No Canadian Experience, Eh?
A Career Success Guide for New Immigrants
Daisy Wright
Copyright © 2012 Daisy Wright
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ISBN
978-0-9813104-1-1
Library and Archives Canada Cataloguing in Publication
Wright, Daisy
No
Canadian experience, eh? : a career success guide for new
immigrants
/ by Daisy Wright. -- 2nd ed.
Includes
bibliographical references and index.
ISBN 978-0-9813104-1-1
1. Job
hunting--Canada--Handbooks, manuals, etc.
2.
Immigrants--Employment--Canada--Handbooks, manuals, etc.
I.
Title.
HF5382.75.C3W75 2011 — 650.14086’9120971 — C2011-900437-2
DEDICATION
Dedicated to the memories of my dearest Mama, Edna Wallace, who passed away just before the second edition was completed
My wonderful niece, Sonia Richardson, whose generosity was limitless and who taught me the real meaning of faith.
My dear friend Gwen Howlett whose encouraging words I miss,
and
My Aunt Elsie (Solomon), my first kindergarten teacher who always believed in me.
Limits of Liability and Disclaimer of Warranty
The author and publisher shall not be liable for your misuse of this material. This book is strictly for informational and educational purposes.
Warning –
Disclaimer
The purpose of this book is to educate and entertain.
The author and/or publisher do not guarantee that anyone following
these techniques, suggestions, tips, ideas, or strategies will become
successful. The author and/or publisher shall have neither liability
nor responsibility to anyone with respect to any loss or damage
caused, or alleged to be caused, directly or indirectly by the
information contained in this book.
TABLE OF CONTENTS
SECTION I: PREPARING FOR YOUR CAREER TRANSITION
CHAPTER 1: SETTING GOALS, MANAGING TIME AND MANAGING STRESS
• Introduction to Goal Setting
• Goal Setting & Time Management Quiz
• Manage Stress During Your Job Search
• Perseverance: The Key to Your Success
CHAPTER 2: ASSESSING YOUR CAREER/JOB SEARCH READINESS
• Employability Skills Profile
• Personality Traits and Transferable Skills
• Your Personal Skills Inventory (PSI)
• Career Assessment Benefits and Career Focus
CHAPTER 3: WRITING YOUR RÉSUMÉ
• Prepare to Write Your Résumé
• How to Deal with Employment Gaps in Your Résumé
• Why You Need to Brand Yourself
• Develop Your Personal Brand Statement
• Communicate Your Personal Brand
• Tips to Promote Your Personal Brand
• Prepare Your Elevator Speech
• Identify Potential Employers
• Discover the Hidden Job Market
• Cold Call Your Way to a Hot Job
CHAPTER 5: PREPARING FOR THE INTERVIEW
• Promote Yourself at the Interview
– The Behaviour-Based Interview
• Tips on Responding to “Do You Have Any Questions?”
• How to Handle Inappropriate (or Illegal) Interview Questions
• Is Age a Deterrent to Finding a Job?
• Develop a Portfolio to Track Your Achievements
CHAPTER 6: UNDERSTANDING THE JOB OFFER PROCESS
• Reference and Background Checks
• When to Present Your Reference Page
• Salary & Benefit Negotiation
• Set Yourself Up for Success in Your New Job
• Targeting a Senior-Level Position
• Understand Hard and Soft Skills
SECTION II: TOOLS & TECHNIQUES TO HELP YOU TRANSITION
CHAPTER 7: BUILDING A PROFESSIONAL NETWORK
• Maximize Your Networking Efforts
• Tips to Get You Started on Your Network
• Make Use of Online Job Search Tools
• Make Your Résumé “Cyber-Safe”
CHAPTER 8: EXPLORING OTHER JOB / CAREER OPTIONS
• The Role of Career Service Providers
• Consider Internships, Co-ops & Mentoring Programs
• Consider Self-Employment as an Option
• Experiment with Practice Firms
CHAPTER 9: NAVIGATING THE JOB SEARCH MAZE
• Job Search Strategies for Success
• Seven Career SUCCESS Tips for Tough Times
• Real-Life Examples of Job Search Mistakes
• The Role of Employment Agencies and Recruiters
• The Hiring Manager’s Perspective
CHAPTER 10: STORIES THAT INSPIRE
• Success Stories of Proactive Clients
• Views from Recruiters and HR Experts
SECTION III: THE CANADIAN PERSPECTIVE
CHAPTER 11: CANADIAN WORKPLACE CULTURE, VALUES AND EXPECTATIONS
• Expectations in the Workplace
• Clear Speech and Language Training7
• One Hundred Most Common English Expressions (Idioms)
CHAPTER 12: THE CANADIAN LABOUR MARKET
• Canadian Occupational Projection System
• The Labour Market Information Service
• Regulated and Non-regulated Occupations
CHAPTER 13: BASIC REQUIREMENTS FOR NEWCOMERS
– Ontario Health Insurance Plan – OHIP
• Additional Health Care Information
• Employment Standards in Ontario
• Obtaining A Driver’s License
– Public District School Boards
– Catholic District School Boards
– Enrolling Your Children in School
– Your Role as a Parent in the School System
• What Should You Pack When Emigrating?
