job objective?
  3. How much experience is the employer asking for?

2. Present the dates simply (years only).

Using exact dates can clutter up a resume. Unless you are asked to provide exact dates (usually a feature only seen on online fill-in forms), use months and years. Employment dates expressed in years only is also acceptable and beneficial if you have short gaps in employment.

3. Don’t include the date in which you prepared the resume.

Not only is this unnecessary information, it dates your resume. You want a potential employer to feel like you have focused your resume on them specifically. If you date your resume, it could give away the fact that you’re really using a resume you’ve sent to hundreds of other employers.

4. You don’t necessarily have to include all your education dates.

You do not have to include your high school in your resume, if you graduated from any other post-secondary program. Unless you have recently graduated from high school, or if you have a college degree or advanced certificate, drop this education information from the resume. It’s assumed that you must have obtained a GED or high school diploma in order to progress on to this level.

Also, you are not necessarily expected to include any dates on your education. An exception for this might be that you did a course recently and are trying to either fill a gap on the resume, or show the employer that you have updated skills.

5. Consider Susan Ireland’s “Experience Plus Twenty” (EPT) formula for age discrimination.

Here’s a great way to understand how the dates on your resume create an impression of your age. Subtract the earliest work history date on your resume from today’s date (years only), add that to 20 (used as a ballpark figure for how old you might have been when you started working) to get a total of x, meaning that you are now at least x years old. For example, a resume written in 2013 with a work history that starts in 2000 tells the reader that the job seeker is at least 33 years old (13 years of experience + 20 = 33). Using the Experience Plus Twenty formula, Ireland suggests that you could craft your resume carefully, so that it only reveals dates that would lead the employer to deduce that you are within a specific age range for the job you want.

One caution, from JVS Employment Counsellors, though: Don’t leave useful experience off, as some employers (many of them, in fact) might value experience over youth.
6. Follow job posting requirements.

When the years of experience are specified in the job description as you mentioned in your question above, then I would write in the first bullet of the “Profile” or “Highlights of Qualifications” section: “Over five years of experience in program coordination in the non-profit sector”, for example. Remember that if you are applying online, many of the employers use the Applicant Tracking System (ATS). Make sure that your resume includes those “keywords” in the resume. I am sure that “five years experience” will be picked up by the ATS. You could also write “Experienced program coordinator in the non-profit sector” without indicating any timelines.

I would encourage you to book an appointment with one of our Employment Counsellors to make sure that you have a targeted and customized resume with the ATS keywords as well as a suitable cover letter.

Best wishes,

Joanna

1 Comment

Ask the Employment Specialist: Do you have any tips on giving and receiving feedback at work?

Drawing of a typewriter with the words "Dear Employment Specialist"Dear Joanna,

I have been receiving ongoing feedback from my manager regarding a recent report that I submitted to her in my role as Office Manager. On one hand, she says to me “Good report; I suggest that you modify sections A and B”. The next time, she simply states “This is no good. Try it this way.” I am so confused and honestly, I’m quite hurt. I don’t understand what I am doing wrong? Then again, maybe my work is just fine! I cannot figure her out and whether this is positive or negative feedback or just plain criticism.

Am I misunderstanding her because of cultural differences between us? Do you have any tips on giving and receiving feedback at work in Canada?

Signed: Feedback Tips (FT)

Dear FT:

Sometimes it is difficult to understand the feedback that you get from employers in a Canadian workplace analyzing what they mean can definitely be a challenge. I will refer to Lionel Laroche, an expert in intercultural communications as well as to JVS Toronto’s Canadian Workplace Communication program that helps internationally trained and experienced professionals from the architecture/design, IT and banking, finance and accounting sectors. This information is relevant to any employee who is facing workplace challenges, such as giving and receiving feedback.

An important part of communicating successfully in any workplace is the ability to give and receive feedback in the form of constructive criticism. In workplace environments where team work is common, the exchange of ideas, reviewing and revising work plans and reports, and debating strategies are part of everyone’s daily activities.

