Blog | Connect to HR | Strategic HR Advisors & Executive Coaching

Connect to HR Adds Career Coaching Services

I’m happy to announce that Connect to HR is officially launching a new service focused on helping job seekers successfully navigate the process of landing a new, more fulfilling opportunity.

Although we are definitely in a job seekers market, there is still a lot of competition and the basics of an effective job search still apply – clarity of vision, planning, effective personal marketing tools, preparation, practice, etc.

Too often job seekers are in a rush to post their resume and don’t take the time to think through what it is they want to do next. As a result, they may end up with the same job in a different place and be no more fulfilled than they were before.

This is where a career coach can provide insight and guidance. It’s important to note that career coaching is more than just helping you find a new job. It’s about helping you find the right job, employer, work environment, and potential for you. It’s also about helping you develop job search skills and knowledge that you can continue to use as you navigate your career path.

My career has given me experience working on both sides of the talent equation. I’ve worked in recruiting for large organizations and have consulted with business leaders about effective hiring strategies and processes. I’ve also worked with individuals at all career levels to help them create a results-oriented job search plan and powerful personal marketing tools.

I’m now putting this experience to work in career coaching for people on the move. This is in addition to my HR Advisory Service and Executive Coaching.

Connect to HR has 3 Career Coaching packages to choose from based on your needs.

Our Resume and LinkedIn Starter Package is designed for those who just need help ensuring that they have powerful personal marketing tools. With this package I’ll work with you to co-create a targeted resume that captures the attention of recruiters. I’ll also help you develop a LinkedIn Profile to enhance your online presence. Your resume and LinkedIn profile are often the “first impression” you give to a potential employer, and you want that impression to be a good one!

Our Career Clarity Package is designed for those who are ready for a change and need help getting started. It includes a career strategy session on positioning and marketing in today’s job marketplace and will help you gain clarity on ideal jobs, career direction, desired company, and work environment. It also includes the components of the Starter Package, i.e., a targeted resume and LinkedIn Profile.

Our third package – Landing Your Dream Job – is our most comprehensive package and I’ll talk about that next time.

Are you planning to look for a new opportunity in 2022?

Contact me today and schedule a meeting to learn how my services can help you. https://calendly.com/michellemendoza-connecttohr. You can also reach me directly at michelle@connecttohr.com.

First Impressions Count!

If you’ve been following my last few articles, then you know I’ve been sharing success tips for both hiring organizations and job seekers in the candidate/job search process.

Here’s a recap of what I’ve covered so far:

For hiring managers:

Be sure that you review and update job descriptions before posting to ensure that they align with your needs today and into the future.
Don’t rely solely on applicant tracking systems – they often overlook good candidates through their keyword filters; leverage your networks.
Train all interviewers, and prepare good questions that evaluate skills, experience, and behaviors that are a fit for the job and the organization.

For job seekers:

Before updating/posting your resume, take time to gain clarity about what you want next – the skills you want to use, the type of organization, the work environment, etc.
Do the research (or work with a coach) to ensure that your marketing tools (resume, LinkedIn profile) reflect your career vision and that you have a job search plan; leverage your networks.
Spend time before each interview researching the company, preparing answers to anticipated questions, and preparing questions to ask. Practice, practice, practice.

Now I’d like to talk about the importance of making a good first impression.

These tips apply to both the hiring organization (HR, hiring manager, all interviewers, even the receptionist) and job seeker.

Be on time. Whether it’s an in-person interview or, as so many are today, a Zoom interview, be ready at least 5 minutes in advance so you can start on time.

Test your technology. For remote interviews, be sure you are familiar with the technology being used and that you are set up in a quiet place where you won’t be disturbed. Don’t forget to turn your camera and speakers on.

Dress for success. Whether in person or remote, dress professionally.

Pay attention to your body language. Nonverbals speak volumes. Sit up straight, make eye contact, smile, and convey that you are engaged in the conversation. Consciously suppress any little habits you may have, e.g., tapping your pen, as these can be a distraction.

Are you planning to look for a new opportunity in 2022? My Landing Your Dream Job career coaching package includes all the job seeker tips I’ve talked about so far and much, much more.

Contact me today and schedule a meeting to learn how my services can help you. https://calendly.com/michellemendoza-connecttohr. You can also reach me directly at michelle@connecttohr.com.

Preparation is Critical to Job Interview Success

For my last couple of articles, I’ve been writing about the things that hiring managers and job seekers have in common. I’ve also provided some tips on how to overcome barriers to finding the right candidate or finding the right job. If you missed previous articles in this series, you can find them here and here.