SECTION IV: REFERENCES AND RESOURCES
CHAPTER 14: FINDING YOUR WAY AROUND
• Appendix I: Résumé, Cover Letter and Thank-you letter Samples
• Appendix II: Top 20 Interview Questions
• Appendix III: Résumé Advice for Internationally-Educated Professionals
• Appendix IV: Résumé Pet Peeves
Renowned author Jack Canfield said we should celebrate our successes and express our gratitude to everyone who has helped us along the way. While it is impossible to acknowledge everyone who gave me words of advice and encouragement, especially as I juggled the tasks of being a self-published author, there are several individuals that deserve special mention.
• My immediate family who finally understood what kept me up all those late nights. Patrick, my other half, who supported me at every step of the way, allowed me to include his experiences in the book and wherever I speak, and most of all, encouraged me when the going got rough. Damali and Guion, our wonderful daughter and son, who gave me the space I needed and never complained when I said I was busy, because they knew what I was trying to achieve, My adoring grandson, Dakari, who arrived a year after the first edition and found ways to interrupt me at just the times I needed a break.
• My dearest mother, Edna, for her special prayers for me and this project. Sister Madge, Neville, Lorna, Herschel (Phonse), Mary, Cleveland (Sonny), Lascelles, Paulette, Sean, Diana, Donna-Dene, Kimone, Keneisha, Freddie, Nikki, Tanya, Simone, Dwayne, Krystal, Mercedes, Roxanne and Christian, Aunt Rossi, and my many other family members who kept telling me that it could be done.
• Those who provided support in our transition. My mother-in-law Pearleta, and the ‘Wright’ clan who were there at the beginning of our journey; Gladwin Hall and Fay Campbell who were our anchors on our arrival; and Janette Keene, and Yvette and Sel Smart who helped to make our move that much easier.
• My Master Mind Alliance team, (Denise Ricketts-Goombs, Elizabeth Allen, Jackie Palmer, Maureen Maragh, Sandy Richards and Sonia Shirley), who provided me with invaluable advice and suggestions.
• My Research & Development team – some of the most recognized career professionals around, and whose individual expertise has contributed to a richer edition. I owe them a debt of gratitude. See the ‘List of Contributors’ page for their contact details.
• My childhood friend, Norma Hodgson, whose words of wisdom provided encouragement, and Arlene Sukhu, my Ryerson batch-mate and friend whose research skills came in handy this time around.
• Dawn Martin, Marjorie Taylor and Hyacinth Campbell for their individual behind-the-scenes support, David & Inez Ayres for photography services during my first book signing at Chapters.
• Jasmine Sahoye and Alysia Moulton-White for media coverage in Canada and Jamaica, respectively, Wanda Marsman who provided valuable feedback, and Marguerite Orane for some helpful suggestions with this edition.
• Judeen, for Internet assistance during a visit to Jamaica, which enabled me to keep on schedule with editing and proofreading. Special thanks also to Lynda Margaret Reeves and Denise Ricketts-Goombs for their keen proofreading eyes.
• My editor, Angela Carter, for her patience and professionalism. Her background as a journalist and communication specialist made my job easier.
• Conestoga College for giving me the start through their Career Development Practitioner Program, and for recently honouring me with one of their “2011 Alumni of Distinction” Awards.
• Tyler Forkes, Executive Director for Alumni Relations at Ryerson University, adding a copy of the first edition to the Alumni Library.
• The Toronto Chapter of Holmwood Past Students Association, who gave me an award for outstanding achievement as a Holmwood Alumni.
• Colleagues of Career Professionals of Canada who twice honoured me as Outstanding Canadian Career Leader.
• Ingrid Norrish, my marketing coach and one of the most generous persons I know.
• Marni Johnson, President of Workplace Communication & Diversity Inc. for promoting the book wherever and whenever she gets a chance.
• Rossina Ippolito, for her tedious work and quick turnaround in creating the Index.
• The many people who freely shared their experiences; those who permitted me to include their stories and to those who asked “Where was such a book when I was coming to Canada?”
• My valued clients and all the career management and business professionals I met in person, at conferences, through their books, on teleseminars and in online communities. All helped me to become a better career practitioner and, by extension, an author.
I am indeed grateful to each of you for making this dream a reality.
Daisy Wright
When I received the request to write the foreword of this second edition of “No Canadian Experience, Eh?” I felt humble and honoured. According to the universal authors’ and publishers’ rules, the request means that Daisy considers me a “specialist in the subject-matter” and respects my opinion. Coming from Daisy, whom I respect and admire, that means a great deal to me.