People perceive feedback differently. Some are more sensitive than others; they may also have difficulty giving feedback because they feel they are criticizing someone. Yet, feedback plays a crucial part in the Canadian workplace. Employees are expected to share ideas, give input, and give feedback on team projects.

Some tips in dealing with negative feedback:

1. Listen carefully and know when to recognize negative feedback.

There is a tendency in Canada to mask negative feedback with positive comments in order to ‘soften the blow’. This form of negative feedback is rarely found in other cultures. In Canada, (and among many English-speaking cultures) it might be the first warning you receive that indicates you are having performance issues that need to be addressed. You will need to learn to hear the negative comment and correct your actions before your boss has to come to address it again. Failure to understand that you are being giving negative feedback will likely be perceive by your boss as an inability to follow direction. This is could be considered good reasons for termination.

2. Analyze the feedback: Analyze the feedback statements you receive in terms of these 3 Negative Feedback Categories:

a. The Sandwich (the positive-negative-positive statement)

This type of negative feedback statement is often the first you will hear from your boss. Because it is masked with two positive comments, it is easy to think that you are actually being praised when in fact the opposite is happening. For example:

  • “I really like how you have structured this report, but there are a few oversights I’d like you to address. Great first effort!”
  • “I am really impressed with how much you have learned since you started last week, but a few concerns have arisen regarding the way you deal with clients.It seems that you tend to take a rather brisk tone with people and we’ll need you to soften that up a bit. As you are such a great salesperson, I am sure some of that talent can be applied to dealing with difficult clients as well.”

b. The Open-faced Sandwich (the negative-positive statement)

This will likely be the form of the second warning coming from the boss. The negative feedback will still be masked with positive comments but will likely be a little more prominent.

  • “I see you are still having some difficulties with the processes surrounding reporting. As you have such a developed sense of detail, I am sure that if you focus a little more attention on the particulars, things will come together just fine.”
  • “We have received a few complaints about your briskness with clients. I know it’s hard to deal with disgruntled clients but I’d like you to try to soften your approach somewhat. How about using that great sense of humour you have to keep things a little more diplomatic?

c. Just the Meat (a direct negative statement)

If you hear your boss giving you purely negative feedback, then you can be sure that you are in big trouble. There is a good chance that there will be serious consequences, termination being one of them, if you do not address the problem immediately.

  • “Your reporting is consistently not meeting the standards of this organization. I have given you a number of warnings but have not seen an improvement. If am afraid I have to report this problem to upper management.”
  • “Your manner of dealing with clients is not appropriate. I have warned you a number of times but you have not made any effort to improve. This is your last warning.”

4. Use the Right Words for the Right Situations.

Watch out for the particular words which are used in negative situations. Look at the term “Performance Issues” as an example. This is a formalized way of saying you are not doing your job up to the standards of the organization, and are at risk of losing your job. The word ‘issue’ is being used instead of ‘problem’ which is a stronger and more direct word that more clearly describes the situation. Canadians instead choose the word ‘issue’ to be more politically correct, because it is considered too harsh and personal to say that someone has performance problems.

Using the word ‘problem’ in the wrong situation can make everyone believe that things are really wrong, even when they are not. As a result, it is important to learn how to use the right word in the right situation, as well as to understand the real meaning of a word you are hearing as it applies to feedback you are being given.

5. Check-in and qualify.

You can always ask your manager for a 5-minute meeting just to make sure that you are on the same page regarding your performance. BE OPEN to any feedback; this could be a learning opportunity for you to gain more information, skills and knowledge required for the position.

FT, there is no harm in asking your manager to email you the feedback and what she would like to be improved. You can use this information as a list of areas to improve and start implementing this in your work. The ability to take charge with clarifying your manager’s feedback will be perceived as a sign of a good leader.

Best of success with your job,

Joanna

JVS Toronto

For general inquiries, contact:
T: 416-787-1151
E: services@jvstoronto.org

Find a Location

More Information

Follow Us

Imagine Canada Trustmark JVS Toronto is accredited under Imagine Canada’s national Standards Program dedicated to operational excellence.
Imagine Canada Trustmark