Define Career

A career can be defined as the sequence and variety of occupations undertaken for a
significant period of a person’s life and with opportunities for
progress.

Career can be described broadly as “the pattern of

work-related experiences that span the course of a
person’s life.”

Douglas Hall defined career as “an individually

perceived sequence of attitudes and behaviours associated with work related
experiences and activities over the span of the person’s life.”

Defining Career Related Terminologies

Career Planning is defined as “a deliberate process of (1) becoming aware of self,

opportunities, constraints, choices, and consequences; (2) identifying career related
goals; and (3) programming work, education, and related developmental experiences
to provide the direction, timing, and sequence of steps to attain a specific career goal.”

Career Development can be defined as “an ongoing process by which individuals

progress through a series of stages, each of which is characterized by a relatively
unique set of issues, themes, and tasks.”

Career Plateau are acute points in a person’s career path where progression seems difficult
or obstacle-ridden, due to both internal reasons and external reasons viz. lack of further
advancement because of limited personal, managerial, or technical skills or because of
limited opportunity.

Career Anchor is a combination of perceived areas of competence, motives, and values

relating to professional work choices. The major career anchors are: Managerial competence,
technical competence.
Career Management is the active
planning and implementation of
strategy and action likely to assist in
furthering your career.
(Refer to diagram --->)
Effective Career Management
1. First, effective career
management requires
individual initiative—an active,
probing approach to work and
life.
2. Second, people must appreciate
the relationship between their
work and nonwork lives.
3. Third, people must avoid succumbing to other people’s definition of success
for their lives.
4. Fourth, employees are responsible for attaining (and maintaining) a portfolio
of skills that is transferable to various work situations and employers.
5. Finally, career management is not the exclusive domain of the elite.

Four Stages of Career

1. Occupational and Organizational Choice

Typical Age Range: Initially 18–30; then variable Major Tasks: Develop occupational
self-image, assess alternative occupations, develop initial occupational choice,
pursue necessary education, obtain job offer(s) from desired organization(s).

From a career perspective, the initial set of tasks in this stage are to form and refine
an occupational self-image, explore the qualities of alternative occupations, develop
at least a tentative occupational choice, and pursue the type of education or training
required to implement the choice. The accomplishment of these initial career tasks
requires considerable insight into one’s own abilities, interests, values, and desired
lifestyle, as well as the requirements, opportunities, and rewards associated with
alternative occupational fields. Indeed, for younger adults, choosing an occupation
involves the formation of an image of oneself and an increased understanding of the
world of work.

Once an occupation has been selected, the second set of tasks in this stage focus on
selecting and entering an organization, and landing a job that can satisfy one’s career
values and utilize one’s talents.

2. Early Career

Typical Age Range: 25–45 Major Tasks: Learn job, learn organizational rules and
norms, fit into chosen occupation and organization, increase competence, pursue
career goals.

This career stage, which really encompasses two periods, reflects the dominant
issues of early adulthood: finding a niche for oneself in the adult world and striving
to “make it” along the chosen path. Having already focused on an occupation and an
initial job, a critical first task of the early career is to become established in that
career. The new employee must not only master the technical aspects of his or her job
but must also learn the norms, values, and expectations of the organization. In this
establishment period of the early career, the individual’s major task is to learn about
the job and the organization and to become accepted as a competent contributor; in
other words, to make a place for himself or herself in the occupation and the
organization. It may seem odd that the early career can extend all the way up to age
45. Career disruptions, high levels of job insecurity, and the rise of the gig economy
with non-permanent alternative work arrangements mean that individuals might
take a greater amount of time to become established in a job and a career. Thus, it is
suggested that the dominant theme of the early career, becoming established and
“making it”, can maintain itself in one form or another for a significant period of time.

3. Midcareer

Typical Age Range: 40–60 Major Tasks: Reappraise early career and early adulthood,
reaffirm or modify career goals, make choices appropriate to middle adult years,
remain productive in work.

A number of tasks and concerns characterize the midcareer years. First, as Levinson
observed, the individual is likely to reappraise the lifestyle and demands that
dominated his or her early career. Next, it is necessary to begin to form a lifestyle
(with its career implications) to move fully into middle adulthood. Regardless of
whether the new lifestyle is consistent with the prior one or constitutes a minor or
radical departure, there are a number of specific work-related issues that confront
the individual in midcareer.

