Tag: job seekers
Building your professional brand on LinkedIn: A beginner’s guide (OPTUS Edition)
Healthcare Career Trends (NYC Edition — Edward Lai’s Perspective)
Edward Lai, currently the Vice President of Business Development at Bensonhurst Rehabilitation Center, Hopkins Center and Fairview Rehab discusses the types of job opportunities that are trending in today’s healthcare industry, shares his own career insights and how candidates can best prepare for those career prospects.
Audience: Job Seekers — those looking to pivot their careers into healthcare or even just considering to begin their career in healthcare.
What is the Trend?
America is aging. According to the U.S. Census Bureau’s National Population Projections, in the next few decades, 1 in every 5 residents will be older than age 65, a number that’s projected to outpace those younger than 18 for the first time in history. By 2050, the senior population will have doubled to 90 million. More specifically, the number of adults ages 85 and older will nearly quadruple.
According to a study by the National Investment Center for Seniors Housing & Care, as the population ages, 8% will have cognitive impairments, 60% will have mobility limitations and 20% will have high needs.
According to Edward, “Cognitive impairments means that mental status will be down, they may not know what they may be doing at times and it happens a lot. We see a lot of these kinds of patients in nursing homes. Mobility limitations are from strokes, from surgery, and a lot of different types of effects on the patient’s well-being as they get older. I suspect the high needs are bed down patients which we will be caring for. So this is the trend in America which is why healthcare is blooming.
Ten Reasons To Consider a Healthcare Career
This is the reason why Edward ended up with this career path.
- You’ll enjoy job security. “During Covid lockdown, there have been unfortunate events that happened like being laid off and companies going out of business — but I have not missed a day of work. I was here everyday serving the patients.”
- You will do work that interests you. “You will get to pick the field that you find most interesting to you to pursue your work in.”
- You can live and work anywhere you want. “Once you have that profession, like a nurse, nurse practitioner, physical therapist — you name it, technically you can work in all states and everyone needs your service.”
- You can find a health career that fits your educational plans. “What that means is that if you don’t want credentials that require a lot of schooling. For example, you don’t want to do 4 years of nursing school but you only want to do 2 years, then studying to become a Licensed Practical Nurse (LPN) would be the best option for you. You are still a nurse, but a lower grade nurse — in this case that fit your needs.”
- You can learn by reading and doing. “Healthcare is pretty straightforward.”
- You can get help to pay for school. “Definitely true. My sister went to nursing school. There’s a lot of scholarships and grants. You want to pay for your schooling so you can hurry up and get into position to serve the population in the hospital — so there are actually a lot of opportunities.”
- You’ll have a clear path to advancement. “You go in as entry-level and in several years, you may be offered a higher level position, whether it is a nurse manager, a rehab director, you name it.”
- You will earn a good salary. “Definitely true, but it depends on what you consider a good salary though because most of us won’t earn $1 million a year. In general, it is a pretty good income for many folks.
- You can work with people, or you can choose not to work with people, “because once you have the credentials, you can do a lot of things in your liking.”
- You can make a difference in people’s lives. “This is my favorite part because this is what I do on a daily basis.”
U.S. Bureau of Labor Statistics Employment Projections
Employment is projected to grow from 162.8 million to 168.8 million over the 2019–29 decade, an increase of 6.0 million jobs, the U.S. Bureau of Labor Statistics reported. This reflects an annual growth rate of 0.4 percent, slower than the 2009-19 annual growth rate of 1.3 percent, which was bolstered by recovery from the 2007-09 Great Recession. The healthcare and social assistance sector is projected to add the most new jobs, and 6 of the 10 fastest growing occupations are related to healthcare.
Fastest Growing Occupations
Listed at #2 in job outlook growth rate 52%, a Nurse practitioner-requires a Master’s degree and extensive nursing experiences, its 2020 median pay is $111,680! These medical professionals are highly sought after because they are working in every medical settings and although they can only work under MDs and DOs; they are practitioners and can perform like a doctor rather independently.
On your #4, the OTA has a growth rate of 35% with a median pay of $62,940. The job requires an OTA license. They work with the occupational therapist.
A very familiar job to many of us, the HHA/PCA is coming in at #6 in job growth at 34%, this is due to population is getting older and the need for home care is in the raise. HHA is averaging a little over 27K in 2020. It is based by the State.
The PTA (#7) is also highly sought after by hospitals and nursing home at a growth of 33% and a median pay of 59K. PTA requires a PTA license and works closely with the physical therapist.
Edward’s profession — and folks in management positions like #8 Medical and Health Services Managers earns an average of just over 6 figures. These are folks like me in management positions, like medical site managers, facility administrators, office managers, marketing executives etc.
Rounding the top 20 growing jobs according to BLS are #9 PA which makes 6 figures and the Speech-Language Pathologist making on an average 80K.
U.S. News Ranked #3 Out of 100 Best Jobs
Nurse Practioner (NP)
“They are seen in hospitals, nursing homes and normal medical practice. They examine and treat patients independently. They don’t need the doctor to stand next to them. They make those determinations on their own. They can ensure proper illness and injured care and disease prevention. They can do treatment and recovery. They can also provide medications. Nurse Practitioners are something I know a lot about because that is what my younger sister wants to become, so she is starting as a Registered Nurse. After a few years of becoming an RN, then you can become a NP once you have all that experience, expertise and higher educations, etc. It is a very good career to have and the salary is also high.”
U.S. News Ranked #70 Out of 100 Best Jobs
Certified Occupational Therapy Assistant (COTA)
“They work very closely with the rehab team in nursing homes. They can also work in hospitals. Very good pay. This job does not require a 4 year degree. basically you just need to get the license. It’s roughly about over 1 year. A lot of people get an Associate’s Degree within 2 years. It is a very easy occupation to enter. The salary range is $55K-$67K annually. Based on this compensation and work environment, this is a very rewarding profession. You basically work in a rehab gym — it is very safe, quiet and this position typically has its own schedule. It is very flexible and spaced out. You normally would work with each patient for about 45 minutes to 1 hour at a time. The COTA helps patients perform activities of daily living as they recover from their illness and injury. The COTA basically works under the Care Plan.
In case you are not aware, Occupational Therapy is not like Physical Therapy. OT focuses more on the upper body like using your hand movements, getting up from your bed, etc. PT focuses more on the lower body.”
U.S. News Ranked #28 Out of 100 Best Jobs
Home Health Aide (HHA)
“It is pretty surprising that the HHA position is ranked so high in the BLS Projections and U.S. News 100 Best Jobs. You may think working as an HHA is so simple since there is no specific educational requirements. You can just obtain a license from many places fairly easily. Many HHA agencies do not require you to pay. You just go to school, they pay for your license or they reimburse you, and you get the job.
HHAs spend a lot of time with their clients in their own home and assist them with their daily living and activities such as cooking for them, cleaning up the house and accompany them to medical appointments, etc. This job is very high in demand right now and it doesn’t seem to stop anytime soon. They have fringe benefits as well and typically in NYC I would say the salary is about $35K to begin with.”
U.S. News Ranked #13 Out of 100 Best Jobs
Physical Therapy Assistant (PTA)
“The national average salary for this role is $63K. The PTA prepares the patient and equipment for therapy and implements the treatment plans. They do exercivses, stretching, maneuvers, and they help the patient to increase their mobility. Being a PTA requires an Associate Degree. It’s a pretty satisfying job.
In senior year of high school, I went to a rehab hospital in Texas and this hospital basically opened my eyes up. I was volunteering for about 3 weeks. Everyday I was there and I saw how they worked and performed; the way PTAs assisted patients with walking them to see them get better.”
U.S. News Ranked #4 Out of 100 Best Jobs
Medical and Health Services Managers
“Including me, these are administrators, executives, directors, planners, coordinators that works behind the scenes to keep hospitals, nursing homes, group therapies and other healthcare facilities running. We are pretty organized individuals. We are administrators, we work with Department of Health, we hire the staff to provide the care to our patients.
The unemployment rate for this group is just 1.1% and the average salary is about six figures. The average number of jobs in this field are about 133K. In order for you to work in a hospital or nursing home, the minimum requirement would be a Bachelor’s Degree. If you are highly experienced in a certain area like Marketing or Healthcare Management, they can always look at other options. There is no certification per se, basically a lot of us are just providing opportunities somehow because we have been doing this for a while.
For example, I have been working in this field for 9 years in home care setting. After a while if your boss trusts you, you get more responsibilities and from there — you just grow. I am very fortunate that I was provided that opportunity.”