This time I’d like to focus on the importance of preparation – for both the hiring manager and the job seeker.

Preparing for the interview – hiring manager

The candidate interview is an opportunity to learn more about the job seeker both in terms of their skills and qualifications and whether they are a good fit for the role and organization. All too often hiring managers and others involved in interviewing go into it unprepared.

Good hires result from a well-defined interview process. Each person interviewing the candidate has been trained on how to conduct an interview (what can and cannot be asked) and each interviewer has a specific set of well-thought-out questions to ask. Without a strategy around the questions to be asked, a candidate may be asked the same question over and over and key information that could have resulted from good questions is lost. All candidates for a particular role should be asked the same questions.

Interviewers should be prepped on desired skills and behaviors and should know enough about the organization to answer the candidate’s questions. It’s important to remember that the candidate is evaluating the organization and the people representing it as much as they are being evaluated. Be sure that those who conduct interviews represent the organization well.

Following the interview, the hiring manager and all interviewers should meet to compare notes and share their impressions.

Preparing for the interview – job seeker

Many people find job interviews scary, especially if they haven’t been through one in a while. The key to reducing the amount of angst is preparation.

As the job seeker, be sure you are thoroughly familiar with the job requirements and have researched the company/organization. At the very least you should know the information available on their website.

Be prepared to share how your skills/experience map to the qualifications for the role. Spend some time thinking about specific examples of past achievements, how you’ve handled various situations, unique value you’ve provided to your current/previous organizations, etc., so you will be prepared for behavioral interview questions. Use the easy-to-remember SAR model – what was the Situation, what Action did you take, what were the Results. Also, be sure to prepare some good questions to ask your interviewers.

Finally, practice! Prepare some questions you think you might be asked and have a friend or family member do a mock interview with you. The more you practice the less nervous you will be.

Next time I’ll talk about the importance of a good first impression and how to make one!

Looking for some help in preparing for interviews? Check out my Career Coaching Services – Landing Your Dream Job package.

Contact me today and schedule a meeting to learn how my services can help you. https://calendly.com/michellemendoza-connecttohr. You can also reach me directly at michelle@connecttohr.com.

When Applicant Tracking Systems Aren’t Your Friend

In my last article I pointed out that hiring managers and job seekers have several things in common. One is the rush to post the job or post the resume without giving it a thorough review and update.

Another thing they have in common is what I call the opportunity-limiting impact of Applicant Tracking Systems (ATS).

Many companies and job search sites rely on applicant tracking systems to do an initial scan of submitted resumes to filter out those that do not contain keywords associated with the job. With HR departments receiving dozens of resumes for a single position, this initial step in the process can save a huge amount of staff time. Theoretically, the remaining resumes to be reviewed by HR and/or the hiring manager are only those that meet the keyword criteria.

But here’s the thing.

Although the ATS can help reduce the number of resumes HR and the hiring manager ultimately have to review, it may be filtering out some perfectly good candidates simply because they didn’t have specific keywords on their resume. Maybe they had the requisite experience or skill but called it something different. Maybe their resume (when scanned by the human eye) conveyed talent, behaviors or potential that could be a fit for the role but was rejected because it didn’t match the machine criteria.

This can be frustrating for both the hiring manager and the job seeker. The hiring manager is losing out on potential candidates. The job seeker who may have been an excellent candidate is eliminated because they didn’t have the exact credentials programmed into the system. This is especially true for people who are recent graduates or who are switching careers and may have a great deal to offer. Also, an ATS may reject a highly qualified candidate for reasons such as a differently formatted resume or other technical reasons.

So, what are hiring manager and jobs seekers to do?

I always recommend that whether you are looking for talent or looking for a job you leverage your network. Who do you know that might know someone who could be a fit for your open position? Or, as a job seeker, who do you know that might know of an opportunity for you? Reach out to you family, friends, colleagues, past workmates, and online connections. You never know what might turn up.

Also, all of the packages in my Career Coaching Services include work around crafting a resume and LinkedIn profile that addresses some of the issues with applicant tracking systems.

Contact me today and schedule a meeting to learn how my services can help you. https://calendly.com/michellemendoza-connecttohr. You can also reach me directly at michelle@connecttohr.com.

Whether Filling a Job or Finding a Job – Make Time to Assess Needs

One of the things that helps me in my coaching work is that I have experience working on both sides of the talent equation. I’ve worked in recruiting for large organizations and have consulted with business leaders about effective hiring strategies and processes during my entire career. I’ve also worked with individuals at all career levels to help them create a results-oriented job search plan and powerful personal marketing tools.