4. Late Career

Typical Age Range: 55–Retirement Major Tasks: Remain productive in work, maintain
self-esteem, prepare for effective retirement, both financially and mentally.

There are two major tasks that dominate this stage. First, the individual must
continue to be a productive contributor to the organization and maintain his or her
sense of self-worth and dignity. However, the maintenance of productivity and self-
esteem is often hindered by changes within the individual and by society’s bias
against older people. Second, the individual in late career must anticipate and plan
for an effective retirement, so that either partial or full disengagement from work is
not devastating to the individual and that the post-retirement years are meaningful
and satisfying.

Career Exploration

Career exploration is the process people can use

to find a career that suits their personality,
interests, and skills. Career exploration is an
individual's identifying careers that resonate with
their unique blend of personality, passions, and
proficiencies.
The career exploration process involves learning
more about yourself, researching your options,
trying new experiences, and creating a strategic
plan to reach your professional goals.
Benefits of Career Exploration

• Discover Hidden Treasures: Career exploration allows to unearth passions or

strengths of the person.
• Navigate with Confidence: Knowing about various professions means one can
make informed decisions.
• Avoid Costly Detours: By understanding what suits the person (and what
doesn’t), one can save time, effort, and money by not venturing down paths
that aren’t a good fit.
• Personal Growth and Awareness: Delving into different professions aids
personal development. Person not only learns about careers but also about
themselves, one’s preferences, and where the person truly shine.
• Adaptability in a Changing World: The professional landscape is ever-
evolving. Being familiar with many careers allows the person to be adaptable
and pivot when needed.
• Boosted Confidence & Morale: Knowledge is power! Knowing options and
where one fit best naturally boosts person’s confidence, ensuring that the
person step into the professional world with head held high.
• Enhanced Networking: Exploring various careers often involves interacting
with professionals from diverse fields. This can be the start of valuable
networks and connections that benefit the person in the long run.
• Smarter Educational Choices: Align education with career aspirations. Career
exploration provides clarity, enable to pick courses or majors that resonate
with the professional goals.
• Reduced Anxiety and Uncertainty: The future can seem daunting when
shrouded in the midst of uncertainty. By exploring careers, person can
dissipate those mists, reducing stress and anxiety about the future.
• Greater Job Satisfaction: When a person chooses a career aligned with the
passions, strengths, and values, job satisfaction is a natural outcome.

Elements of Career Exploration

Interests test and its six dimensions

1. Myers- Brigg Type Indicator

2. Big Five Personality Theory

3. Locus of Control
People differ in how much control they believe they have over situations they
are in and over what happens to them. Some people think they have relatively
little impact on their surroundings and little control over important things
that happen in their lives (External Locus of Control). Others believe they can
have a considerable impact on the world around them and on the path their
lives take (Internal Locus of Control).

4. Core-Self Evaluation
Core self-evaluation was conceived as the
ultimate, deepest and metaphysical
evaluations that individuals hold towards
oneself, others and the world, which in turn
influences their appraisals of specific situations.
 • Those with negative core self-evaluations tend to dislike themselves, question
their capabilities, and view themselves as powerless over their environment.
• People who have positive core self-evaluations like themselves and see
themselves as effective, capable, and in control of their environment. They
perform better than others because they set more ambitious goals, are more
committed to their goals, and persist longer in attempting to reach these goals.

Personal Values Assessment

“A value is defined as a principle, standard, or quality considered inherently
worthwhile or desirable. Individuals, groups, and whole societies hold values. Values
are what motivate and fulfill you. They imbue your work and your life with meaning.
…In essence, a value is what is important to you.”
-- Julie Jansen, I Don’t Know What I Want, But I Know It’s Not This

“Values are a matter of what guides you through every day, every task, every
encounter with another human being.”
-- Richard N. Bolles, What Color is Your Parachute?

Environmental Exploration
Environmental exploration involves a more active process of collecting new
information on jobs, organizations, occupations or industries and allows for more
informed career decision-making.
This type of exploration is behavioral in nature and may include informational
interviewing, computer research, job shadowing, internships or attending network
events or career fairs.