U.S. News Ranked #1 Out of 100 Best Jobs
“This profession is needed for medical practitioners to see patients — diagnose and treat. Normally when a doctor comes in the room to see patients, they are not really MDs (allopathic doctor) or DOs (osteopathic doctor). Those are the big doctors. In most cases, it would be the Physician Assistant that would come in to see you. The average for a Physician Assistant — they earn well over six figures and they are very important in the hospital settings because when the patient discharges, they have to be approved by the physician, but most of the time — the Physician is not available so the PA would approve most of those discharges. They would go in to talk to the patients and families to explain different procedures that they have to do and care plans, etc.
Very valuable profession, highly respected in the industry. And one of the reasons why this job is so popular is because the Physician Assistant completes their education in a short amount of time. On the other hand like in medical school, you have to go through 4 years of undergrad, and you have to have 4 years of medical school — after the 4 years, you have residency, internships… it’s just a ton of time that you have to put in and I know many people that went to medical school that failed and it’s just not too pretty.
But for Physician Assistant, some schools offer a Bachelor’s program and the most would be a Master’s program that most schools now require. In New York, I think there’s 1 or 2 schools that allows a Bachelor’s program for the Physician Assistant. So if anyone is interested in this #1 job in the U.S., you guys should take a look since there is a lot of opportunities out there for this profession.”
U.S. News Ranked #7 Out of 100 Best Jobs
Speech-Language Pathologist (SLP)
“Basically for this position, they work in schools. They work for non-profits. They are also in nursing homes as well as hospitals. The average pay is $84K.
They basically access and treat speech and language disorders. They use a lot of cards and games to help people use their speech accordingly. They are wonderful people. A lot of them have their own practice so they can help people regain their speech.
Normally, they would have a Bachelor’s or Master’s Degree. And most of these SLPs that I know have some Science Degree. But the ones who work in nursing homes, normally have a certification that allows them to do the swallow test as well — because a lot of times after the patient get a stroke, they would request a test so that we know that they can swallow. It is very important because if they can’t swallow, they can’t eat. If they can’t eat, then we might have some intensive procedures to do the feeding, etc.
A Speech-Language Pathologist does more than just speech. They would help us with these swallow tests. They do need to have a certification — that is required.”
Jobs Not Ranked But Highly In Demand
Registered Nurse (RN), Licensed Practical Nurse (LPN), Certified Nursing Assistant (CNA) are a few of the many highly demanded jobs. Edward mentions that “these are not ranked by the BLS, but it is ranked as one of the 100 Best Jobs as you can see.”
Registered Nurse (RN)
“The RN position is ranked #37. Why is the RN position so popular? This is actually my recommendation to everyone. I actually missed that opportunity when I was young. I was working as a CNA in college just X amount of years ago. I was working in a nursing home and that was one of my very first jobs, actually.
When I went to college, I went to visit this nursing home in Abilene, Texas and I just feel drawn. So I started working for them as a CNA — the nursing home offered me the opportunity to go to nursing school for free and I turned it down. I was young and pretty naive and I didn’t want to get tied down because they wanted me to sign a 3 year contract.
Now if someone offers you a nursing school education, an opportunity to be and you just spent 3 years of commitment, just take it. I did not.”
So Edward answers WHY? for RN. His personal recommendation is “if you really do have the time, the investment to do this, go for the RN. Basically RNs are the first ones to access the patients. They record the patients’ medical history, symptoms. They work in hospitals and nursing homes — and they basically set up plans for patient care. They operate more into medical equipment. They have to run a lot of tests. They provide a certain comfort in a medical setting because doctors don’t really have times to explain that many things. But when the nurses are treating you, that is the frontline of care. So I believe that nursing is the most important especially since I work in a nursing home — and who’s the most important? Of course it’s the nurses.”
“The opportunity for nursing is tremendous. You start off as an entry-level RN and you start to move towards a different capacity like a Unit Manager, a Floor Manager, you know, like.. very specific units. Like the Intensive Care Unit (ICU), they pay more critical care nurses. Then you can become the Director of Nursing.”
Edward provides a personal touch to this story.. “Recently, I helped this lady from Beijing. She worked at another nursing home. She worked so hard and I can see it. She has such passion for patients so I spoke with the Fairview administrator and we were able to offer her a position as an Assistant Director of Nursing. These are great examples that if you put some hard work into things, you get rewarded. It just happened yesterday that she was able to get this position and she was very happy about it.”
“So what is the earning potential for an RN? You start off as around national average $70K? If you move up to let’s say, an Assistant Director of Nursing over here in my group, then it would be around $140K-$150K. For Director of Nursing, it would be around $180K (this is for nursing homes). If you work in a hospital setting, you are talking about high-level nurse administrators — and those would be over $200K.”
“I think that as a nurse you obviously, especially with COVID — a lot of people say that it is a very dangerous occupation and it is no fun, but that is not the case. A lot of times, you have your PPE; it’s a pretty safe environment to work in. They don’t just throw you in a dangerous (position) for no reason; you will have your protection — and as you move up, it’s pretty much going to be an office job setting. For example, I see a lot of Nurse Managers in an office setting. They are no longer on the floor. As you move up, you are more like a manager, sort of speak.”
Licensed Practical Nurse (LPN)
“The LPN won’t have that much opportunities, but as an LPN — it takes fairly little time for you to complete your education and start working so potentially you can start working for hospitals, nursing homes… Nursing homes mostly, because you will be doing medication and some treatment. Not a lot though, because a lot of the assessment is done by the RN.
However, as an LPN — you have an opportunity as a lower level manager that supervises all the CNAs on the floors as well.”
Certified Nursing Assistant (CNA)
“A CNA is what I started off as and in this position — it is very frontline. You care for the patients, you bathe them, etc.”
Edward emphasizes the importance that “all in all, these 3 positions are highly in demand. After you get out of school, get your license, you will get a job right away — and get a job in my group.”
Top “Entry Level” Healthcare Openings
Edward asserts that, “a lot of 2 year colleges, career schools, Allied Health schools have programs for you to complete your education and be onto a career.”
Allied Health professionals are involved with the delivery of health or related services pertaining to the identification, evaluation and prevention of diseases and disorders; dietary and nutrition services; rehabilitation and health systems management, among others. Allied health professionals, to name a few, include dental hygienists, diagnostic medical sonographers, dietitians, medical technologists, occupational therapists, physical therapists, radiographers, respiratory therapists, and speech language pathologists. Many of these professions are ranked by US News, including dental hygienist at #32, medical sonographer at #33 and respiratory therapist at #57.
Think Outside The Box
What Edward wants everyone to do is to think outside the box.
“A lot of times, people will think that all you have are doctors and nurses as healthcare jobs. But that’s not the case with a lot of stuff going on. I want everyone to put some thinking caps on to see what’s out there for them.. really. Do some research and find something that is to your liking.”
Healthcare Jobs That Typically Do Not Require a 4 Year Degree
EMT: No degree or even high school diploma required!
“I have so much respect for them. Just imagine our world without EMTs. What are we going to do? They are usually the first ones there if we need help. They perform CPR, they stop the bleeding, things like that.
To become an EMT, you just go to EMT school. Its about 3-4 months of night school or full-time day hours and you can get the license to start practicing. The average salary is around $36K. Although not a lot of money, they are highly respected.”
LPN: No degree required!
“Most LPNs already have Associate Degrees although no degree is required at this point. Certifications are necessary though.”
Pharmacy Technician: No degree required!
“When you go into Walgreens for example, they all have their license. If you go to your local Chinese pharmacies, many of them do not have their license because you don’t need that to become a Pharmacy Technician.
Medical Coding and Billing: No degree required!
“You have schools to study for medical coding and billing, and there are certificate programs for it but it is not required. Basically after Physicians treat their patients, they don’t bill them. Physicians would just hand over to the medical billers, and the billers according to what procedure is being done — they would submit those coding for payment — to the insurance companies
Medical Assistant: No degree required!
“They have a certificate program and they would have to go for an internship. Most of them are seen at medical clinics. They assist the doctor with a ton of responsibilities from the paper work to medications, to finding he right equipment, etc.”
Surgical Technician: Obtainable within 2 years, AOS degree
“You don’t really hear people talk much about surgical technologists. They basically prep the surgery room, the operation room and they prep it based on what the Physician directs them to do.. For example, if they are performing heart surgery — they will tell them it’s for heart surgery, to prepare equipment like knives, scalpels, cotton balls, etc.”
Licensed Health Insurance/Benefits Advisor: no degree required!
“Typically, you see these types of workers assisting clients with their Medicare applications/enrolling into Medicare programs or other health insurance programs. You actually need a license in order to be able to do that. Medicare programs. They have a base salary and comes with a very nice commission. You can make around $90K.”
CNA: No degree required!
Dental Assistant: No degree required!
“Certification required though.”
How To Prepare for a Career in Healthcare
- What specific role within the healthcare industry is most suited for you? As Edward suggests, “Just because it is suitable for me, doesn’t mean it is most suitable for you. So you need to find that passion and know what you want to do.”