What I’ve noticed along the way is that there are several things that hiring managers and job seekers have in common. And when these things are not addressed early on, they can have a negative impact on bringing together the right person and the right job at the right time. I’ll be talking about these commonalities over the next couple of months and making suggestions on how you – as a hiring manager or as a job seeker – can avoid them.

The rush to fill a job

When someone leaves, especially when they’ve been in their role for a while, it creates a gap that the manager is understandably anxious to fill. The work needs to get done and remaining employees are already stretched and/or don’t have the appropriate skills to fill in. So, typically the first order of business is to dig out the old job description and get the opening posted as soon as possible.

But wait a minute. Jobs shift over time based on the needs of the team and organization, and often based on the person filling the role. Is what you needed when the job description was created what you need now and into the future to support company goals?

Before you rush to post, take the time to review the job description and conduct a needs assessment before you start the recruitment process. It will help ensure that you find the right talent for your needs.

The rush to find a job

It’s a similar situation for job seekers. Although it’s a best practice to keep your resume up to date, for many people it’s a last-minute scramble when the pressure is on to find a new job. So, they tack their latest job experience onto their resume and launch it into job seeker space hoping to attract something, anything. In today’s job market this is short-sighted and often has disappointing results.

Before you start your job search it’s important to gain clarity around what you want to do next, where you want to do it, and what that looks like, i.e., your work environment. I call this creating your Career Vision and it’s a critical first step for a successful job search.

If you need help creating your Career Vision or any other aspect of your job search, please consider my Career Coaching Services .

Whether you want to move up where you are, change employers or transition to a new career, I can help you navigate the process and achieve your goal.

Contact me today and schedule a meeting to learn how my services can help you. https://calendly.com/michellemendoza-connecttohr. You can also reach me directly at michelle@connecttohr.com.

Returning to Work after a Career Gap

One of the challenges that many job seekers face is how to get back into the workplace after taking a break from their career. Maybe they stopped working to raise their children, care for an aging parent, or live outside the country for a while. Whatever the reason, taking that initial step to get back to work can be daunting.

But it doesn’t have to be. Especially in a labor market like the one we’re in today.

The key is in knowing what you want, as I talked about in my last blog, and in doing the discovery work around what you have to offer – your skills, experience, competencies and behaviors.

A good example of this is a coaching client I worked with a couple of years ago. She was an executive who had been out of the workforce for several years. She was ready to search for a new opportunity to restart her career but was struggling to achieve that goal while managing several major changes in her personal life. She contacted me for support in focusing her mindset and creating a structured plan to find the right opportunity.

We started our work together by doing an assessment of her experience and skills to identify her unique qualifications and map those to several possible opportunities. Since she’d been out of the workforce for some time, we then worked on creating new personal marketing tools for her – an updated resume and a more professional LinkedIn Profile. I coached her on trends in the recruitment process and changes in the work environment. I helped her think through how she could best combine and leverage her skills and experience from two prior careers to stand out to a potential employer. By encouraging self-reflection and helping her recognize strengths she may have overlooked, I was able to build her confidence level for the job search journey.

We created a tailored approach for each of several target opportunities and the result was that she found a position that she wanted, and that leveraged her experience and skills. She is still there today.

Don’t let a career gap hold you back. Do the work to gain clarity around your skills, experience, achievements, and unique qualities that you bring to the workplace and then map those to potential opportunities.

If you’d like to learn more about transitioning back to the workplace, I’ll be facilitating a panel discussion during the Phase2Careers Forum on November 3, 2021. You can register here.

Want to chat about your career and explore new options? Let’s do this! Contact me today and schedule a meeting https://calendly.com/michellemendoza-connecttohr/45min. You can also reach me directly at michelle@connecttohr.com.

Connect to HR Provides Career Coaching Services

American workers are on the move. Many are leaving or not returning to the jobs they had pre-COVID, hoping for a better opportunity in what is clearly an employees’ labor market.

Are you or someone you know considering making a career move?

Although it’s tempting to just dive into job search mode in hopes of a new beginning in 2022, I encourage you to take a more thoughtful approach. With so many opportunities available, this is a good time to really put some thought into what you want to do next, where you want to do it, and what that looks like. There are a few key steps to make sure you land your dream job.

Maybe you want to move up in your current company, maybe you want to do the same thing somewhere else, or maybe you want to change your career path entirely. Understanding what you really want and envisioning it is an important first step before you begin your job search. I call this getting clear on a Career Vision.