Elements of Environmental Exploration

• Types of occupations

• Types of industries

• Necessary job skills

• Job alternatives
• Company alternatives

• Impact of career decision on family or personal life

• Impact of family or personal life on career

Types of Skills

1. Job skills: skills that are specific to the work you plan to do, such as analyzing
data.
2. Transferable skills: skills that can be used and applied in several settings.
3. Technical skills: skills related to computers, software, or machinery.
4. Interpersonal skills: skills that produce good relationships.
5. Soft skills: skills that relate to your work style, such as dependability or
reliability.
6. Self-management skills: skills that focus on your behavior, such as stress
management.

Defining Career Success

Career success is a concept revolving around how you measure achievement in your
professional life. Many factors influence how you define success in your career,
including your job title, work-life balance, and happiness level.

The definition of career success is subjective and means something different for
everyone.

Career Success can be defined as “the experience of achieving goals that are
personally meaningful to the individual, rather than those set by parents, peers, an
organization, or society”.
Career Goals

A career goal is a well-defined statement explaining the profession that an individual

intends to pursue throughout his career. Career goals are targets. Things, positions,
situations related to your professional life that you have set your mind on achieving.

Developing effective resumes link:

[Link]
Developing Effective LinkedIn Profile - For Professional Development
and Networking link: [Link]
Career Portfolio

A career portfolio is a collection of documents and other easily portable artifacts that
people can use to validate claims they make about themselves.

A career portfolio is not a resume, which simply lists your experiences and
accomplishments. Nor is it a cover letter in which you write about yourself and your
qualifications for a particular job.

Instead, it is a collection of actual documents that support and make tangible the
things you want to say about yourself in a cover letter, a resume, or a face-to-face
interview. Letters of commendation, performance evaluations, certificates, papers,
and pictures of things created or of activities led are all examples of items that might
be included in a career portfolio.

WHY SHOULD YOU USE A CAREER PORTFOLIO?

In fields such as art, advertising, architecture, writing, photography, design, and

fashion, students and practitioners have been using portfolios as the primary vehicle
for marketing themselves for years.

Nowadays, the use of portfolios is spreading to other fields as well. Career-minded

people, whether they are students or practitioners, high up in an organization or just
starting out, are discovering that a well thought-out and presented career portfolio is
an effective self-marketing tool that enhances their ability to present themselves both
clearly and credibly.

Whatever your field or background, a well-targeted portfolio that is properly

presented can be a great self-marketing tool for five main reasons:

1. It draws attention to the key information you want to convey about yourself.

2. It provides links that connect you with an opportunity.

3. It makes the key intangibles tangible.

4. It adds to your credibility.

5. It builds confidence.

■ Portfolios get attention. We’ve all known ever since kindergarten that “show and
tell” is more powerful than just tell. The simple act of handing a potential employer a
document from your portfolio not only gets that person’s undivided attention, it also
piques her curiosity.

■ Portfolios provide links. Once you have a potential employer’s attention, each item
that you present in a well-targeted portfolio helps to make the link between what you
can do and what the other person is looking for.

■ Portfolios make key intangibles tangible. As we will see in future sections, our
research indicates that employers and bosses are looking for certain key intangibles
that can be brought to life in a portfolio.

■ Portfolios add to your credibility. When you present an item from your portfolio,
you are not just saying you are something, you are showing that your claims about
yourself have real substance. In this way a portfolio that contains the right items adds
to your credibility. Selectively shown items help to answer the question that always
lurks when people are meeting for the first time: “Is this person for real?” There is
something to that old adage, “Seeing is believing.”

■ Portfolios build confidence. Even if you show up for a job interview and discover
that you have forgotten to bring your portfolio, all is not lost. If you’ve done your
homework and created a great portfolio, you will know exactly what you bring to this
opportunity and will be able to articulate why you are the right person for the job
with great confidence. You will know that what you say about yourself is true, and the
sense that you truly believe what you are saying will come across, with or without
your portfolio. But, of course, you will be more effective if you do remember to bring
your portfolio with you.

Contents of Career Portfolio

Name Tag (on first page) ❖ SSC Marksheet

Resume
Note Pad and Pen Certificates (National, State, District,
A Blank envelop local level)
Covering Letter ❖ Academic (Internships)
Photo ID ❖ Co-curricular
Passport Size Photo ❖ Extra-curricular
❖ Sports
Mark-sheets
❖ Degree Certificate, Marksheet of all Recommendation letters
semester
❖ HSC Marksheet Photocopies of all marksheets
Career Path

A career path is the sequence of jobs or positions through which an individual

progresses in their professional life. It represents the various stages and positions
that a person may move through as they advance in their career.