- Figure out the time and money investment aspect because as Edward asserts, “some people are willing to spend 6 years of their time to pursue their dreams/goals, while some don’t have the means or patience to do so since they have to provide for their family, etc. We are all in different situations.”
- Know your own strengths and weaknesses. “I’m bad with science, I’m bad with math so I didn’t pursue being a PA, MP, all those medical professionals. I know I’m very good with selling stuff so I did marketing and I carved out my own path based on that. Slowly but surely, I moved to this level” (now as a Senior Vice President for Business Development at Bensonhurst Nursing Home).
- Volunteer to get a feel of the industry. “A lot of hospitals, nursing homes and social sectors allow you to volunteer. Get a feel of people. Get a feel of healthcare professionals.”
- Have commitment towards the credential/degree requirements. “You have to be committed to be able to succeed at a high level. I truly believe that. Once you are committed into something, then you can do it.”
Q&A from Interested Job Seekers to Edward
- Q: If I want to be a Chinese interpreter, do I have to get licence or certificate? Where can I take them?
- A: Being an interpreter is an excellent career choice. Being certified definitely gives you a leg up. You should look into being certified as a court interpreter and/or becoming a medical interpreter, I have enclosed the website: https://www.certifiedmedicalinterpreters.org/
- Q: I am currently in my gap year after a 16-month post-pandemic. I am an administration, office, community support, and data entry specialist. Can you advise what is the benefit as per diem basis administration position for a hospital for someone like me moving from the retail sector into healthcare/hospital? My passion is learning and helping people in the communities. I’ve left NYC for good and now living in the capital state region exploring this much-needed job market.
- A: Don’t stay away too long from action. Basic administrative role at hospitals are highly competitive. You seem to have a lot of experience from previous jobs, but you are not standing out… so my approach would be to build some relationship via volunteering in the hospital settings and then use those relationships to help you gain entrance. Benefits for working in hospital administrative roles are great benefits and longevity.
- Q: How long will it take to study LPN? How much is the salary range? Is it possible to take that course even if I am not a nursing student? I am an Engineer from the Philippines. Which is better to study health care aide, LPN or business management? My age is 61 but I look younger than my age and am strong. Which path would you think best suits me with a good salary and demand?
- A: Good choice! LPN vacancy is expected to grow 11% through 2028. National median pay is 65K, but do not expect that amount especially as a fresh grad. 45K-56K in NY, with nursing home nursing supervisor also as potentials. Great job prospects. NYC schools also hires a fair share of LPN. You do not require any previous nursing school education, but you should have a high school diploma and be able to pass the NCLEX-PN to practice in New York. I would suggest you working as a HHA to start while you attend LPN school, that way you can have some income for the time-being, and that course is super short you can complete with breeze. LPN school takes about 14 months or less. It’s never too old to pursue a dream. My father earned his doctorate at age 60. Here’s a link to one of the nursing schools: https://www.amg.edu/lpn-program/
- Q: Can I take a LPN course even as an engineering grad? How long will it take?
- A: Yes you can take LPN course as a engineering grad, any grad, as long as you have a high school diploma and is proficient in English and math.
The Future of Nightlife and Hospitality Industry in NYC — Post Pandemic
On Wednesday, May 26th — there was an panel conversation between business and community leaders about how conversion to employee ownership can help NYC restaurant and hospitality businesses survive and thrive in our post-pandemic future.
“There is no question that this past year has been one of the hardest in recent history for small businesses and workers alike, particularly NYC’s nightlife and hospitality sectors who typically thrive — and residents and tourists can be out and about in all five boroughs and can engage in close quarters together.”
“We also know when there is an economic recession in tending the labor market, not to mention a lingering public health crisis that often small business owners are the first to contract. They are no longer able to support their talent, and they are no longer able to contribute their valuable goods and services that they typically have to their communities.”
“In New York City, according to the Mayor’s Office of Workforce Development report — there are 220,000 small businesses in New York and 98% of them has less than 100 employees and 89% of them has less than 20 staff. Moreover, half of the private sector of the workforce is with small businesses. That means when small businesses falter, so do our workers. Over the course of the last year, we have seen 600,000 jobs loss. We’ve seen thousands of businesses temporarily or permanently shutter. This disproportionately impact low-income workers, communities of color and young adults.”
“It is important for workforce development professionals to support those who lost jobs (laid off or furloughed) during the pandemic by connecting them to benefits, essential jobs if possible, and continue to do so as the City opens up.
During this time, it is very important to offer as much resources and tools as possible to small businesses and workers – as this is imperative in our economic recovery as well as an equitable recovery.”
According to Senior Executive Director Ariel Palitz —
“Before the pandemic, the Office of Nightlife was dedicated to making sure we were supporting nightlife businesses, helping to elevate nightlife culture, promote safety, harm reduction, equity, as well as improve quality of its life. And while those are still our priorities, the pandemic really did obviously shift our energy into crisis management mode to ensure that this industry not only survives this, but comes out stronger than ever before. What the Office of Nightlife is hearing and learning from the industry is that this is still a very dark time, even though we are so grateful to see the light coming and the opening, and the return to sociability.
There is going to be a struggle coming back. This virus hit the heart of social gathering, the heart of this industry and so the recovery — the financial recovery is going to be a long road ahead. We know that we’re hearing that it’s very difficult to find employees, trained employees to lure them back into the workplace — and we know that is a real struggle that we’re working with.”
Ariel Palitz also highlights the importance of mental health — that “the mental health issues are underlying not only for the owners and workers but for patrons — and these are all the things that we are going to have to address, continue to address in a very thoughtful manner. But I bring all of this up because it’s also a real opportunity for creative solutions and to see what was a near collapse, and perhaps, even a not guaranteed return that we have an opportunity now to really look and see how can we do things that are not like before but better.”
“And so what the Office of Nightlife has done in the past 12 months was to see where are those opportunities where we can make those types of improvements — one of which was an initiative that we created called, MEND NYC. It is a five-borough initiative. It stands for Mediating Establishment and Neighborhood Disputes. Everyone in the hospitality industry knows that much of their enforcement is complaint driven. At times it could just be one person upstairs calling 311 anonymously and you don’t know who that person is or what the complaint is until you have a visit at the door.
What we created was an opportunity to mend relationships between the residents and the owners through free mediation and to find compromise through communication, and to establish direct contact — and so next time when it is a little louder they call you, and not necessarily an enforcement.
That is one creative solution I encourage everyone to check out as we start to get more and more vibe through both indoors and outdoors.
We help to launch curtains up with our partners at SBS (NYC Small Business Services) to help you through your application processes through the federal grant programs so you don’t have to figure this out all on your own.”
“We also are starting a new mental health initiative with the mental health community — new mental health community office called ELEVATE for the nightlife industry to preserve and protect venues that foster connection, creativity, and personal expression through programs to support cultural spaces and the New Yorkers who work and perform in them.
The real question: How do we innovate?
There is a willingness in small businesses to innovate all the time. And the pandemic brought on a need to innovate and to think what’s next and what’s different. Restaurants and many other businesses in the hospitality industry had to rethink about how to continue doing their business in the city. So how do we leverage that and go into more change in a way that can really help?
With small businesses and restaurants, people will always need to eat and will always need to have these establishments. How do we have them in a way that strengthens our community’s wealth and each other’s livelihood? How can we make it an experience that everybody can enjoy?
According to Rafael Espinal, the Executive Director of a non-profit called Freelancers Union mentions that — “the challenges that the hospitality industry and nightlife faced during the pandemic were rising rents, real estate playing a role in shaping which small businesses would survive or continue to exist in our communities. There was a lack of sensitivity from our neighbors on these establishments, which led to over enforcement — posed another challenge. For decades, when we talk about New York City and the overall ecosystem, night life which helped create our city’s identity/brand, was never really part of that conversation.
If we look at the numbers, there are over 300,000 jobs and over 25,000 businesses across the city. They have a huge economic impact, not only financially but also culturally.”
“Housing, infrastructure, roads fits into the overall equation — nightlife has to be part of that conversation in order to ensure that NYC continues to succeed. The pandemic has created a whole different challenge — a lot of employees have lost their jobs because of the fact that businesses had to operate at one point — at zero capacity, then at half capacity and now everything is opening up. A lot of folks are out of work, a lot of businesses had to close completely because they couldn’t make the economics to work in this time.”
“We can all agree that having a conversation around the work-cooperative model — where the employees have a stake in the business where the employees become owners of the business, it really will create a stronger foundation moving forward.
When you have more than one person who has an interest in the viability of that business, you’ll have more resources to pull from.
When there is a common goal as they open, when there is a common goal to ensure that you are producing the services to the community, when there is common goal in ensuring that all of the workers are being treated equally, there is a lot of energy there that will create a strong foundation.”