Of course, I am very familiar with Daisy’s first edition, and know very well that she is a passionate and proactive optimist with profound familiarity with the subject matter. I know, as well, that Daisy writes from mind and heart with clarity and objectivity, and without naiveté. Her writing is based on her personal immigration experience, her vast professional expertise, and her unlimited, unfettered commitment to helping foreign-trained professionals compete and succeed. She also collaborates with distinguished career colleagues to ensure she provides the most current advice for those hoping to start careers in their new homeland.
When I read this latest edition, I realized that it was close to impossible to summarize its value in one or two pages. It is a challenge to offer only a few meaningful statements about its content and relevance, refer to the changes with respect to the first edition, and – first and foremost – state who should read this book and why.
This second edition of “No Canadian Experience, Eh?” came to life following the resounding success of the first. It was also prompted from the countless requests by business associates, stakeholders and friends of Daisy, including myself. She was asked to expand the book into an even more comprehensive guide for foreign-trained professionals. Daisy knew that – especially with the advances of technology – additional strategies were needed to help her readers navigate the path to success in their quest to start a professional life in Canada.
The book provides an objective analysis and a reality check of all the aspects, parameters, and reasons why immigrants face such a difficult uphill battle. Competing for employment in the Canadian marketplace is extremely challenging and Daisy knows this. Being both a fighter and an optimist, she brilliantly delivers her message and positive attitude throughout the book.
This book is not just for newcomer professionals; it is also an excellent resource for professionals who counsel others in similar situations. The book is a must-read for any professional looking for a better understanding of the challenges of competing for opportunities in today’s Canadian marketplace. The book is especially intended for hard-working, self–confident and perseverant professionals committed to overcoming obstacles and adversity, and prevailing. In other words: it is a book for winners! It delivers not just a message of hope, but also a detailed, comprehensive, and flexible blueprint for success. It is anecdotic yet systematic, sometimes even funny but profound, and always positive.
Each one of us, including Daisy and myself, who came to this beloved country of ours looking for opportunities to restart our lives, knows that there is not “a right way” to professional employment integration. Most of us brought with us only hopes, dreams, and perseverance, and managed to find professional success and personal happiness Now, I invite all readers to learn from the experience of others and turn to the “The Wright Way”, even if you don’t have Canadian Experience, Eh?
-- Dr. Yamil Alonso
Dr. Yamil H. Alonso was a councillor to the Minister of Education in his native Cuba.
He holds a Masters Degree in Mathematics from the University of Havana, and a Ph. D. in Education from the University of Potsdam, Germany.
After immigrating to Canada, he lectured for several years at York University and at the University of Toronto. He was also a business partner and Director of Education of Rowntree Montessori Schools in Brampton.
Since 2006, Dr. Alonso has been managing special projects for the Brampton Board of Trade. Through his project “Skills Without Borders”, he has conducted research of labour market and employment barriers, has published extensively, has been keynote speaker and presenter in numerous professional events and, in 2009, received a Newcomer Champion Award from the Government of Ontario.
* * *
TESTIMONIALS FOR NO CANADIAN EXPERIENCE, EH?
“The book is an excellent resource tool...It covers everything from how to write a résumé, to job interviews, to Canadian workplace culture and the very real personal stories of newcomers...thank you for a well-researched and comprehensive guide.” ~ Excerpts from a letter from Mr. Mike Colle, a former Minister of Citizenship & Immigration
“As Manager, Diversity Programs and Initiatives, who delivers diversity training at TD Bank, I am thrilled that “No Canadian Experience, Eh?” provides such in-depth insight and knowledge to employers and new talent to Canada. In a global economic environment, we need to “think outside the box” and embrace the experience and skills that our diverse talents bring to our respective organizations.
