Starting a New Job Be Sure to Close the Job Search Loop

Starting a New Job Be Sure to Close the Job Search Loop You sent off your cover letters and resumé and completed the required online applications. You conducted informational interviews and talked to people in your career field who connected you to other professionals in the field. You interviewed, worked through case studies, presented your recommendations, participated in more interviews and finally, after all your hard work, you got the job! You deserve to celebrate. But, like it or not, there’s still one more step in your job search. You need to close the loop by sending a “thank-you, I’ve accepted a position email (or call)” to the people you connected with during your job search. This often-overlooked step leaves a strong, positive and professional impression with people that can pay big dividends for you in the future, just as it did for David, a junior at highly ranked liberal arts college: “I spoke with the partner I had the most contact with during the interview process. He told me I was their top candidate for the internship position and although he was disappointed, he understood why I accepted the internship offer that I did. He said to contact him after my summer internship to hear about how it went and to see if his company might be a good fit when I graduate.” David closed the loop while, at the same time, left the door open for a future opportunity. Who to close the loop with: It’s not necessary to close the loop with everyone you spoke with during your job search. A telephone or Skype interview with the HR person that didn’t go any further doesn’t require a close-the-loop email. However, if you talked with an outsourced/external recruiter for the position, it’s a good investment to send the email. Why? Because it’s likely this recruiter works with companies to fill entry-level/junior positions and it’s a good contact to have for the future. Here’s who else belongs on your close the loop email list. Anyone you had an informational interview with, particularly those who connected you to others. This is a way for you to build your professional network. People you interviewed with multiple times and/or stayed involved during the interview process. They liked you and its a way for them to know which companies they are competing with for young talent. The employers who made you an offer you did not accept. You always want to leave the door open for opportunities with these people and employers. Be sure to let your school’s career services center know, even if they were not involved in your job search. They should want to know where their students have landed jobs. How to format: There is no standard format for a close-the-loop email though it should generally be brief, open with a “thank you”, tell the person where you landed, and includeâ€"if you haven’t asked alreadyâ€"an invitation to connect on LinkedIn. Dear Mr. Smith: Thank your for the opportunity to interview with XYZ. I appreciate the support you provided during the interview process. I’m happy to tell you that I’ve accepted a position with The Big Name Company in Chicago starting June 1st. My contact information will stay the same (see below). Please feel free to contact me if I can be of any help to you. I’m also sending you an invitation to connect on LinkedIn. Signature (includes at minimum your name, phone, email) This email is short, gracious and informative. When to send: Unlike your interview thank-you emails, you do not need to get the close-the-loop emails out immediately unless someone is waiting to hear from you such as another employer and then a phone call is more appropriate. You have time but don’t wait too long. You don’t want the connection you worked hard to make go cold.

The Top 10 Classy Career Girl Posts of 2012 - Classy Career Girl

The Top 10 Classy Career Girl Posts of 2012 Let the countdown to 2013 begin! Here are the most read posts on Classy Career Girl in 2012! The Top 10 Classy Career Girl Posts of 2012 1. 15 Ways I Paid Off $80,000 of Debt In 18 Months (21 comments) Thanks to Pinterest, this article was the most read post of 2012.  I hope it helps you get your debt under control in 2013! 2. How To Wear Your Hair For an Interview (14 comments) Hair up or hair down?  Find out what I think and what a lot of other people think here. 3. What Should I Wear To An Interview? Skirt Suit or Pant Suit?  (45 comments) Pantyhose? Skirt Suit? Pant suit? What color?  Read my answer to a readers question here. 4. What To Wear To Work This Summer (14 comments) Read what I think you should wear in a professional environment or creative environment. I also give you my ideas for casual Friday and great office shoes to wear! 5. No More Excuses! 15 Questions To Ask During Informational Interviews  (4 comments) Seriously, you dont want to hear me go on and on about how important informational interviews are for your career success. No excuses. Just do it. 6. How To Stand Up For Yourself At Work Today (13 comments) I have done a fair share of standing up for myself at work.  This post has all my tips. 7. The Truth Behind My Salary Negotiation Experiences (19 comments) No one talks about salary and what they make. In this post, I spill the beans and teach you the most important lesson of salary negotiations. 8. You Arent Trapped. How I Changed My Work and Life To Make Me Happy (24 comments) One of my favorite posts of all time AND one that I dreamed of writing for a long, long time. 9. Five Days of Office Style on a Budget  (13 comments) This is so hard to do but hopefully this post will help you look great without breaking the bank. 10.  What I Learned From My Summer Interview Experiences (4 comments) Learn from my experiences and also check out my job search formula post. Honorable Mentions: I have been very lucky this year to have some articles posted on some other great blogs! I wanted to be sure to share these great posts of 2012 as well! The Levo League:  Successful Businesswomen: 5 Things They Wish They Would Have Known Forbes: Navigating a Personal Crisis at Work The Daily Muse: My Crazy Year Of Networking: What I Learned From 96 People Yahoo: 6 Things You Can Do To Ramp Up Your Job Search This Week What a great year of writing!  Cant wait to see what my fingers type in 2013!