“Real estate will continue to be a question in the background. It is a little tougher to control — but we can control what the business model is going to look like moving forward. We can also control the laws/impacts that are coming out from City Hall. There is a lot to unpack here and I am excited to know what the future of nightlife and hospitality will look like.”
Best Practices — Working in Construction Industry (NYC Edition)
This Q&A (answered by a workforce development professional who worked with 80-100 companies in the Construction industry — in varying trades such as, general laborer, carpenters, etc.) is specifically for those who are looking for work in the Construction Industry and how workforce development professionals can help. This applies to employment coordinators, job placement specialists, job developers, account managers, job counselors etc. as they are gatekeepers and advocates for job seekers, in which this will help give an idea of how to counsel job seekers into getting into the field.
- What is promising in this career, past and future?
- There are always things being built, so the sector will always be here, especially in NYC.
- The trades — the ability to specialize in a skill or art form, something you can work towards, becoming an expert in a skillset.
- Unions — everyone wants to be part of the Union and is a big draw for construction workers, however not everyone is aware of the politics and how to apply.
- What is the path to getting into a Union?
- Path 1: Pre-apprenticeship → Apprenticeship → Work in field → Union (Takes time and commitment, depending on the trade — the time/difficulty varies)
- Path 2: Open-shop is experience based, advocating for yourself and learning on the job and pursuing opportunities in the field, pursuing training on your own time
- How does recruiting work for candidates with no experience for construction jobs?
- You need thick skin for this field. Being precise and direct with your pitch to forepersons and site supervisors. Employers have a lot of options (finding walk-ons) but if you can provide them with a skilled worker, you set a good precedent for promising candidates. Send out your most qualified and skilled candidates first to build trust (i.e.. sending strong electrician candidates)
- For entry level positions, they look for attitude, work ethic, and dedication. A pain point for employers are employees not showing up on time and not being sober.
- How do I screen candidates for construction jobs?
- If it is a skilled person, you need to make sure their skills and experience are legit. You need to test them with job specific questions to the trade (terms, processes, scenario questions), and ask them for how much they are looking for (a skilled worker will know their worth)
- For entry level, ask if they can complete the basics — can you show up on time, can you commit, can you tolerate the realities of the job (weather, physical tasks), and their interest in construction. Be honest with them about the realities of the work.
- How do you respond to employer feedback on members working at their sites?
- Don’t feel like you have to apologize for a specific person. This is not a rare situation for there to be employee feedback. Let the employer know that you will follow up with the member and the option that you are also looking for a replacement. The more timely the turn around, the better since construction companies are focused on project timelines as it affects their finances.
- You will never be able to avoid challenges. You just need to be able to move with a sense of urgency.
- Recommendations to address members when waiting to hear back from construction jobs:
- If it’s an active job and the candidate is waiting for very long, move on to other options. The employer is most likely uninterested.
- Avoid waiting jobs since they aren’t always guaranteed (change in timeline, pending permit and contract approval, etc.). Have them contact you closer to the start date.
- Best bet is to keep looking until you have an immediate start date. Take “I’ll call you back” as a no. The norm is a same-day job offer.
- How do I know I am working with a legit employer? How do I vet a company?
- There are a lot of shady companies. Speak to your candidates after their interviews to assess the company. Look out for red flags (i.e. interview location, feedback from employers, etc). Scout out the location yourself.
- Transparency with the candidates builds trust. They will keep coming back and you can rely on them to assess employers.
- What are the pros and cons for open-shop for entry-level candidates?
- Unions pay more is a pro. Being an employee of the union is a con due to the wait time after your contract ends (working 4-5 months of the year, starting at the bottom of the list) since you are sharing opportunities. You cannot work outside of the union for side jobs because you will be expelled. You need to work positions or jobs outside of your union position.
- What are some off-the-book tips?
- You need to understand that the industry is very tribal. A lot of electricians tend to be Hispanic. Concrete laborers tend to be Polish, Russian or Jamaican due to trades in their place of origin. Employers have these notions and hire based on them. Employees must have thick skin, trying to stick it out. Plumbers and electricians require attention to detail.
- How can we continue to empower our members in the construction sector?
- Educating our members on workers’ rights and how to navigate the filing process.
- Changing the notion that you need “thick skin” in this industry because it perpetuates discrimination and unprofessional work practices acceptable.
- Make change by working with a small construction owner and be their HR and their support system to create a different environment.
CNYCA’S COVID-19 Economic Update: Job market behavior in a pandemic—no easy answers
Disclaimer: Content in this article was obtained from NYC Employment + Training Coalition’s (NYCETC) NYC Workforce Weekly and the Center for New York City Affairs (CNYCA) to serve as a resource for job seekers and those who are curious/interested in learning more about the current economy of the workforce.
Original article HERE / Past installments on CNYCA’S COVID-19 Economic Update HERE
We’ve all seen the “Help Wanted” signs in the windows of our neighborhood businesses. It’s a reassuring sign that business is coming back, and that our sequestered days might be waning. On the other hand, how can it be that jobs are going unfilled when we know that three-quarters of a million New Yorkers are jobless or have exited the labor market over the past year?
Many businesses are right to ask whether the extra $300 in weekly unemployment benefits available through September 6 is keeping workers home. But as journalist Greg David noted in a recent article in The City on this issue, “it’s complicated.” David cited a recent Brooklyn Chamber of Commerce survey in which 42 percent of businesses felt that federal unemployment benefits were discouraging return to work. Yet, the Brooklyn survey, according to a report in the Post, also found that 41 percent of businesses said they couldn’t provide enough hours to employees, 28 percent said employees had moved on to other jobs, workers had safety concerns in 12 percent of the cases, and employee health issues were cited by five percent of businesses. And several businesses also noted that lack of child care was keeping some workers home.
Clearly, a multiplicity of factors is influencing job market behavior as pandemic business restrictions are eased, Covid case rates decline, and vaccinations become more widespread. It is not so clear cut that unemployment benefits are the primary cause for some jobs going unfilled, although the availability of benefits likely does make it possible for many of the unemployed to exercise greater latitude in making decisions in the best interests of their families, personal health, and career choices. But isn’t that appropriate considering that the unemployed lost their jobs due to a public health emergency not of their making, and that the pandemic has upended livelihoods and family circumstances for millions?
Beyond survey perceptions there are various economic indicators that reinforce the notion that there are no simple or easy answers on this question. Even though an earlier $600 weekly federal unemployment supplement ended at the beginning of August last summer, there was no local job surge in ensuing months. Rather, the second wave of Covid infections beginning in October kept the city’s overall job level flat for several months. Jobs didn’t start to rebound strongly until February and March (NYC added 90,000 jobs over those two months), even though the new $300 weekly federal supplement began in early January.
Employment in restaurants—where unfilled job openings are most common—rebounded some in the fall, fell off again during the winter, and started hiring again in February. This erratic pattern may have signaled an instability that deterred workers from returning. (April payroll data for New York City will be released on May 20.)
The fact that employment in child care centers has not risen appreciably since November also supports the notion that the lack of child care capacity has been preventing some parents from returning to work. The March 2021 employment level was still 21 percent below the pre-pandemic level, and there was a severe crisis in child care accessibility and affordability before the pandemic. The very slow pace with which the State has been moving to disburse emergency federal child care funding has further exacerbated the child care situation.
Since most neighborhood businesses are not back to full capacity, many are not able to offer their employees full-time schedules. Unlike other states, New York State’s partial unemployment system is particularly antiquated and confusing for workers to navigate. There are “cliff effects” as the figure below indicates, where an additional hour of part-time work can dramatically reduce partial unemployment benefits, unduly complicating a worker’s decision about returning to work part-time. State legislators and the governor have had proposals to remedy the problem since January but have not yet reached agreement on a resolution. Meanwhile, an estimated 25 percent of the two million-plus UI recipients in New York State are receiving partial benefits.
Several news reports indicate that some restaurant businesses have raised pay offers or enhanced benefits to attract workers back. That is what labor economists would expect to happen when recruitment problems persist. The need for higher pay is particularly warranted given that New York State pay regulations permit a “subminimum wage” for tipped restaurant workers of $10 an hour whereas the wage floor for most New York City workers has been $15 since the beginning of 2019. Since most restaurants are far below pre-pandemic business levels, tips are likely a fraction of what they previously were.
Effective Communication and Networking with Employers
How you network during your career search involves how you show up. This is super important since this will determine how the conversation will go.
When you pick up your phone for a job interview or just to speak with an employer that you scheduled a call to speak with, first impressions are paramount. Why? Because the minute the first impression you give to that person, that’s what they remember you by or as, and that first impression will determine whether you go to the next conversation or whether they want to have a follow up conversation with you.
For instance, you want to introduce yourself and initiate how you found out about the job posting. Express your interest and share with the employer on what you knew about the company. If the company is into serving the community, mention that. You want to be able to give the company a quick snapshot recap of who they were in your eyes and why you want to be a part of that brand.