This book is an outstanding resource tool and thoroughly prepares our newcomers to take a pro-active and fresh look at addressing some of the employment barriers that they will face.” ~ Dauna Jones-Simmonds – Manager, Diversity Programs and Initiatives, TD Bank and Vice-Chair, Board of Directors for ACCES Employment
“This is one of the best renditions of both personal experiences and professional guidance that I have read since arriving in Canada, my new country of choice. It is a must read for all immigrants to navigate the waters before and after landing as it is illustrated in a very simple and understandable manner. Thank you Daisy for your hard work and effort in putting together this guide for newcomers to Canada.” ~ Gautam Nath, Recent Immigrant and Future Citizen of Canada
“No Canadian Experience, Eh? is a must-read for new immigrants. I wish I had this book before coming to Canada.” ~ T. Small, Legal Assistant
“Let me congratulate you on your new book “No Canadian Experience, Eh?”. I was pleasantly surprised to see so much valuable information for a segment of the population that was largely ignored in regards to the job search.” ~ K. Makra, Sentor Media, Toronto
“My wife and I found several of your tips very easy to implement and which resulted in several positive responses in our respective job searches. I strongly believe that your tips and tactics for new immigrants to find work in Canada should reach a wider audience of new immigrants.” ~ Jay Sagar, Engineer
“I have to express my words of gratitude for the guidance provided in Daisy’s book “No Canadian Experience, eh?” This book is outstanding. It provides many valuable resources to people who plan to immigrate to Canada, and it allows newcomers to take a fresh look at the challenges they could face in immigrating, but also offers advice on how to overcome those challenges.” ~ Dr. Cheng, former University Professor in Taiwan
“Working with Daisy and taking advantage of the useful advice and information from her book No Canadian experience, eh?, helped my wife and me to understand the Canadian job market and how to make oneself stand out when job searching. It was, therefore, not by coincidence that after sending out my résumé, I got an immediate interview and that lead to a job offer before we left the UK. I owe Daisy a lot of thanks as she made moving to Canada for my wife and me a positive experience.” ~ Carlos A., Pre-Sales Engineer & Solutions Consultant
“This book is a very detailed and comprehensive guide offering strategies for creating a strong presence in the Canadian market for career alignment and self-promotion. I use it as a resource when advising internationally-trained professionals on how to get Canadian experience. Daisy brings her own experiences to the mix, making the book more authentic and credible.” ~ Giuseppina Russo, Multicultural Branding Executive at the Executive Training Club and NAC Financial Group
“I am currently reviewing your book “No Canadian Experience, Eh?” as a class assignment in which I am training to become a Job Developer. Just when my frustration level was reaching fever pitch, brought on by the rigours of settling in Ontario as a newcomer to Canada, you have become a source of inspiration. I am identifying with so many of the things you have written. Thank you Daisy” ~ M.A. Williams
* * *
INTRODUCTION TO THE NEW EDITION
“An optimist sees an opportunity in every calamity; a pessimist sees a calamity in every opportunity.” – Winston Churchill, statesman and leader of Britain during WWII
This book is dedicated to those new immigrants who, by sheer perseverance, made it a little easier for those of us who came behind. It is dedicated to those who continue to toil because they have seen the flicker of light at the end of the tunnel, and to the many individuals who took a chance and gave an immigrant that first taste of Canadian Experience.
Although the book, by virtue of its title, would suggest it’s only for new immigrants, its contents will benefit anyone seeking to take control of their careers and move forward. It will also give the reader a greater understanding of some of the challenges new immigrants face when they arrive in Canada and, perhaps, encourage them to help these individuals navigate their way and start to make a contribution in their new country.
Every year, approximately 250,000 new immigrants – mainly from the professional and business classes – enter Canada with promises of a bright future. However, after arriving, many of them realize that their credentials are not recognized and the process for this recognition takes a long time. Many give up hope and either leave within a year of their arrival or settle into some type of a “survival job”.
Those who decide to continue their search face other challenges. Even though they are coached by public or private career professionals on how to market themselves to employers, when they knock on the doors, they are met with such excuses as, “No Canadian Experience” or “You’re overqualified”.
One HR Manager of a prominent Canadian company, while speaking at an anniversary celebration of ACCES Employment Services, said: “My Company was founded by an internationally-trained individual and regularly hires internationally-trained individuals. Of 56 engineers that we hired... 36 per cent were internationally trained. I interviewed every one of those engineers and I didn’t separate résumés into one pile for Canadian experience and one pile for non-Canadian experience. I looked for talent. That’s what we do; we look for talent. I look for the right experience... It doesn’t matter where they were educated or where they came from. Great companies look for great talent.”
For obvious reasons, the plight of new immigrants resonates very deeply with me. My husband and I were led to believe that as soon as we landed in Canada, we were going to find jobs equivalent to the ones we were leaving.
At no point during the process were we made to believe otherwise. While I found a job in my career field, though not at my level, it was not the case for my husband. As an engineering technician, he did not immediately find a job in his field but, through perseverance and a “don’t quit” attitude, he found his job one year later.
As I met many new immigrants from all over the world and saw how difficult it was for them to settle down and, particularly, manoeuvre the job search maze, and as I reflected on our experiences, I vowed to write a book that would make the process somewhat easier. “No Canadian Experience, Eh? A Career Success Guide for New Immigrants” was born out of this desire.
One of the more poignant moments happened when I was fulfilling a speaking engagement at the Library in London, Ontario. This former teacher came to me at the end of my speech, with tears, and said:
“Daisy, thank you for this book. It helped me to get up from off my knees, wipe my tears and begin again. Right now I am exploring a teaching opportunity at Fanshawe College.”
I have heard from many individuals with similar stories. It is my wish that the book will continue to encourage and give hope to its readers and serve as a guide for new immigrants as soon as they arrive in Canada, or those contemplating moving to Canada.