Key stages or elements of a career path may include:

1. Entry-level positions
2. Mid-level positions
3. Senior-level or management positions
4. Executive or leadership roles
5. Specialization or expert roles
6. Entrepreneurship

Fundamental Components of Career Paths

1. Sequential list of positions or roles

2. Qualifications

3. Critical developmental experiences

4. Competencies that are accrued, strengthened, or required

5. Important career success factors

The Job Search Cycle

Phase 1: Prepare for Your Job Search: Learn about the workplace and employer
expectations, plan for your career, assess your skills and characteristics, and
determine your career target(s).

• Career Planning

• Self-Assessment

Phase 2: Find Job Leads: Network; search for job leads; and conduct research using a
variety of job sources, including the Internet, your contacts, and print resources.

• Research

• Networking
Phase 3: Apply for Jobs: Market yourself by preparing effective resumes and cover
letters. Know how to fill out printed applications and how to apply for jobs online.

• Resumes

• Job Applications

• Cover Letters

Phase 4: Interview for Jobs: Use strategies for getting interviews, prepare and practice
for different types of interviews and interview questions, practice effective
interviewing techniques, and write effective thank-you letters.

• Preparation and Practice

• Interview Questions

• Pre-employment Tests

Phase 5: Follow Up and Evaluate: Follow up with employers and evaluate and consider
job offers. During this phase, a job seeker accepts a job offer or returns to an earlier
phase to look for a different job or to explore other opportunities.

• Follow Up with Employers

• Accept a Job Offer or Restart the Job Search Cycle

Sources for finding Job Leads

1. Company websites list available jobs and have instructions for submitting
applications and resumes.
2. Job information sites. These sites started out to connect employers and job
applicants, and extensive job banks are still central to their mission. You can
post your resume, search for jobs, and apply online.
3. College career centers. Most college career centers host on-campus recruiting
events. Recruiters from a range of companies come to campus to interview—
and maybe hire—new graduates.
4. Professional associations and industry trade groups. Most of these
organizations maintain job banks, and they often announce job openings
 during meetings and in their publications. The membership directories are
great resources for finding prospective employers. Check current and back
issues of printed resources or Internet archives for help wanted ads and look
for information about employment and job market trends. Companies are
impressed with applicants who know about their industry associations and
publications.
5. Job fairs. Employers go to community, industry, and school-sponsored career
or job fairs to find new talent, so you should go as well. You have to be there to
be discovered.
6. Wanted Ads. You can find want ads for jobs (also called help wanted ads) in
print newspapers and other print media and on the Internet.
7. Employment Exchanges. Government Employment Exchanges generates list
of applicants to be supplied to the prospective employers. In Gujarat state
there is OJAS platform to connect the prospective employees and employers.
([Link]

Career Anchors
A Career Anchor is something that develops over time and evolves into a self-
concept, shaping an individual's personal identity or self-image. The concept
of the Career Anchors was introduced by Edgar Schein.

Schein has identified eight career anchors, or themes, that define a person's
preference for one type of work environment over another. The idea is that
once you have determined your dominant theme, you can then identify the
types of positions that give you the greatest satisfaction, and plan your career
accordingly. These anchors are:
1. Technical/functional competence – these individuals enjoy being good at
specific tasks and will work hard in order to develop the specific skills
necessary to complete them.
2. General managerial competence – these individuals thrive off performing in a
position of responsibility; tackling high-level problems, building relationships
and interacting with others; they require strong emotional intelligence skills
in order to succeed.
3. Autonomy/independence – these people need to be left to their own devices,
and to be able to act without needing too much direction, interference or
confirmation, often avoiding standards and procedures to do things ‘their
way’.
4. Security/stability – they seek stable and predictable positions and activities,
which they are able to plan aspects of their life around, taking few risks; they
are also often the individuals who will spend many years in the same position.
5. Entrepreneurial capability – these are the creatives within a business, who
enjoy brainstorming and inventing new things, and also often seek to run or
start their own business; they are different from those who seek autonomy as
they will share the workload with others and enjoy individuals, including
themselves, taking ownership for their work; they often get bored and seek
monetary gains.
6. Service/dedication to a cause – these individuals always seek new ways to help
other people, both within and outside the organisation, using their talents;
they are often found in relevant employment areas, such as HR and customer
service.
7. Pure challenge – driven nearly entirely by a need to be continuously
stimulated by new challenges and tasks which test their abilities to solve
problems; they will often seek to move jobs when their current position
becomes stagnant or they no longer possess the challenges they need to
progress.
8. Life style – these individuals orientate everything, including their role, around
their pattern of living as a whole – not so much balancing work and life, as
integrating it; they may also take long periods of leave to take part in
recreational activities or balance themselves and their lives through holidays
and other forms of downtime.
Key Elements of Successful Interviews