The most common question that I am sure that you have been asked during an interview was, “Why do you want to work for Company ABC?” Make sure the things you mention are not just your interest but also what you know about them. This includes your response to how the company aligns with what they are doing, what their missions and values are and how you can relate/contribute to them.
You can say something along the lines of, “Company ABC stands for a lot of things that I believe in. I see that you do a lot of things in the community and for the community.” Share relevant experiences that you have done in the past — say like a part-time job to pay off your student loans, internships, etc.
If you have worked for a job that involves youth and if everything Company ABC does in the community is helping the youth, that would be something good to share with them. So when they have a youth from the community saying they want to work for that company because they do that on such a larger scale, they would be excited to hear your motives and what you are driven by. “I want to gain experience”, “I’m a quick learner”, “I am able to multi-task”.
Chances are, the employer will be intrigued by what you have told them and they will want to bring you in for an interview. Therefore, first impressions are paramount when you think about networking. The first minute that you show up, the first way they see you should make a positive impact in that moment. So it’s in that moment where you can make a difference.
Many job seekers often think that networking can be thrown to the side once they land the job. Networking isn’t over once you begin your job. It is crucial to continue building that relationship by following up and staying in touch with your connections. Being ready to experience new things and asking insightful questions to learn about someone are always helpful to keep the conversation going.
What is Effective Communication?
Communication is a process and there’s so many processes we go through. If you break down the word Effective Communication:
Effective is defined as “successful in producing a desired outcome or intended result“.
Communication is defined as “the imparting or exchanging of information or news“.
Now if you bring those two words together, Effective Communication is defined as “verbal speech or other methods of relaying information that get a point across. It is also when you achieve a desired outcome by sharing key information or news. Simply put, it is being able to clearly convey a message to the other person.“
So, what makes it effective — what is your desired outcome? And is the desired outcome of the conversation the intended results? That is important when you think about effective communication. We communicate in multiple ways everyday. But how you communicate is very important. Is it the outcome that you want to get it across to the other person or to the audience? And when you achieve that, you can see that you achieved that because you get results or immediate, instant feedback from the person or audience that you are talking to.
An example of an effective communication is when the person you are talking to — listens actively, absorbs your point and they understand it. You also need to listen in a way that gave the full meaning of what’s being said and makes the other person feel heard and understood. It is a two way street — you are sharing, but you are also absorbing, and you are actively listening to the other person on their response.
What Are Some Barriers to Effective Communication?
- Judging the other person — Sometimes when someone is talking to us, we are already deciding or thinking about the outcome/sizing them up.
- Not paying attention to the other person you are talking to — This shows that you are not intently listening and this can distract you from conversing with that person and they can see if you are not paying attention.
- Assuming intent of the other person — You are going to assume the message that the other person is trying to get across to you without listening to the person that is speaking to you.
- Using technical language — One thing that has always been uncomfortable in effective communication is when people use jargon and words that we are not familiar with. This crosses a block in others not understanding or comprehension what message the person is trying to get across OR what you are trying to get across to the audience.
- For example, a hiring manager/recruiter can refrain from using any corporate language (from within their organization) when he/she is trying to share about what the company is to the job seeker — who doesn’t know fully anything about that company.
- Some companies use acronyms like clothing brands to communicate internally that externals might not know, so that is when the full name/phrase/word will need to be elaborated.
- Don’t use technical language if you don’t know if the other person knows it. You are really just trying to build a relationship with that person.
- Providing solutions or unwanted advice — Sometimes, you can provide a solution to something and that person did not ask for the advice yet. This can be a quick way to deescalate the conversation and might end up cutting it short. Wait for the open door. Wait for someone to say, “Oh — what did you think about what I just shared with you?” Actively listen to the information that they are sharing and engaging you with. Let them open the door for any questions/opinions that they may have for you.
- Avoiding the concern of others
- Not having an open mindset going into the conversation
What Happens in a Conversation When We Communicate Effectively?
- Nodding your head — showing the other person that you completely understand
- Builds and fosters a great relationship with others
- Builds better trust
- Increases your engagement — People want to ask questions. It becomes more of a conversation rather than just a topic of effective communication.
- Improves productivity
- Provides clarity and direction — If it’s communicated clearly between you and the other person, it will be executed exact on what needs to get done. If there is no clarity or direction, this will lead to more questions — as a clear indication that you did not understand, nor did you actively listen in that conversation of the initial communication, or the statement made by the other person was not clear enough.
- Promotes team building
Effective Communication Skills
- Active listening
- Being aware of non-verbal communication
- As you are communicating, you are paying attention to their body language. If you are communicating and someone is looking down, that’s saying that the person is not engaged with you right now; they’re not with you; they’re not understanding what you are saying. Also, there could be a possibility of that person not being open to what you are sharing.
- Asking questions
- When you are communicating effectively, you can also ask questions and the other person can ask questions as well to ensure that engagement is happening two-way.
- Be clear
- Clarify & Summarize
- Be empathetic
- Especially when it comes to someone else’s opinion
- Be empathetic as well when you are sharing out information.
- What are you communicating?
- Is the information that you are communicating — is it for everyone? Or are you leaving certain people out?
- Be inclusive in your communication
- Give feedback and be open to it
- Feedback is a gift. People will always give you feedback whether you want it or not. Sometimes
- Be honest
- Always be authentic and be your true self while you are being your professional self.
- If you are in an environment where you are in an interview, the way you communicate is super important. There are words that you wouldn’t use in an interview that you would when you are communicating casually with friends/family.
- Always be authentic and be your true self while you are being your professional self.
- Control your emotions
Listening is a skill that not too many people do well on. And it’s because people listen to respond versus listening to understand. If someone is communicating to you and sharing an idea/thought or even introducing themselves, you don’t want to interrupt them. You want to continue listening to them so that they can have their moment of their introduction. When it’s your turn to speak, then it’s your turn to speak.
There is a moment where there is someone on the other side who will say, “Hey do you have any questions for me?” and that’s when you can ask the questions and anything that you need more clarity on. However, when we listen to respond, it doesn’t have the conversation to flow easily. It doesn’t help the conversation. It makes it like a roadblock and a barrier because they are sharing potential opportunities and you are not listening to their perspective. It’s not always your perspective, it’s someone else’s as well.
You need to have an open mindset when you go into any conversation.
5 C’s of Effective Communication
Important for not just in the workplace or job search but also in daily life.
- Clarity — Be clear
- Consistency — Be consistent with your communication style. Show up consistently. Don’t give different communication styles. Be clear and stick to the information that you are sharing. Don’t share one information with one group, and then change your complete content on what you are sharing with another person.
- If you are consistent with your connection, they will have to be consistent with you.
- Creativity — Be creative in your approach. You will meet different people (networking).
- Are you creative in the way that you are connecting with this person?
- Every person requires a different approach. You won’t be able to just say the same thing to different people. You do have to curate that message and tailor it into your person and audience.
- Knowing your audience is very important when you are communicating to that person or your audience.
- Content — Make sure the content is relevant to what the other person wants to know. Or make sure it’s content in reference to content. Make sure what you are sharing makes sense.
- Connections — The connections that you make are super important. Even in that communication when you are connecting with — what is the impression that you are going to leave for that other person
How to Be a Better Communicator
- Be slow to speak, but quick to listen
- Practice your speech in front of a mirror
- List down your affirmations and manifest them
- Be clear
In a job interview, if the interviewer asks the interviewee — “Tell me about yourself”, that is the moment for you to get your elevator pitch. Your elevator pitch would need to stick to the question and not go off into something else. Practicing would help your elevator pitch be delivered in the right way.
Example: “Hi my name is ______, I work in recruiting services. I applied for this job because I saw all the work that you have been doing behind the scenes for candidates. The candidate experience is super important to your brand. I am very interested in learning how to expand on my knowledge in how the candidate experience shows up from your company’s point of view. I am very excited to be here today to learn more. I am ready and eager to learn.”
Just being able to share that upfront when you have that moment to share who you are.
Have a plan. Go into the conversation with an agenda so that you don’t digress. Stay on top to apply your outcome. Have an agenda on whatever you are going to talk about today. That way, people will have an idea on what you are going to be talking about, that you execute everything that you want to execute, and that you and your attendees walk away knowing the content that both parties discussed about.
Networking is defined as “involves using personal, professional, or academic contacts to assist with a job search. Networking can be a good way to hear about job opportunities or get in at a company you’d like to work with.”
You find out information when you seek information, so it involves you actively reaching out to someone else who has the job that you want or works at the company that you want to work for. It also involves you using some of your personal and professional contacts. There’s people that you will meet everyday that will become a part of your network. As you meet someone, they become a part of your network. That could be from social media, in-person event, phone, LinkedIn, or any kind of online platform.