* * *
“To understand a country, you need to be a part of it: think of its culture, think of the opportunities and challenges it will present, and also think of your contribution, because you too can help by building a ‘better you’ through your immigration process.” Excerpted from Immigrant Women’s Health Promotion Project – A Guide to Prospective New Immigrants to Canada
Starting over comes with its share of apprehension and it’s no different when you begin your job search in Canada. The suggestions in this book will help you prepare for this important undertaking. Since there is a high chance you will not immediately get a job at the same level or in the same field as the job you left or are leaving, be prepared to make some adjustments.
While you should look for opportunities in your field of work, you may have to do like many people who have taken jobs that do not carry the same titles or responsibilities they once had. Sometimes, gaining access to the workplace (or getting a foot in the door, as it is commonly referred to) becomes more important than a title.
The situation is improving as governments and businesses are waking up to the fact that internationally educated professionals (the majority of whom are visible minorities), with their diverse talents and cultures, could be Canada’s competitive advantage.
At the time of writing the first edition of this book, the Government of Ontario had introduced The Fair Access to Regulated Professions Act that would apply to 34 regulated professions including physicians, accountants, teachers, lawyers, engineering, and others. This Act requires regulatory bodies to adopt fair and transparent registration processes, which would help newcomers find work in their fields sooner.
In March 2007, following the introduction of The Act, the Government of Ontario appointed the Hon. Jean Augustine, as the first Fairness Commissioner. Since then, the list of regulated professions has increased to 40 and by 2012, the office will oversee registration practices in the new Ontario College of Trades. The Act will be renamed the Fair Access to Regulated Professions AND COMPULSORY TRADES Act. Details can be found at http://fairnesscommissioner.ca/en/index.php
For the reader who might be wondering why the expression “Eh?” has been appended to the book’s title, here’s the reason: While speaking, a Canadian will invariably intersperse his or her conversation with “Eh?” How that came about I don’t know, but it’s something that’s distinctly Canadian.
The “No Canadian experience” piece is a more serious matter. It’s a statement attributed to those who have never previously worked in Canada. In fact, under the Terms and Conditions of Employment section of the Ontario Human Rights Code, such a statement should not be used by employers as they sometimes pose particular problems for recent immigrants. The section further states that employers should try to ensure the candidates have trade or professional qualifications without requiring Canadian experience. (See Pg. 44 Human Rights at Work, a publication by Human Resources Professionals Association of Ontario in partnership with Ontario Human Rights Commission).
The other comment new immigrants frequently hear is “you’re overqualified”, so, be forewarned, but don’t let comments like these prevent you from persevering. Mainly, it’s a fear of the unknown that generate these kinds of responses. Some employers may think you are not able to perform the job, others may think you won’t stay with them for long, and others might just not want to take a chance on you. Damindra Dias, an accounting professional who arrived from the United Kingdom more than 30 years ago, was told about her lack of Canadian experience and her over-qualification. That did not stop her from moving her career forward and eventually getting to the top of two very well-known international companies.
For Damindra, it began when her first employer took a chance and offered her an accounting clerk’s position. They recognized the value she had to offer. She also credits her mentors with her success:
The two most important aspects of climbing the corporate ladder are: someone within the organization willing to take a chance on you and then willing to mentor you. Without a genuine mentor in each organization my success would have been limited.
You’ll need to learn about networking. The saying “it’s not who you know, but who knows what you know” takes on a different meaning when it comes to your job search. It is said that between 65 per cent and 85 per cent of job vacancies are filled through networking. By joining professional associations and volunteering your expertise, you will meet new people, hear of job opportunities, discover the hidden job market, and get an understanding of the Canadian workplace culture and expectations.
While you are networking, look for possible internship or mentoring opportunities. Career Bridge and The Mentoring Partnership, two programs that fall under TRIEC (Toronto Region Immigrant Employment Council), are agencies to research for such opportunities. The waiting lists are very long, so be prepared to pursue other job openings while you wait. The References & Resources section at the back of this book contains the website information for these organizations.
Another challenge some new immigrants face is understanding how their educational qualifications compare with Canada’s academic standards. Similarly, many employers don’t know how an external credential compares with a Canadian one. It is very important, therefore, that you get your degrees and diplomas assessed. Credential assessment services are available to help you through this process. See the section under Credential Assessments for additional information on this subject.
Job searching is never easy for anyone, more so for those who have left their homeland and headed for what they believe are “greener pastures”. It requires a different attitude. It means you will have to eliminate the words no, can’t and won’t from your vocabulary. And it also means taking a more aggressive approach to find the job you want.
A bit of advice I would give you is that, no matter how confident you feel in yourself and your capabilities, you are going to face many situations and challenges that will initially and deeply shake your self-esteem and test your perseverance and your ability to keep moving. You are going to ask yourself many times “Why did I...? This can be quite frightening! At this point you will have to stay away from the naysayers, negative people, and chronic complainers who will drag down your spirits instead of lifting you up.
