Career Corner: Looking for a job with the federal government?

by Sharon Armstrong
owner, Sharon Armstrong and Associates
author, The Essential HR Handbook
Coming soon: The Essential Performance Appraisal Handbook.

I received some good feedback from friends and neighbors when I tapped some experts for their career advice a few issues back. I learned a long time ago to give people what they want, so I decided to do more of the same.

For this article, I sought advice on looking for a job with the federal government. The gal who is in the know on this topic is Gail Finger, a career and executive coach in Washington DC who has helped hundreds of clients navigate the federal hiring system.

Here are some keys to navigating the federal hiring process.

Career Corner: What is your personal brand?

by Sharon Armstrong
owner, Sharon Armstrong and Associates
author, The Essential HR Handbook
coming this Spring: The Essential Performance Appraisal Handbook
March 2010

In today’s highly competitive workplace, it’s not good enough to merely survive — you must be able to thrive. One way to do that is build your personal brand.

Jeff Bezos, founder and CEO of Amazon.com put it this way, “A brand for a company is like a reputation for a person. You earn reputation by trying to do hard things well.”

So do a good job then promote your most positive attributes so that you can create a favorable impression in the minds of others. Ask yourself: What do people say about you when you aren’t around? What does your boss say? Your friends? Your family? Your peers? Your competitors? (If you don’t know – ask for feedback.)

Career Corner: DC's top HR experts help you land that job

by Sharon Armstrong
owner, Sharon Armstrong and Associates
author, The Essential HR Handbook
coming this Spring: The Essential Performance Appraisal Handbook
February 2010

Thought it was time for a bit of a switch. Realizing that a job search can get somewhat tedious, I asked some of MY favorite career coaches what tips they would offer to a job seeker.

In this article, you’ll find sage advice from top DC HR experts including Nan Siemer of Breakers Consulting, Lori Ermi who founded and is the director of the Ermi Group, Lisa Gardner, Danielle Moser, Ane Powers of the White Hawk Group, Al Lichtenstein, and Tom Morris of Morris Associates, Inc.

With all these motivating nuggets, I hope you will feel empowered and determined to find that right job. Go for it!

Read more.

What is the best way to explain that gap in your resume?

by Sharon Armstrong
owner, Sharon Armstrong and Associates
author, The Essential HR Handbook
January 2010

In the last issue of Career Corner, I asked for feedback from readers who had questions about any question they had regarding looking for a new job. Among them was “How should one effectively use social media in a job search?”

Here are a few more questions that intrigued me, and hopefully will provide some great insight for job seekers. Please keep them coming!

And this just in: My questions are being published on a new online magazine for entrepreneurs, by entrepreneurs called Be Inkandescent. Check it out! Who knows — your next question just might be posted on it. Send any career-related to me at Sharon@SharonArmstrongAndAssociates.com.

Question: What is the best way to explain a gap in your resume? That is, if you have been out of work for a period of time, due to whatever reason, how best to illustrate that?

Sharon says: You can indicate ‘job elimination’ at the end date if you like. If you have an opportunity to explain in a cover letter, do so. Or just be ready to answer why you are in the job market as you prepare for interviews.

Career Corner: How to best use social media in a job search

by Sharon Armstrong
owner, Sharon Armstrong and Associates
author, The Essential HR Handbook
December 2009

In the last issue of Career Corner, I asked for feedback from readers who had questions about any question they had regarding looking for a new job. Here are a few great questions that I’m happy to answer. Keep them coming! Send me your question at Sharon@SharonArmstrongAndAssociates.com.

Question: How should one effectively use social media in a job search?

Sharon says: I would focus on LinkedIn (not Facebook) for job search. Build a complete profile, ask former supervisors and colleagues who know your work to write a testimonial for you (employers check these) and build your network. Join targeted groups (many post job openings). Some clients announce that they are looking for their next great job opportunity as their update. Also review the network of those you are connected with to see if there are folks there with whom you would like to do some informational interviews – then ask to be connected. Also use the search feature to check out folks who will be interviewing you.

Read more.

Happy Holidays! 2009 in Review

By Sharon Armstrong
owner, www.sharonarmstrongandassociates.com
co-author, The Essential HR Handbook and Stress-free Performance Appraisals

As the year comes to a close, we are reminded of the great honor it is to contribute to more effective workplaces. It has been a banner year despite an unusual economic environment and tight budgets.

We’re happy to share with you some highlights of the past year. We accomplished a lot together. Our training assignments this year included sessions on a variety of topics ranging from behavioral interviewing to employment law and team building.

During this past year, we’ve introduced you to the following experienced professionals (click below to read more). We’re not sure what challenges will lie ahead, but please know that we remain committed to meeting your needs in the most effective manner possible.

What would you like to know about landing that next great job?

by Sharon Armstrong
owner, Sharon Armstrong and Associates
author, The Essential HR Handbook
November 2009

In the last issue of Career Corner, I asked for feedback from readers who had questions about landing a new job. Here are a few great questions that I’m happy to answer. Keep them coming! Send me your question at Sharon@SharonArmstrongAndAssociates.com.