Once you’ve done this you can move on to other aspects of the job search with a focus on what you want to do next. This is the time to move if you are going to move, but it’s essential to be very clear about what you want so you make the move a good one and you don’t end up regretting it!

So, how do you get started on creating your Career Vision? Working with a coach to guide you through this discovery process will make your job search easier and more targeted.

I’ve been involved in the talent acquisition process both as a hiring manager and as a recruiter. I know firsthand what it takes to get noticed as an applicant and to land that dream job. That’s why at Connect to HR we include career coaching as part of our executive coaching offering. Through my coaching services, I’ve helped numerous clients transition from a job they dislike to a job they love.

If you or someone you know is considering exploring a different career opportunity and will be launching a job search soon but don’t know where to start, consider me as a resource! They don’t have to start their job search journey alone.

Best wishes as you consider your options for what’s next!

Michelle

P.S. Want to chat about your career and explore new options? Let’s do this! Contact me today and schedule a meeting https://calendly.com/michellemendoza-connecttohr/45min. You can also reach me directly at michelle@connecttohr.com.

Planning Today for Your Workforce Needs Tomorrow

As we approach 4^th quarter and start to wind down 2021, now is good time to begin thinking about year-end activities that need to be completed as well as what you need to do to prepare for 2022. Your planning should begin with forecasting what your workforce will look like now and into 2022 and creating a talent management strategy around your needs.

Given the labor shortage, the uncertainty around the coronavirus, and the increased tendency toward a hybrid work model, attracting and retaining employees in this market can be challenging. In my next blog I’ll share some specific ideas on how to address those challenges. For now, though, here’s a refresher on what you need to consider in your workforce plan.

The operational side of workforce planning includes considerations such as your labor budget, work schedules and hours, distributing talent among divisions and departments, identifying functions no longer needed, and reassigning workers. The more strategic side of workforce planning looks at identifying skill sets needed as the company grows and changes, re-assessing the needs of the department and company as employees leave, and defining, and in some cases retooling, the recruitment strategy for future workforce needs.

Start by defining job roles. This includes defining the work that needs to be done, and asking the important question of what is it that the organization really needs? Then move to identifying the skills and competencies required for that work. If you’re starting from scratch, you may want to identify required skills, experience, and behaviors, keeping in mind that a job should be designed around the role requirements and future business needs, not a particular person. Remember that as remote work increases you may need to redesign and automate certain tasks.

Once you’ve defined and designed the critical job roles to meet your needs today, spend some time thinking about the skills/job roles you may need in the future. This will be helpful in identifying skill gaps and determining whether it makes more sense to hire for those skills gaps or to develop current employees to fill the gaps. More and more, companies are hiring for job potential because in many cases skill sets can become obsolete quickly.

Next, create formal job descriptions. Job descriptions should be as detailed as possible. Be sure your job descriptions include at least the following:

Job title
Job location
A summary of the job objective/purpose
Scope of responsibility
Reporting relationships
Qualifications required (experience, skills, competencies)
Key functions and duties (including standards)
Physical requirements of the job

A well-developed job description will help you recruit the right person for the job. It will also give you a legally-defensible document, or ‘benchmark’ for performance management.

If you have questions about developing your workforce plan for next year, please consider Connect to HR’s 3-hour Just in Time Advisory Service. Many of my clients are finding this service helpful as they navigate the challenges of our new world of work.

You do not have to do it alone!

https://calendly.com/michellemendoza-connecttohr/45min

You can reach me directly at michelle@connecttohr.com, and find out more about our services at www.connecttohr.com.

Leading in an Age of Uncertainty

As leaders and business owners continue to navigate the process of bringing people back to the office and fully reopening, many are finding that they are “leading in an age of uncertainty.”

The recent surge in coronavirus cases due to the Delta variant prompted another revision in back-to-the-office guidelines, and yet more compliance issues for leaders to monitor.

Many employees have gotten used to the flexibility of working from home and are not ready to return to 5 days a week in the office. An Accenture report showed that 83% of employees prefer a hybrid work model, working remotely between 25% and 75% of the time.

Some workers have reassessed their careers over the past 18 months and do not plan to return to their current jobs at all, leaving employers struggling to replace them in the midst of The Great Resignation.

The opening, then closing again of schools and the lack of available/affordable childcare has left many parents (especially mothers) burned out as they strive to “do it all.” According to the National Women’s Law Center, female workforce participation has dropped to 57%, the lowest level since 1988.