Step 1 Your Attitude—The No. 1 Factor

A. Concentrate on being likable.
Be friendly, courteous, and enthusiastic. • Speak positively. • Use
positive body language and smile. • Make certain your appearance is
appropriate.
B. Project an air of confidence and pride.
C. Demonstrate enthusiasm.
D. Demonstrate knowledge of and interest in the employer.
E. Perform at your best every moment.
F. Understand that an interview is a two-way street.

Step 2 Dress for Success

A. Dress Conservatively
B. Be Perfectly Groomed
C. Look the Part
P.S. Refer to the guidelines provided about Dressing Etiquette for Men and
Women

Step 3 Use positive Body Language

A. Appear Relaxed
 B. Develop Assertive Body Language
▪ When you meet the interviewer, give a firm handshake and
make eye contact.
▪ Walk briskly.
▪ Sit, stand, and walk with your head up and your back straight.
▪ Make eye contact.
▪ Aim for a pleasant, uplifted facial expression.
▪ Don’t fidget.
▪ Watch the interviewer’s body language.
▪ Subtly mirror the interviewer’s communication behaviors.
Step 4 Speak Well for Yourself

A. It’s How You Say It • Start off right by greeting the interviewer by Sir
or Madam - • State your name and the position you’re seeking. E.g.
“Hello, Madam. I’m ______. I’m here to interview for the management
trainee position.” • Use an energetic, pleasant tone of voice • Modulate
your voice. • Don’t slur your words. • Use positive words and phrases. •
Use proper grammar.
B. It’s What You Say • Avoid words like ‘just’, ‘only’, ‘I guess’, ‘Little’,
‘Probably’. • Speak professionally during your interview. • Emphasize
how you fit the job. • Keep the interview businesslike. • Don’t ramble. •
Concentrate. • Try to demonstrate a sense of humour. • Emphasize your
strengths—even when discussing an error you made, talk about the
learning • Do not lie during an interview. • Be prepared to state why you
left a previous job if you’re asked. • Focus on your goal.
Step 5 Be Aware of Business Etiquette

Step 6 Prepare Your 30-Second Commercial

A. Show That You Can Work with Others

B. Be Convincing • Be authentic. • Create an opening for your commercial.
• Include measurable accomplishments. • Be concise. • Focus and polish
the content. • Be ready for any situation. • Don’t bore your audience.

Salary Negotiation
• Whenever possible, let the interviewer bring up the topic of salary and benefits.

• Do not accept a job offer without discussing the salary and benefits. You can bring
up the topic by asking, “What salary range do you have in mind for the job?”

• Aim for a salary that equals the peak of your qualifications. The higher you start, the
higher the offer is likely to be. State your requirement in a range (upper twenties, mid-
thirties), making it broad enough to negotiate. Don’t specify a low end; if you do, the
employer will likely select it.

• If the interviewer asks what salary you want, a good response is “What figure or
range is the company planning to pay?” This gives you a starting point for negotiation.
If it’s higher than you expected, you help yourself by not stating a lower figure first.
If it’s lower, you now have a place to begin negotiations.

• If the interviewer presses for your salary requirement, refer to your research. “The
average for a person with my experience, education, and training is ₹_____.
Considering the cost-of-living factors, I would expect a salary in the range of _____.”

• If the interviewer brings up the subject of salary before you adequately cover your
qualifications, delay the topic by saying, “Actually, the position itself is more
important to me than the salary. Could we discuss the position a little more?”

• While discussing salary, return to your assets. Review all of the benefits and
qualifications you have to offer the company.