The negative aspect of such experiences is a temporary condition. You will regain your self-esteem once the initial shock wears off, and you begin to focus and put into practice the suggestions in this book. As you associate with people who are keen to see you succeed and who will encourage you to believe in yourself, you will be equipped and ready to successfully meet the challenge of change.
* * *
PREPARING FOR YOUR CAREER TRANSITION
Setting Goals, Managing Time and Managing Stress
“People with goals succeed because they know where they are going...it’s as simple as that.” – Earl Nightingale, an American Motivational Author
One of your first tasks before you begin your job search is to set goals. Decide what you are going to do and determine how and when you are going to achieve them.
Many people believe they should set goals only when it pertains to a big investment or project, like buying a house or a car. They do not realize that goal setting is a critical element of career planning and that career planning is a very significant investment in life.
How you get to where you want to go will entail setting long- and short-term goals. At this moment, your short-term goal may be to find a place to live and get a job. Have you set a timeframe when these will happen? After you have reached those goals, what will be your next step?
In setting your goals, you need to ensure they are SMART – Specific, Measurable, Achievable, Realistic and Timely.
SPECIFIC:
What
specifically do you want to accomplish?
“By next summer I
would like to teach Mathematics to high school students in Peel
Region.” This is a specific statement and is much better than
saying “I would like to teach.”
MEASURABLE:
How
will you measure or track your progress? How will you know you have
succeeded?
“I will contact the HR Manager at the Peel
District School Board on Wednesday of next week to arrange an
informational interview.” That is a better statement than “I
will call someone at the Peel District School Board to arrange an
informational interview.”
ACHIEVABLE:
Is
the goal achievable or have you set it far out of reach?
“I
will register for the next session of the Additional Qualifications
(AQ) course, which starts on November 12.” This statement is
much better than “One of these days, I will register for the AQ
course.”
REALISTIC:
Is
your goal realistic or are you putting pressure on yourself? Can you
really accomplish this? Do you have the necessary resources?
TIMELY:
You
have to set a time within which to achieve your goal. When that is
written down, it will motivate you to work towards attainment. “By
August next year, I will be ready to teach Mathematics at a high
school in Peel.” This statement reminds you that you will have
to do everything to reach your goal.
By Dorothy Wright
James Mankletow and Namita Anand in their “Make Time for Success” course stated that time management is not about managing time; it is about managing priorities. No one can control time: all you can do is control how you use your time.
Time management and goal setting go hand-in-hand. They are essential skills that help keep you and your job search under control. During the job search, which is like a full-time job, a lot of emotions come into play. You may feel stressed and find that your self-confidence wanes and your fears magnified because it is taking you a long time to find a job or to settle.
Mankletow and Anand state: “Prioritization is the key to time management. It propels you from reaction mode to action mode. Setting priorities ensures that you focus your time and energy on the important tasks and not just the task on hand.”
Taking the time to set your goals and create a plan to guide you through the job search process will reduce significantly the stress that you will encounter.
Goal Setting & Time Management Quiz
If you answered ‘No’ to any of the questions, review and determine what you can do to correct the deficiency. It is recommended that you take this quiz every six months.
* * *
Whatever your goals maybe…be ready to take A.C.T.I.O.N.
A: ABANDON negative attitudes and fears. You have embarked on a new journey. Embrace all that is positive and uplifting.
C: COMMIT to your goals. Total COMMITMENT is necessary for your success.
T: Set a TIMEFRAME within which to accomplish each goal.
I: INVEST (time and/or money) in yourself and your future. Do whatever it takes to get you where you want to go.
O: The OUTCOME rests with you. You can get considerable guidance and support from others, but ONLY you can make it happen.
N: Untie and eliminate all the NOTS that have prevented you from moving forward. Visualize the “new you”. Act as if you have already attained your goal.
Manage Stress During Your Job Search
By Maureen McCann
Stress is defined as “…the emotional and physical strain caused by our response to pressure from the outside world. Common stress reactions include tension, irritability, inability to concentrate, and a variety of physical symptoms that include headache and a fast heartbeat.” – eHealthMD (http://www.ehealthmd.com/library/stress/STR_whatis.html)
As if moving to a new country is not stressful enough, you next have to find a job. No easy task, if you have to negotiate some of the complex bureaucracies of the Canadian Federal Government assistance programs designed for newcomers and job seekers. As you learn about your new country, its society, culture, customs and potentially faster pace of life, you will likely experience significant amounts of stress.
There may be a great many things happening to you all at once. Perhaps you have just moved to a new city and left family back home to be here, or you are fleeing your home country for political or religious reasons and left everything and everyone behind to start anew. No matter what your situation, chances are that you have experienced the stress that comes along with any transition. These stressful situations impact not only you but family, friends and loved ones as well. It is important that you understand and manage these issues of stress while you look for employment.