Outplacement and Managing the Employer Brand

Outplacement and Managing the Employer Brand As we work in an environment of constant change many organisations will have to make hard decisions with regards to manpower planning this year. Many will need to restructure and make changes to their employee teams as part of their HR strategy. Outplacement sends out a strong message that the intention is to treat former employees with respect. It does more than show that the organisation is concerned about the proper treatment of those made redundant; it goes a long way to reassuring others that the organisation takes care of employees. Apart from a desire to help former employees find good new roles, a key reason for employers to provide outplacement support is that it has a demonstrable positive impact on the organisations reputation among remaining employees, the wider community and the job market in general. Morale and motivation are sure to be affected by redundancies but, handled well, the effects can be minimised, mitigated in ways that protect your employer brand and reputation. Protect the employment brand Protecting the organisational image and employer brand are pivotal when HR move into recruitment mode, particularly when it is for senior level roles. It’s all too easy for disaffected staff to do harm to your employer brand online. Those who air their grievances about the organisation or ex-colleagues may seriously affect organisational reputation, impacting current staff and future recruitment activity. It’s important to maintain positive relationships with your talented pool, especially those whom you may want to rehire. Top talent will be talking to headhunters, competitors, clients and suppliers and it is better if they describe the organisation favourably; likely some employee you let go today may be a potential future customer. Employer brand makes a real difference to candidates so give some thought to the support provided to departing employees. Candidates care about your reputation in the employment marketplace, they will do their research and will discount the organisation if they don’t like what they find. According to Harvard Business Review, a minimum of 10 per cent pay increase is necessary to convince a candidate to take on a job at a company with a poor employer brand. It is plain that outplacement is more than an ethical responsibility, it is a factor in protecting the organisational brand, performance and profitability. Aim to minimise the stress on employees, while minimising the impact of redundancy on the morale of remaining employees. Reputation and respect Structured outplacement is a key part of managing the disruption that results from right-sizing and a standard component in corporate redundancy programmes. From a PR perspective outplacement is crucial to managing the employer brand. A reputable name and respected brand can be damaged astonishingly quickly especially since social-media has expanded the scope, speed and reach of commentary that could potentially damage an employer’s reputation. At 10Eighty we believe that tailored transition support will help employees identify a wide range of opportunities and find roles that align with their values and aspirations. Career transition services should not focus solely on securing the next role but on positioning the individual, with tangible, practical support and advice, for whatever career path they choose to follow next. The effects of a redundancy programme does not end with the last leaver, those remaining need to function with minimum disruption. They must pick up the pieces, often while dealing with an increased workload; they may be worried, angry or demotivated. There is an obvious management responsibility to demonstrate and model the benefits expected to result from the redundancy programme; it is important to promulgate a clear message around ongoing business strategy and the contribution that team members make in rebuilding and securing future prosperity for the whole organisation.