Dealing with these challenges in the midst of so much uncertainty can be overwhelming. Yet sometimes all it takes is a sounding board, or some help putting together a plan, or a helpful nudge toward clarity.

You don’t have to do it alone!

Many of my clients have found Connect to HR’s 3-hour Just in Time Advisory Service the “right size” service that they need to work through these and other HR challenges.

Our Just in Time: Your Guide to HR service provides you access with up to 3 hours of senior-level Human Resources consulting support and guidance by phone, email or in person. It’s designed for small to medium-sized companies, specifically owners, CEOs and nonprofit leaders; those running the HR function; and people new to HR operations.

Just in Time hours may be used for guidance on a variety of topics that need answers NOW. Some of our most popular topics are:

Return-to-the-office planning
HR compliance
Employee relations
Employee health and safety

https://calendly.com/michellemendoza-connecttohr/45min

You can reach me directly at michelle@connecttohr.com, and find out more about our services at www.connecttohr.com.

Don’t Let Your Talent Walk Out the Door

It’s being called The Great Resignation and the facts are startling.

Nearly 4 million workers left their jobs in June, according to the U.S. Bureau of Labor Statistics.
41% of workers are thinking about leaving their current jobs in the next 12 months, according to a recent Microsoft survey.
63% of workers who say they have a bad manager are planning to leave, according to the 2021 People Management Report from Predictive Index.

On top of that, in June, the number of job openings in the U.S. jumped to 10.1 million, the highest since the U.S. Bureau of Labor Statistics started tracking job openings 21 years ago.

There are a variety of reasons why workers are quitting. Some have safety concerns about going back to an office environment when we are still fighting COVID. Others have gotten used to working at home and want to maintain that flexibility. Or they are frustrated with their job, their company, their pay, or their leader and want to take advantage of what’s clearly a “workers market” to find something new.

So, as a leader what can you do to get ahead of The Great Resignation and reduce the risk of your top talent walking out the door?

First of all, there are three important things to remember:

Employees do not want to go back to the pre-COVID work environment. According to a recent Accenture report, 83% of workers surveyed said they prefer a hybrid model in which they can work remotely at least 25% of the time.
Bad leadership has always been and is still one of the top reasons employees quit.
Replacing an employee can cost between 50-60% of that employee’s salary with overall costs ranging from 90-200%.

Retention strategies should be an integral part of your workforce planning. Here’s a refresher on some best practices/strategies with a few additions for our new way of working.

Begin retention at recruitment. Be sure that the job candidates interview for and accept is the job they get. Provide an engaging, thorough orientation with opportunities to connect with the team (even remotely) and the culture. Show them where they fit into the organization now and into the future.

Train your leaders. Too often leaders are thrown into the role without any leadership development. The result is that they end up repeating the bad habits of their leaders, perpetuating a negative cycle. Or they fail. 40% of new leaders fail because of poor fit, poor delivery, or poor ability to adjust to a change down the road. Just because they were successful as individual performers does not mean they will succeed as leaders. Train them to avoid #2 above.

Be flexible. Consider each job role and each individual as you create your plan for reopening/bringing workers back to the office. Be willing to acknowledge that employees can be productive working from home, and in fact, are often more productive without the commute and other distractions.

Provide feedback and recognition. Employees want to know how they’re doing and be recognized for their efforts. Don’t wait until the annual review to have those conversations.

Provide career development and opportunities. Make it a point to understand each employee’s career aspirations. If they want to do something different than their current role, maybe there’s an internal opportunity for them in a different department. Retain them by giving them a chance to grow within the broader organization.

Connect employees with resources. Many employees are stressed and burned out from all that we’ve been through over the past 18 months. Let them know about your Employee Assistance Program (EAP) if you have one, or connect them with other resources for help.

And finally, be sure that you and other leaders in your organization are paying attention to your own burnout and accessing resources as necessary. Another startling statistic: 73% of teams with burned out managers said that they were feeling burned out. (Predictive Index)

It’s important for leaders to model behavior that encourages employees to take time off and to not work around the clock. For example, sending email at 10 pm to employees doesn’t encourage work life balance.

If you have questions about employee retention or need help putting together retention strategies, please consider Connect to HR’s 3-hour Just in Time Advisory Service. Many of my clients are finding this service helpful as they develop their return-to-work plans.

You do not have to do it alone!

https://calendly.com/michellemendoza-connecttohr/45min

You can reach me directly at michelle@connecttohr.com, and find out more about our services at www.connecttohr.com.