Question: I’m interested in hearing your perspective on re-entering the workforce. I have never been tech savvy and now it’s even harder than ever. Every job ad asks for software I don’t know at all or my skills are very weak (Excel and Powerpoint). What is the best way to learn and/or brush up on technical skills when the treadmill is running much faster than I run?

Secrets to Landing a Second Job Interview

By Sharon Armstrong
owner, Sharon Armstrong and Associates
co-author, The Essential HR Handbook

This month I’d like to share some secrets on getting to the second interview. It’s simple really — just do a great job on the first interview!

Remember, the interview is the most important undertaking in the job search process. It’s the key to being hired, and how you approach the interview can determine it’s outcome. The goal of the interview is to raise the interviewer’s expectation of you so you will be invited to continue in the selection process, and subsequently, receive a job offer.

To sell yourself effectively, you need to match the position requirements with your skills, accomplishments, and personal qualities. So begin by doing your research.

My Bucket List

By Barbara Mitchell

Do you have a “bucket list?” It’s a list of things you want to do or accomplish? I’ve found making the list and then working to do what is on my list to be highly motivating and fun. My list includes places to visit, things to learn and things to accomplish both personally and professionally.

I first heard about this from an article in the Washington Post on Labor Day about fifteen years ago. A reporter wrote that she was strolling through Georgetown one day and saw an art supply store. It reminded her she’d always wanted to paint so she went in right then and there and bought what she needed to get started. This experience got her to think about all the things she wanted to do but had not yet accomplished—so she made a list of the 50 things to do before I die.

Partners in Business

Two weeks ago I was honored to be a keynote speaker at Utah State University’s Partnership in Business conference on Leadership adn Human Resources—“Leading Through Tough Times.” This conference brings together business leaders with students and faculty at USU. It is a fantastic opportunity for graduate students (and some undergrads as well) to meet business leaders in their state and also for them to hear from experts from around the country.

My presentation was on Linking HR Strategy to Business Strategy and I shared examples of how HR can contribute to the orverall strategic direction of the organization — especially through succession management and leadership development. I so enjoyed talking with the attendees who came from a variety of organizations including private industry, religious institutions and government operations. This mix of participants make for lively discussions during and after my presentation.

Read more

The Laws of Attraction: Why Him? Why Her?

Helen Fisher’s new book, Why Him? Why Her? is a fascinating read for anyone who is interested in learning more about themselves and the people in their lives (or people they’d like to have in their lives)! Helen’s extensive research has led her to determine there are four primary personality types.

Reading the book, you can determine what type you are and use that information in many interesting ways — including for business.

Click here to find out how …

What do to in a tough economy?

On December 30, HR expert Sharon Armstrong appeared on DC television station WUSA with her colleague Marshall Brown to talk about the best approach to find a new job in the current economic downturn.

A human resources consultant, trainer and career counselor, Armstrong has interviewed and helped hundreds of job candidates land the perfect job.

Brown, a certified career, executive coach, and author of “High-End Resumes,” focuses on strategies for succeeding in interviews and making it to the final candidate list in this tough market.

Click here to hear what they said …

Join us on March 18: Fashion Show To Benefit Habitat Women Who Build

By Barbara Mitchell

When it comes to good human resources management, I have long told my employees and those I advise that giving back is one of the best things you can do — personally and professionally. This winter I put my money where my mouth is — quite literally — when I was invited by my good friend and colleague Dr. Alice Waagen of Workforce Learning to be one of the founding mothers of Habitat Women Who Build, a fundraising group dedicated to raising at least $5000 to sponsor a build day later this year. As of today, are 1/5th of the way there!

In the spirit of bringing in the bucks — and bringing together lots of women who are inspired to help this cause — on March 18, we will be the beneficiaries of funds raised at “A Night of Fashion,” hosted by Your Own Entourage and Moore Cadillac Chantilly. We’re hoping this event will get us to our target goal of $5000 so do buy your ticket today, and bring friends! Sponsorships are also available. REGISTER HERE!

Read more.

Transforming Anxiety into Energy

By Barbara Mitchell

Is there anyone out there who isn’t anxious about something? I’ve pretty much stopped watching the news or opening statements from my financial accounts (not really, but…)! What to do?

If you are looking for ways to deal with the anxiety that is gripping the world and impacting you and your employees? Download an e-book to find approaches that have worked for leaders who were interviewed for this ground-breaking book by Wendy Mack entitled Transforing Anxiety Into Energy: How to Prevent Panic and Prmote Productivity in Turvulent Times.

Employed but Disengaged Staffers

By Barbara Mitchell

Managers sometimes forget that the people who are left after a layoff need a lot of attention in order to stay engaged. Typically, morale is low following a lay-off and employees don’t trust management. What to do? Try over communicating—open honest information is what people are craving at this time. Consider doing an employee survey, conducting focus groups or interviews by outside consultants to gather information for an action plan to re-engage those who remain.