Pretending there is no stress in your life or denying the stress you are experiencing can lead to a poor attitude, negative thoughts and frustration. Left unchecked stress can also lead to significant threats to your health.
In order to deal with the stress you are experiencing, it is vital that you first identify what is causing the stress and how the situation is affecting you.
Stress can be manifested in many ways. While you are in transition, it is important to keep your stress in check.
Evaluating where the stress lies will help you facilitate a change in your own behaviour to help you manage the problem areas.
Take a look at the various segments of your life and compare them to the list below. This is not an exhaustive list, so you may be able to add other areas. For now, examine these areas as they relate to your current situation:
Health
It could be said that health is paramount. Without health and wellness, you are unable to work, and provide for yourself and others. Take a moment to evaluate how healthy you are. Look for ways to improve your health and well-being.
Spirituality
This does not necessarily refer to religion, although it might. This section is more about self-care, taking time for you. You could enjoy yoga, walking or reading. It is about devoting time to yourself; to do the things you most enjoy that bring you comfort and pleasure. Reflect on the time you have spent caring for yourself. Much like a vehicle needs regular maintenance in order for it to operate properly; you, too, require care in order to have motivation and inspiration to get yourself moving. Take time for yourself.
Family
Many people are in the fortunate position of having loving and supportive families. Regardless of the kinds of transition you are experiencing, you may not realize that family and loved ones are watching you struggle, and are doing the best they can to support and encourage you. Sometimes, well-intentioned family members ask innocent questions that can seem quite frustrating to the job seeker. For example, loved ones may ask repeatedly about your job search: “Have you found a job yet?” “Are you still looking?” “How’s the job search going?”
These questions can sometimes be hurtful because they are a reminder that you have not yet accomplished your goal. Next time you hear a question like that, try to clarify. You may discover that the person really means: “Is there anything I can do to help you with your job search?”
You may also examine the amount of time you are spending with family. Too much? Not enough?
Finance
Providing financial support to your family is perhaps one of the heaviest burdens a person carries. You want to give the best to your family but, without a job, this is not attainable. Trying to find a job that will provide you with the adequate means to support your family will produce high levels of stress, especially when you see your savings decreasing.
Personal
It is vitally important to spend time getting to know yourself. In knowing yourself, not only are you well prepared to speak about your strengths in an interview setting, you are also much more confident in your own abilities. Knowing yourself and what you want to achieve in life will serve you incredibly well during any time of transition. The more you know and understand about “how “and “why” you make decisions, the better.
Relationships
Marriage, partnership and other relationships in general are other important facets of your life. Taking the time to connect with others will give you much needed impetus as you go through changes. Continue to seek out opportunities to speak to your loved ones about the challenges you face, the steps you are taking to move forward, and the role they may play in supporting you through this change.
While your life is much more than the work you do, your career has one of the greatest impacts on the quality of your life. When you start your new job, you may find that you will spend more time at work than you do with the people you have chosen to have in your life. Take the time to monitor your health and activity in each of these areas. It will provide great insight into where you face challenges and where you can make impactful changes.
You cannot change anyone but yourself.
Much as you might like to get your spouse to do the dishes more often, your child to clean their room or the hiring manager at your target company to hire you….there is absolutely no way that you can change them. The only person you can change is you.
Should you come across a situation in your life where you want someone to do something for you, and it doesn’t happen, you are wise to change your own expectations of this person, rather than try to change the mind of that person.
When you come across difficulties in your transition – provided you recognize which obstacles you can move and which you need to move around – you are best served to adjust your way of thinking, your style of communication and your action plan to achieve success.
There is an old sailing expression that describes this mindset well: “You cannot direct the wind, but you can adjust your sails.”
What it means is that you cannot control how hard, when or where the wind will blow. Knowing that you cannot change the wind gives you the power to concentrate all of your efforts on adjusting the sail. By adjusting your sail, you will capture the wind you need to power you where you want to go. When you uncover the area where you do have control (your attitude, the way you think), then you can realize the full potential (power) to control the direction of your life, your career and all of your choices. This power to change is the greatest asset you have, and it will drive you to achieve your goals.
The Power is Within You
Managing stress can be a full-time job. When your life is in transition, the way you manage stress has a substantial impact on your effectiveness to achieve your own goals.
First, recognize that you have the power to make decisions that will directly change your circumstances. No matter how much you may feel that you are a victim of someone else’s decisions, you have the power to manage your life and your stress.
How Do You See Yourself – Victim or Victor?
Make your decision now: Will you be a victim of your circumstance or a victor? You get to choose. That’s right! You get to choose!
When the hiring manager chooses to hire someone other than you, you can react in different ways. You can decide that you are a victim of the choices made by the hiring manager OR, like a victor, you can put it in perspective and move on. What is the difference?