• Once you state your salary range, do not back down, particularly if you think it is
equal to your qualifications. Base your range on careful research. The employer will
respect your confidence in the quality and worth of your work.

• Do not discuss any other sources of income and do not whine about your expenses.
Stay focused on the negotiation

• Discuss the benefits package (insurance coverage, paid vacations, etc.) during the
discussion of salary.

• Ask about the criteria used to determine compensation increases and the frequency
of salary reviews. Good benefits and salary increases can offset a lower starting salary.
• If the salary offer is made in a letter and the salary is too low, arrange an
appointment to discuss it right away. Bargaining power is far greater in person than
it is by letter or telephone.

• If the salary isn’t acceptable, state the salary you would accept and close by
reaffirming your interest in the company and the job. If the interviewer says, “I’ll have
to think about your requirements,” wait one week; then call back. You may receive a
higher or compromise offer. If the interviewer gives you a flat “no,” express regret
that you were unable to work out a compromise. Restate your interest in the job and
organization; then send a follow-up thank-you letter within two days. This could
swing the decision in your favour.

Evaluate a Job Offer

“We’d like to offer you the job.” Those are the words every job seeker wants to hear.
Because the decision to accept or reject a job offer affects your lifetime career plans,
you must consider this important decision carefully. Consider the following factors
when you evaluate a job offer:

• The job itself: Is the scope acceptable? Is the work interesting to you? Will you work
in teams or alone?

• The organization and personnel: Do you feel comfortable with the organizational
structure and the people you have met?

• The salary and benefits: Does the salary match your education and abilities, and is
it comparable with that of the competition? Does the potential for increases exist?

• Career development opportunities: Will you have adequate opportunities for

professional growth (through training, increased responsibilities, and opportunities
for advancement)?

• The values and philosophies of management: Are they compatible with your own?

• Expense considerations: If you have to relocate, will the company pay all or part of
the moving cost? What is the cost of living in the new location?

• How the job meets your goals: Consider carefully how the job fits into your long-
term career goals.
• The job market: Are jobs in your field plentiful or in short supply?

How to decline job offer?

When the Answer Is No Thanks If you decide this is not the job for you, first notify the
employer by phone if possible. Then politely decline the offer over an email, thank the
employer for the job offer, and wish the employer future success.

Dealing with disappointment

1. Take a short breather
Taking a short breather helps renew your energy and enthusiasm. Allow
yourself one day—but no longer—to do something you enjoy and to relax. And
don’t use rejection as an excuse for giving up. Regroup and rework your action
plans.

To counter natural feelings of rejection, the best approach is taking immediate

positive action.

• Maintain a positive attitude.

• Evaluate your performance and your self-marketing package.
• Connect with your network for support and rework your contacts.
• Plan your next job search steps and follow through.

2. Try to identify the reasons of rejection

• You didn’t prepare for the interview. You hesitated over your answers, or your
answers (or questions) showed that you weren’t aware of the company’s
current situation or industry issues.
• You didn’t convince the interviewer that your qualifications match the
specific job requirements in the job listing.
• You didn’t give well thought out examples that showed in concrete,
measurable ways how your work helped your previous employer.
• You didn’t convince the interviewer that your qualifications match the
specific job requirements in the job listing.
• Your physical appearance was “off” (clothing, jewellery, fidgeting, posture,
facial expressions, body language, etc.).
• You didn’t sell yourself well. The interviewer was not convinced that you
understand the job or have the qualifications to be productive quickly. You did
not convince the interviewer that you are a person who gets things done.
• Your answers were too long or rambling.
• You gave too many details or said something negative about a previous
employer.
• You didn’t send the interviewer a thank-you letter.

3. It Isn’t Always about You

An application for a job can go flat for reasons you cannot control.

• The company may implement a hiring freeze before the position is filled, or the decision
maker may decide that the department doesn’t need to fill the position.

• The hiring committee may be told to give preference to current employees and local
applicants, or they already know who the “best candidate” is.

• For political reasons, the person who interviewed you may want to defer to the
candidate that another member of the committee recommends.

• The last job search may have backfired, and the hiring committee may decide that none
of the candidates is a perfect fit.

• The hiring committee may decide, or be told, to postpone the job search. Overall, fewer
jobs are filled in May and June, at the close of the current fiscal year.