If you master networking, a cool tip to remember is to start with what you know. You will have a different approach every time to someone that you meet. Knowing the time and place is important. There’s a time to network, there’s a time to say “Good morning, my name is Michelle” and keep it moving.
For example, you are at an event. You are showing up to the event. There is a room of people, you are at the door and you are trying to get inside the event, and someone walks up to you at the door and greets you. If they are trying to network with you at that time, that is not the time to network. You will be blocking the entrance while others are trying to get into the door to the event. That is not the right time nor the right place.
Let’s say you are at a job fair. You walk around the room and you get to meet different employers. That is absolutely the right time to network. Networking with the golden mind of not taking up too much of that recruiter’s/team’s time by knowing when to move on to the next table. State your name, what your interests are, “here’s my resume”, or “I applied online”. Any quick facts that you could share with the HR team and anything that you think would be good for them to know about you, say it at the table. Grab the employer’s business card and gifts if there are any freebies left out on the table, and come back.
The recruiter’s most likely going to say, “If you have time, I am so sorry because the line is so long. I am trying to get to everyone but if you have a minute, come back to the table and let’s talk again.” But it’s all about how you predicate and present yourself to the recruiter because it let’s them know and gives them the impression if they are sparked to have another conversation with you or not.
Benefits of Networking
- Develop your career
- Build your personal brand — How do you show up? How you show up is how they will perceive you. When you show up at a networking event, you don’t ask for a job. You ask for information. When you’re at a job fair, that is the time for you to talk about a job. But when you are at a public event, and you are seeing someone in the room that you have always wanted to talk to, don’t ask for a job — ask for information.
Example: “Hi my name is ____. I’m not sure if you remember who I was from last time. I was the person who did the community event with you … (and so on) I’ve always wanted to know, could you tell me a little bit about what you do, so could you share what it is that you love most about your brand/company? Or a little bit of the work that we did together last week?”
- Re-evaluate your qualifications — After networking with someone, they may share a nugget about that job and that could leave you with — “Wow I didn’t even think about that.. I would need to re-evaluate the qualifications that I may have left out of my resume because I thought that I would need to leave Volunteering off my resume. But he just told me that he volunteered at 3 city jobs, and that was what helped him get the job.”
- Support from your community — Having a community — and that is a community of people that you met. That helps you to get more support and more people for you to go to and get advice from.
- Raise your profile — If you are on LinkedIn, and if you are not — you should sign up. It is the #1 career networking platform. People get to know you because you are adding people, building your connections and it raises your profile to the level of “Wow this person is connected to this person I know.” When people see that you are connected to these people, it helps to raise awareness and they will want to reach out to their connection who knows of that person that they want to get to know more about.
- Get fresh ideas — Sometimes, when you are networking — you learn new things from somebody else in the conversation and that’s a part of re-evaluating your qualifications.
- Gain more knowledge
- Get career advice
Do’s and Don’t’s of Networking
- Knowing a time and a place — Don’t corner someone at a door or in an inappropriate place where you can’t network and it prevents them from moving.
- Let them be the person to want to talk to you. Do not force the conversation if the person is not engaged, or if you did not build that initial contact or relationship.
- Have your information ready. Don’t introduce yourself and blank out when they ask you to tell them about yourself. Be ready. When you network, you need to have your stuff ready. You want to make a good connection. You are exchanging business information — such as a phone number or email. Don’t take it personal if they do not want to give out a phone number. They may not have a phone number. They may just communicate via email.
- Be empathetic to some of those barriers/things that may be
- Leverage social media. Such as, getting on LinkedIn. If you are not on that platform, you will need to sign up. Create your profile, have your resume, have a line up of who you are, the interests you have, etc. Get that polished and then start adding to your network.
- The most important part of networking is TALKING. If you are afraid to talk to someone else because you are shy or introverted, it is highly encouraged that is to get in front of the mirror and practice.
- Another important part of networking is FOLLOW UP. You meet great people everyday and you never talk to them again. You have to keep the conversation going. Say “Hi, I’m not sure if you remember me. Just checking in to see if there’s any opportunities” and this can be via email. That is to keep the networking going and this gets the person to remember you. You want to have a network that is not going to let you go, and instead keep you in the loop.
- Even if you don’t get a job with them or you don’t get the outcome that you really wanted, it still shows them that you are a real person and that you want to keep this network/conversation going.
- Share a success story when you met with someone, because with your story — you can help to empower someone else and they will totally understand you. They will understand some of the things you have faced as a candidate. Maybe it could be applying for a job, or some of the things that you have implemented on your last job so that they’ll get who you are as a person. It’s not always about the professional aspect. It can be the little things — likes/dislikes that your network can relate to about you. That can bring your network closer to you.
- If you are networking virtually like on Google Meet or Zoom, it is encouraged that you have your camera on because people will get to see you and the conversation becomes more meaningful and interactive. It shows that you are present, engaged and fully paying attention. Make sure your background is not distracting. Connection is through eyes — eye contact. This allows us to learn from each other.
- If you don’t know how to start a conversation, you can lead it with an ice breaker! This gives the opportunity for people to introduce themselves.
Should Employers Still Require College Degrees?
Recently, Wall Street Journal has published an article and the title explains it all: Some CEOs Suggest Dropping Degree Requirements in Hiring.
This is a realistic perspective we are looking at since many college graduates are coming out with a degree and no job, while employers are having a hard time filling certain entry-level positions as well as higher-level positions due to unrealistic job descriptions that make it a competitive job market for many.
Should degrees be immaterial? Because the focus should be on hiring the right person. In many cases, degrees are seen as a petty economic development scheme and that is the belief on how much talent gets passed up. There is a saying in the HR world, “I can teach you the treasury and payments pieces you need. The things I’m looking for are not taught in school.” However, many HR staff nowadays are not qualified to sift through applicants to find the right candidate, but only the right keywords. This calls for a need to change the practices and lower the keyword bar to allow more applicants to be seen.
This trend doesn’t apply to all fields however, since for instance, the tech world’s insatiable demand for tech workers and coders. Tech giants like Amazon has never required a degree for line workers in their distribution centers. There will always be the discussion of providing skill training or education in colleges and career preparatory schools.
Also, for STEM field. Will corporations train workers only on the niche requirements of the job?
Here is something to consider, if CEOs and hiring managers were to drop degree requirements — this will require manager conditioning since they link it to the likeliness of the success of an individual in a particular role. Many individuals have graduated with a degree but have never directly worked in their field of study as long as they have the applied skills and meet their requirements/qualifications, which questions the relevance of a degree.
Here is how others have been responding to this topic and this resonates with a lot of employers and job seekers.
- “College degrees have long been used to screen in and screen out prospective employees. Diversity issues aside, removing the requirement theoretically would certainly open up the talent pool for candidates. For employers, not requiring a degree would address the labor shortage across industries.
On the flip side, people with degrees have also found it challenging to get hired. In reality, people even with the right skills and experiences have challenges finding employment which goes beyond the degree/no degree topic.
The real problem is that employers have done themselves and workers a huge disservice with unrealistic job descriptions and hiring practices. Much of this has been done to combine multiple roles into as few as possible, while others have wage levels that hinder recruitment. Then on top of that, the business of hiring has gradually lost the human touch with an over-reliance on automated screening tools. Unless you use the right words, phrases or even the right font, you’re screened out.
While degree/no degree is an interesting issue, the change needs to go deeper into hiring practices.”
- “I’ve been gainfully employed for over 25 years without a 4 year degree, until this strange time of Covid. I’ve never experienced the challenges this time is seeing with the automation, key word and degree requirements which have made job searching a heart wrenchingly difficult experience with very little ability to by-pass the ‘Black-Hole’ that these systems have created, despite having a Master’s Degree level of hands on experience. It is a huge dis-service to organizations needing to full positions and the economy.”
- “An ‘overhaul’ of recruitment/hiring practices is very much needed, as in this area new technologies have made it impossible for anyone to show their worth. Algorithms are destroying job prospects and careers before they’re even started. We are reduced to key words and phrases instead of people.”
- “When I was looking for a role I quickly realized that some major corporations have outsourced their recruiting to the lowest bidder, which doesn’t always produce the best outcomes.
Then there is the infamous ATS. It was disheartening to know that human eyes weren’t reviewing my resume, now the algorithm decides whether I would make it to the next round based on the number of times the exact keyword shows up in my CV.
I feel that some companies use frightening job duties and requirements to thin the applicant pool. I have abandoned applications due to the 30 bullet points on roles and responsibilities that didn’t sync with the salary and I didn’t want to work 14 hours a day.
Dropping degree requirements and training people for career progression on the job is a great start, but it’s just the tip of the iceberg.”
- “I feel there are too many ‘requirements’ on most job postings today; even if you do have a degree it may be in a different major, or if you have experience it’s not enough experience, etc.