• The committee may get applications from overqualified applicants and decide to
redefine the job responsibilities.

4. Don’t Be Afraid to Reapply

If you don’t get a job with your preferred employer now, don’t give up.
Opportunities can develop later. If an opening comes up in the future, you have
the advantage of being known by the employer because a known applicant saves
 valuable time in recruiting a new employee. Besides, you never know how close to
being hired you were. You might be at the top of the list the next time an opening
occurs.

Job Change
Accepting a job or changing jobs is a big decision! On average, Americans who are fully
employed spend 2,000 hours per year at work. When you consider a job offer, think
about your current situation and your goals for the future.

If you have a job:

• Are you sure you want to change jobs?

• Why do you think the new job is a better opportunity?

• Does the work sound as interesting as you thought it would?

• Is the new job in a more stable company or industry?

• Will you have more opportunities for advancement or more interesting work?

• Do you like your future manager and future coworkers?

• Does the new job have better benefits?

• Have you hit a plateau in your current job?

If you are not working:

• How long have you been looking for a job?

• How much longer can you afford to look for a job?

• How many jobs have you applied for without getting an interview?

• How many interviews have you had without getting a job offer?

• What is the job market like where you live?

• Are you willing to take the risk of declining the job?

• What is your backup plan if you decline the job?

Networking for Success
Benefits of Networking

• Seek career advice from many people and make them aware of your qualifications
and availability. • Tap into jobs you would not have access to without networking. •
Get insider information about the industry, trends, and job search and hiring
methods in your field. • Get access to information about specific employers. • Promote
yourself and make a good impression. • Practice your communication and
interviewing skills. • Seek job leads and obtain referrals to other people who may be
able to help you.

Types of networks

Personal Support System: the group of people who can motivate, advise, and
encourage you during your job search and throughout your career. Good choices for
your personal support system are people who are willing to provide you with
motivational support, such as the following: • Family • Friends • School, work, and
social acquaintances • Former or current employers • Career services staff •
Instructors and counsellors from college

Ability of Personal Support System: • Motivate you • Help you develop

effective job search documents • Help you practice for interviews • Help you
find solid job leads, provide job search advice, and/or share similar
experiences

Job Search Network: The network of people who can help you with job leads and
contacts is your job search network. This group grows exponentially with each new
contact you make. A good contact is someone who can give you career advice, tell you
about job openings, arrange an interview, or refer you to people who can.

Strategies for Networking

Create a Network List and Contact the People on It

Job search networking is a numbers game. The more people who know about your job
search goals and qualifications, the greater your chances of getting interviews and
finding the ideal job. By focusing your energies on networking to expand your job
search reach and to communicate the fact that you are looking for a job, you can
maximize your job and career development potential.

Attend Job Fairs Job fairs (also called career fairs) are excellent networking
opportunities because you can connect with many prospective employers at one
time.

Participate in Professional Groups Join and be active in professional, trade, and other
relevant associations or groups. These types of groups actively encourage people to
enter their fields and are eager to offer assistance to job seekers. Nearly every career
field has such a group, and most can be accessed via their websites.

Join or Start a Job Club A job club is a group of job seekers who meet regularly to share
experiences and advice, set goals, and offer encouragement. Also known as
networking or job search clubs, they can be located through newspapers, alumni and
employment offices, chambers of commerce, and online.

Follow Networking Etiquette

1. If possible, try to contact people in person.

2. Be a resource to others. Every job hunter can use regular encouragement. If
you’re asked to help another job seeker, be gracious and willing to do so.
3. Be polite and get to the point quickly. Show your contacts that you respect
their authority and expertise. Ask for their opinions and ask them to
recommend additional job search strategies or job leads.
4. Respect your contacts’ time. Never be late or allow a meeting to run long.
Listen and watch for cues that the person wants to end the conversation or
meeting.
5. Bring your business card. Business cards are essential to networking. They
look professional and allow people to stay in touch. Exchange business cards
when you meet new people.
6. Stay in touch throughout your search and let your contacts know when you
get a job. In today’s changing work world, you should build and maintain
strong networking relationships throughout your career, not just when you
are looking for a job.
Career Indecision
Career indecision was defined as the inability to select a career goal, or subsequently
to experience significant uncertainty or discomfort over a selected goal.

Types of career in-decision

Handling career in-decision

1. Facilitate Self-Awareness Reasonable and appropriate career goals are

unlikely to be developed without a foundation of accurate information
regarding one’s talents, values, interests, and lifestyle preferences
2. Facilitate an Awareness of the Environment Extensive information about the
environment is necessary to set realistic and appropriate career goals.
3. Encourage Experimentation Much learning about oneself and the
environment comes from active experimentation. People can learn a great
deal from trying on new roles.
Discourage Career Hypervigilance

Hypervigilant employees tend to make career decisions in a reactive mode without

adequate time for reflection, preparation, and thinking through their options and
alternatives. Often this results in a decision that is not compatible with the
employee’s values, talents, and interests, thereby setting up a cycle of dissatisfaction
or failure. For such individuals, getting away from everyday pressures and concerns
to have proper time to reflect is critical. Effective career management programs
should help these employees distinguish conceptual and operational career goals and
understand the importance of choosing goals that can meet personal values. As the
employees reflect on what may be truly fitting choices and goals, some combination
of seminars, workshops, computer-based programs, and individual mentoring may
be especially useful.

Taking charge of your career

1. Be Smart about Money: Many goals—a home, a car, an education— require
both personal effort and money. Managing money well is also essential for
landing a job and achieving career success. In fact, many employers routinely
run credit checks when screening job applicants. Employers often will not hire
applicants if their credit reports show a history of poor money management,
such as making late payments or defaulting on school loans or other lines of
credit.
2. Save Money: No matter how little, save money out of every pay cheque you
earn. Small savings add up. For a week or two, keep track of (1) how much you
spend on food and (2) where you spend this money.
3. Plan for Your Retirement Now: It is never too early to start saving for
retirement, so take advantage of any savings plans that your employer offers.
4. Expect Changes in Your Company and Industry: Your working life—the period
of time in your life when you work—will last about 55 years, and maybe longer.
Over the course of your working life, changes will occur in the organizations
you work for, in society, in your industry, and in every industry. Don’t make
yourself obsolete through stubborn resistance; you may miss an open door to
a career development opportunity.
5. Stay Up to Date: Continually update your skills and knowledge through
education and training. You are living in an economy that is based increasingly
on knowledge and service and less on manufacturing and goods.
6. Earn Your Advancement or Promotion: • Demonstrate in your work
habits that you are mature enough to handle new responsibilities. - Tell your
 supervisor that you are - willing to take on new responsibilities. - Do high-
quality work. - Don’t complain or criticize. - Be professional. - Learn about the
new responsibilities - Find a mentor - Develop expertise. - Expand your
knowledge and skills. - Get involved in professional groups - Increase your
organizational awareness. - Increase your visibility. - Take initiative - Use
subtle self-promotion techniques
7. Know the Difference between a Job and a Career: A job involves performing a
designated set of responsibilities and duties for a specific employer. A career
encompasses a family of jobs. Your career is your life’s work. Thus, college
professor B.R.C.M. is a job and teaching is a career.
8. Think Carefully before Changing Jobs You may want to consider a job change
if: • Your current employer can’t offer you job growth or advancement. • A
poor economy requires layoffs or an entire class of jobs is being shipped
overseas in an offshoring trend. • You want to move to a new location. • Your
department is dissolved. • Your philosophy and values conflict with those of
your current employer. • You want a new challenge.
9. Never Quit Your Job before You Have a New One: If possible, complete your
job change while you are still employed. Because being employed is current
proof that you do a job satisfactorily, you’re considered more employable
when you’re currently working. As a mountain-climbing instructor says to
students, “Never let loose of your support before you have hold of another
one.”
10. Don’t Rush into a Job Change without Adequate Planning: Give any change of
job serious thought and planning. A job may look good, but without proper
research, you could find yourself in a situation that is as bad as or worse than
your current one.
11. Think Very Carefully about Changing Careers: If after thorough consideration
you decide that you aren’t happy in your work and that a change to another
job in the same field would not bring satisfaction, you may want to consider a
career change.
12. Resign Professionally: Resigning professionally is good career insurance.
Make every effort to leave your current employer with good feelings; do not
leave in anger or with hostility no matter how dissatisfied you might be.
Throughout your career, references from your past employers will be
requested each time you seek a new job. For this important reason, you should
leave a job gracefully, pleasantly, and professionally.