Many job postings intimidate potential applicants, not to mention force marginalized people to attend for profit schools (VERY expensive vs. state schools), while accumulating massive debt because they are easier and faster to get into than a private or state school where you need transcripts, essays, recommendations, etc.
Most working adults don’t have the time or resources to even start the process, not the mention the ability to take classes in person (state/private were late in offering virtual learning programs.”
- “The arbitrary rules regarding college requirements for most of the entry-level positions created by outdated systems that no longer reflect our society hasn’t made sense for quite some time. In addition to these requirements, we often ask for candidates to have 2-3 years in experience that many wouldn’t have. It’s truly hard to address the gap in opportunity if some of the world’s most prominent employers aren’t rethinking their stance.”
- “Can’t wait for them to drop the ‘mandatory required’ 3-5 years of prior experience at appear in most entry level positions. A real barrier to entry is not the degree, it’s the ‘requirements’ that are out of step with the duties of the position and are used as a way to acquire skilled labor without training or workforce development investment.”
- “Having a degree doesn’t make you more intelligent than someone without. Many people moving up in a company gain valuable experience but at some point can reach the glass ceiling of ‘degree’.
There seems to be many glass ceilings a company can implement to create the illusion of talent but in effect it is exclusivity.
A degree doesn’t make you a harder worker, more dedicated worker, a worker that has the innate capability to solve problems or even the desire to take on challenges and find solutions.
A degree is just a piece of paper to create a hurdle to jump over or a way to narrow the interview process and candidates.
Many people without degrees start their own company doing work they were not allowed to get compensated for from a corporation.”
- “To me we wouldn’t be having this conversation if the cost of higher education was controlled, because I think we can all agree that more education is better than less. I don’t think the answer is necessarily don’t require degrees, but rather create opportunities for people to get them more affordably and maybe even faster. It can be done if we all believe in it. Free community college. Low interest rates on federal loans. Innovative fast track programs. And probably many other things that I cannot think of right now.”
- “I see this as a double edged sword. For many places it is simply gatekeeping as a barrier to entry since I have always assumed that the reason for requiring a bachelor’s degree of a candidate was some sort of proof that you can accomplish a task. On the flip side of the coin I have a master’s degree in Organizational Leadership. There are many jobs that are asking people to have a master’s degree and then only wanting to pay $15 an hour.”
- “In some ways, the college degree has historically functioned as a screening device in the workplace rather than a realistic determinant of a job candidate’s ability. Dropping the requirement for a college degree for certain jobs makes sense, and could broaden opportunities considerably for job entrants. However, our primary educators must get the job done. They need to prepare their young students with the foundational skills needed to adapt to the demands of career.”
- “What do you look for in an individual? Can you coach ‘passion’? Can you learn ‘work ethic’ from having a 4 year degree? What is the future benchmark for a highly successful hire?”
- “Some of the smartest, most capable people I’ve known in my career didn’t have a degree. Clearly it matters in many instances, but certainly not at all. Attitude can’t be taught but in many cases aptitude can be.”
- “This would place the responsibility of preparing students, for the workforce, back on high schools. I’m all for that but it is going to require a reegineering of our public school systems. I teach at the undergraduate level and I feel many times that I am doing what should have been done in high school. Also, will these same CEOs make a commitment to entry level talent development programs to ensure employee retention and growth? It is time to look at higher education and job placement in a total systems approach, not as silos.”
- “Although the sentiment is dead-on, I would urge organizations to consider whether or not the job(s) in question is/are the starting point for a career progression that indeed does necessitate such a requirement (e.g. Bachelor’s, Master’s, etc.). If an organization hires an employee lacking in the future requirements at the time of hire, what strategies are in place to ensure that the employee(s) are qualified for the higher roles when the time comes. Corporate educational assistance budgets appear to have taken a hit — if not nonexistent — but can play an important role in succession planning. Education isn’t always the panacea it’s made out to be, but lack of education can also be of equal importance.”
With companies having their own operating systems, that are for the most part different from the degree, the path forward is that they should teach what they are doing with far greater success than the other.
Picking an Imperfect Job versus a Perfect Job
While the job market is changing overtime, and will continue to change due to the pandemic, people will most likely have to pick up jobs that will lead to disappointment — as a result of the job shortages.
So the question is if you were offered a job that wouldn’t necessary fit what you are looking for, should you take it?
If you are starting your career as a recent college grad or transitioning to a new field but aren’t quite sure on a path, here are some advice that will hopefully point you to a direction:
- For what is worth, look for what satisfies you. The better you like it, the better you will perform in the field/role. If it feels good, you excel at it and you should do it. You wouldn’t buy a pair of shoes you didn’t like, that didn’t fit or were not fit for purpose.. would you?
- The perfect job is not about what it is, but rather how it makes you feel and drives you to make things better. That is called your passion. Your passion is something that you enjoy doing everyday, where it doesn’t feel like a job; never phased you or felt like a chore. Instead, you let it motivate and drive you.
- Check out some online psychometric tests or career personality tests (like a Myers Briggs Personality Test) to work out suitability, style, character, leadership, ideal career, etc.
- If you like your role, you should also pay attention to the work environment around you. Stay away from negatively charged people, atmospheres where they can be unproductive, infectious and lead down the path to nowhere.
- In any job/internship/volunteer that you have had, what part of each of them did you enjoy the most? Write that down as a job description somewhere.
- Imagine a person like yourself doing that job and try to morph one to five of them that may exist into a job that exists and even more or less, take your best qualities and apply for jobs that you know you can excel at. Learn more of their internal work flow. Apply that to your thinking cap. It doesn’t hurt to give it a try.
- Weigh the pros and cons of any new job. If you find a job that you think will challenge you and the pros outweigh the cons, consider the new job instead. However, you will need to be passionate about what you do, so then it will feel like you’re getting the work done.
- The most important step is to simply apply. This is often overlooked because job seekers get discouraged when they do not hear back after submitting 100+ applications and that networking is the only avenue to take. However, often these days, people do not apply and are collecting pandemic unemployment assistance — which means they are not even entered into the race to land a new opportunity.
- Most times, you do not know if a role is actually perfect for you until you have gone through the interview process and have been able to gather more in-depth information about the responsibilities, team, culture and company. But the key is to at least apply. That is step one.
- A lot of job seekers have not been applying because they are afraid of rejection. Do not be afraid to apply for a job because there is nothing to lose while going through the process. Up until there is an offer on the table, there is no reaction required — it’s all information-gathering until a final decision needs to be made.
- If you apply for as much opportunities as possible (of course, opportunities that pique your interest), and if you land an interview, that is a bonus. You will still gain valuable skills from going through another interview process. You will learn what to expect and what skills employers are looking for. This is still a win-win.
- We only really get to know how warm the water is by putting our foot in it. Apart from when it seems so obvious that the job is not right, accepting an “imperfect” job is not always as bad as we always think. How many of us can put our hands on our hearts and say without any doubt for the jobs we really enjoyed, we knew that they would be like that before we accepted them?
- Any acceptance should be capable of challenging your abilities. That’s needed for the drive we all have.
- Expectation is the root of disappointment so keeping a realistic perspective is the key to finding the balance in a new job. Maybe not “perfect” but more like “ideal”.
Now if the actual position, company culture or benefits are wildly misrepresented by a potential employer, then that is a different story.
Transparency is paramount on both sides to achieve the best outcomes because it is absolutely possible to have a job you love at a company worth your time and your efforts.
- Live by the “Don’t expect, but settle for just good enough” mindset.
- This isn’t often spoken about but I am sure a number of us can relate to below:
- Finding a balance is more important than setting unrealistic expectations of what you expect and want from a job.
- Sometimes when you say you found the best/ideal job you ever wanted, but things are not the way you expected internally (i.e. employee conflict), you will still end up leaving your so-called “best job”.
- There is no best job, best boss, best colleagues. But you can always work on the best version of yourself. Do not aim for the job to be the best. Rather, aim for yourself to be the best. This is a more realistic approach, perhaps.
- As mentioned previously, there is no such thing as the perfect job. Only a multitude of jobs that offer opportunity and possibility.
- That doesn’t mean one should accept any job. Definitely, one should spend time in self reflection and introspection to try to determine what a good fit may look like: a job that plays to your strengths, skills, character and passion.
- Once that is determined, make every effort to go about the business of seeking opportunities that provide a good fit.
- Once you are in that job/position, do your best work and be the best you possibly can be. Create success for yourself.
- Success brings passion, not passion brings success.
- Rarely is anything truly “perfect”. It is important to know your “must haves” and what is negotiable, all while keeping in mind your present circumstances.
After that, you should also consider whether this position could act as a stepping stone to an ultimate goal.
Ask yourself if what you will learn on this job and the job’s responsibilities will be positive additions to your resume and skill set.
Finally, you need to trust your feelings when it comes to the “vibe” you get from the company and the people you have met.
If you have been honest with yourself during this assessment and you decide to take the job, you may find that it ends up to be much more “perfect” than you originally thought.
- That being said, the keyword is trust your gut. Sometimes, we all jump into something for the fear of not having something “more stable” especially for those working on a contractual basis.
However, the beauty of contracting is, you are not sucked into the underlying dysfunctional dynamics that may or may not be going on within the company with the Full-Time employees.
That in and of itself is a liberating feeling. You get a chance to see what the company would be like to work for if you were a permanent employee and the company gets to see if you are a good fit for them in the long-term as well.
Sometimes, it’s not the perfect job, but there is beauty to it.
- That being said, the keyword is trust your gut. Sometimes, we all jump into something for the fear of not having something “more stable” especially for those working on a contractual basis.
Here is an advice from a Certified Career Management Coach:
My advice would be don’t allow perfection to get in the way of progress. Yes, it’s important to think carefully before making a decision, but sometimes over analysis can lead to paralysis.
There is some degree of trepidation when someone accepts a job offer because they don’t know what they are getting into. That’s the reason it’s important to ‘Know your non-negotiables’ as Lindsey Pollak suggests.
Have a baseline of what tradeoffs might be, then use a T-Chart to help you weigh the pros and cons. Make your decision according to where the balance is heavily tilting.
The candidate may also want to consider the following:
> Is this ‘not-so-perfect-job’ coming after an extensive, unproductive job search, dwindling funds and increasing debt?
> Will the job provide an opportunity for growth? Sometimes taking a side-way step can lead to climbing the career ladder.
> Are there new skills I could learn in this role that could benefit me in the long term?
> What’s the worst that could happen if I accept (or don’t accept) it?
Hope those pointers will help those who are sitting on the fence of indecision.
While no job is perfect, we should enjoy the ride and build up our experience to get a next better job which we aim to achieve. Rome isn’t built in just one day. The employee and employer would have to be compatible to make a good team and relationship to build up the business.
While you take your chance and shoot your best shot at whatever life throws at you, you may find the job enjoyable and can find ways to expand to your dream job. Take a job and improve it!
Career Tips: Negotiation, Messaging and Interview Follow-Up (John Hadley Edition)
|Dear Career Tips: More Salary Negotiation|
|I’m in-between jobs. Recruiters are asking salary per hour. Some jobs are asking for salary range – this is OK. Some are contract. This means they pay per hour. How do you set a price per hour that would include benefits – medical, vacation, etc. – if these are not included?|
There are so many aspects to negotiation, and they are so situation-specific, that it’s hard to give you a meaningful answer to such a general question. You might want to pick up “Never Split The Difference” by Chris Voss: it’s all about the psychology of negotiation, and filled with real-life examples of applying those techniques, including salary / job offer negotiations. And the techniques are pretty straightforward.
The general thought I was advised on and followed for determining the hourly rate I wanted was to take my desired annual salary (for a full-time job), add 25%-35% to cover benefits, and then divide by the expected days per year (times 40 hours) as if the contract was for a full year. I would subtract the vacation time I would plan on and holidays in the expected days, so as to cover that. In other words, if I expected to take 5 weeks off per year, I would consider the full year to be 47 weeks.
Then I would consider the length of the contract. If it’s a short, guaranteed contract (say, less than 6 months), then I’m going to add another 25% to account for the time I need to spend marketing to get my next assignment. If it’s longer, then I’m willing to compromise on that factor.
|Dear Career Tips: Networking & Searching After a Break|
|I’m a Compliance professional with 5 years of experience in Banking and I quit my previous position several years ago. I moved to the US some time back and am in a job search. Here are my challenges: |
– I reach out to people on LinkedIn sending inmails or messages trying to network, but either get no response or just a standard response.
– How do I approach hiring managers about my career break, which I took for family medical reasons?
What message are you sending those people on LinkedIn?
Are they ‘random’ people, or do you have some connection to them – some way in which you are ‘members of the same club’ that would warm up the request? I would look for any way you can warm it up – a connection, school, employer, job area or interest you might have in common. Make reference to that commonality in your message.
Next think about whether your messages and profile are results-oriented. I hire because I need someone to produce certain results, NOT because they happen to have experience in an area. Having experience is a low bar, that just puts you in a very large pool of candidates who have experience.
Right now, your resume basically speaks to experience and not results, so that makes me wonder about your communications in general. If the one you sent me is what you are sending others, it may also inadvertently suggest to them that your work on the job may be a bit sloppy: the font sizes and indentations are inconsistent among the bullets, and even the bullet symbols are not completely consistent.
The career break may make a case for you to use a functional resume instead of a chronological format. Have you been doing anything in terms of part time work, volunteer initiatives or continuing education during that break? And you will need to be prepared to explain the prior gaps as well, since you were only at your most recent job for a relatively short time.
Your biggest issue isn’t really with the hiring managers, as the break and prior gaps will make it very difficult for you to get through any screening process. Most will simply pass on to the next resume in the pile. That means you need to put almost all of your energy into building a powerful network that can speak on your behalf, and ultimately recommend you to a hiring manager directly.
In networking, the break also isn’t a core issue. Yes, you need to have your HERO story that you are going to use in actual networking 1-on-1 meetings to engage people, but the break is a very small piece of that.
You will need to be prepared to discuss the gap when you meet with a hiring manager, and the key there is to keep it simple, and then focus on the future. Here’s something I wrote about that in a prior issue of Career Tips:
Talking About Gaps
I left a lucrative job in early 2016 mainly to pause and have more time with family. I am ready to return to the workforce and look forward to working full time again. How I can frame my response when asked to explain my work gap?
First, read this article.
Basically, your story needs to be about the future, and what you can do for your prospective employer. Yes, you had a gap, and you had a good reason for it. End of story.
I had a good friend in a similar situation, though his pause was precipitated by a reorganization / layoff. He stayed home for the next several years to raise his 3 sons, something he had always wanted to do, letting his wife be the primary breadwinner. He did some odd jobs, such as window dresser, insurance salesman, and grocery store stock boy, that he could fit around his parental duties, but those duties were his primary concern.
When his kids were older, he called me, concerned no one would take him seriously for the manager level role he deserved.
We talked through what he had done, constructed a simple (true) story about taking advantage of this time to do something important to him and his family. We focused on how excited he was to now get back to work and what he could do for a prospective employer. Within a few months, he landed as the customer service manager for a bank.
|Dear Career Tips: Interview Follow-up|
|I applied for a lower position than what I have had in the past. I am looking for work and level doesn’t matter to me; I’m older and really need a job. |
Towards the end of the interview I asked if there were any concerns he had about me. He replied that he knew I could do the job but was worried that I would be bored. I tried to quell his fears and stated that I enjoy this type of work and would want to do it. I am not sure if he believed me.
He stated that he thought he would make a decision within one month. On a side note, he did ask me if I would be also interested in a manager job. He is getting promoted to take over his boss’s position as he retires, and he has one employee also retiring.
Do you have any suggestions on what I should have said and if I should send him another email to discuss this? I have already sent him a thank you email for the interview to let him know that I am very interested in this position.
It sounds like he was exploring you as a candidate for the manager job that would open up when he moves up. What did you say to that?
If it were me, I would have said something like:“While I would be quite happy with the role we have been discussing, of course I would be interested in the manager role, were that to open up.”
Now back to the issue of the ‘bored’ question.
Telling him you enjoy this work deals with part of the issue, but there can be a lot going on in the hiring manager’s head around this, and your best bet is to try to explore that, rather than simply answer the question.
For example, you could have said: “This is the type of work I really enjoy, and I wouldn’t see myself getting bored. Can I ask what you are worried might happen?”
This would get the hiring manager to go deeper, perhaps revealing an underlying concern he isn’t verbalizing.
I’m not sure how trying to set up another meeting would be received at this point. And you would need to decide which role you really want, the non-manager or the manager.
If the latter, perhaps you could try something along the lines of:“I was caught off-guard at the end of the interview when you indicated there was a possibility of a manager role. If you have a few minutes, I’d love to discuss this with you further.”
If the former, then something along the lines of:“You seemed to have some concern about whether I might find the role boring. Let me assure you that this is the type of work I love to do, and would be prepared to dive into whole-heartedly. If you still have any concerns about this, I would be happy to have a further discussion with you.”
You might also think about some past experience that shows how you dive deeply into technical work, and how you happily take on what others might consider ‘boring’ work. You could even add that example into the 2nd note above.
Q&A for John
John: “Help keep me supplied for future issues: Send me your questions about your career search, obstacles you are encountering at work, issues that get in the way of your networking efforts, etc. I’ll respond to you directly, and if there are insights of value to other readers, I’ll include them (edited to ensure your anonymity) in a Dear Career Tips column.”