The Victim
The victim complains about the circumstance. The victim tells everyone around him how the hiring manager was wrong or discriminatory or asked the wrong questions or didn’t understand what the victim could do. The victim does not recognize that it is his job to make sure the hiring manager understands what talent he has to offer. The victim blames outsiders rather than looking inward to reflect on how he might improve. The victim feels something has been done to him. The victim feels powerless and stops moving forward.
The Victor
The victor, when learning that the hiring manger hired someone else, chooses instead to ask “How could I have done better?” The victor looks at this as a learning opportunity. He calls the hiring manager and asks for feedback from the interview. The victor learns what he could do better next time. The victor recognizes that the hiring manager has hired the best person for that job, at that time, for that company, and that the choice was not a reflection on him. The victor recognizes that this is not an assault on his character. Instead, the victor looks for lessons to learn from this experience and applies these lessons to the next set of challenges in his job search. The victor takes these lessons, applies them across all facets of his life, and moves forward with his career.
Understand what your own personal warning signs are for stress. Watch for physical, mental, emotional, spiritual, and social signs of stress, which may include:
• Headaches
• Sore muscles
• Upset stomach
• Low concentration
• Negative thoughts or cynicism
• Anger, frustration, and lashing out
If you have been feeling these symptoms of stress, look for ways to reduce the behaviour that is causing you stress. You might also consider:
• Adding exercise to your daily or weekly routines
• Finding time to relax and/or participate in activities you enjoy
• Getting more rest
• Eating well-balanced meals
• Managing your time effectively
• Seeking out the help of a professional counsellor
Because reactions to stress are so varied, it is important to take a look at your own patterns and decipher what causes you stress, how to reduce it and ways to enhance your quality of life. In controlling your stress, you will be much better prepared for the task of searching for a job.
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Perseverance: The Key to Your Success
It is often said that “a quitter never wins and a winner never quits”. As you start your job search and ultimately, your career, you will have to make a decision as to which one you will be – a winner or a quitter. Set aside some time to think about each of the questions below and answer them as honestly as you can:
• What is that one career goal or dream that I would like to see happen? (Dream big!)
• What negative thoughts do I need to say “good-bye” to in order to achieve my goal or dream?
• What support do I need from others to achieve my goal?
• What do I need to say to family members and friends who aren’t giving me the support I need?
Assessing Your Career/Job Search Readiness
“We all have ability. The difference is how we use it.” – Stevie Wonder, well-known musician/singer
According to Greg Smith, author, speaker and CEO of Chart Your Course International:
“Pre-employment profiles are an important aspect of the hiring process for a growing number of employers. By using behavioural assessments and personality profiles, organizations can quickly know how the person will interact with their coworkers, customers and direct reports. They [assessments] provide an accurate analysis of an applicant’s behaviours and attitudes, otherwise left to subjective judgment.”
Self-assessment is a very important and often overlooked step in planning a career. While assessments are not mandatory, some employers may ask you to complete one or several of these to ensure you are capable and suitable for the job or, as you will more often hear, to ensure you are a “good fit” for the organization.
In order to evaluate the suitability of work options, it is important to know who you are as a person. This involves taking a careful inventory of your current values, interests, skills, knowledge and personal qualities – your attributes. Ask yourself some questions such as: “What do I enjoy doing?” “What other skills do I have that I could use if I don’t get to practice my profession?” “What other career field(s) could I explore?” “Should I give self-employment a try?”
Assessing yourself provides an effective way to measure your:
• Personality – your attitude, what you are passionate about, what motivates you
• Interests – what you enjoy doing
• Abilities/skills – what you are good at: writing, building, teaching, singing
• Values – things that are of significant importance to you, such as integrity, status and accomplishment
• Knowledge – what you know: your “intellectual capital”
Many of these tests give a fair idea of how you’ll perform on the job, how you resolve conflicts, what you enjoy doing and what’s important to you. However, as helpful as these tests are, they represent just one aspect of the assessment process. Do not rely on the results of any one assessment tool, but carefully review the results against your own self-assessment – your gut feeling – what you believe will work well for you. One important thing to remember is that an assessment is not an instant solution to your career path: it’s a tool you can use to guide you.
The following is a list of common career assessment tests you may find as you conduct your job search:
• Myers Briggs Type Indicator (MBTI)
• Strong Interest Inventory (SII)
• DISC Behavioural Profile
• MAPP Assessment
• SurvivabilityPRO™
• Personality Dimensions
• Jackson Vocational Interest Survey (JVIS)
• Holland’s Self-Directed Search (SDS)
• 360Reach Assessment
While I have not given a description of all the assessment tools listed above, no discussion about survival would be complete without paying tribute to one of Canada’s foremost career professionals, Janis Foord Kirk, who developed the SurvivabilityPRO™ program. It’s an on-line assessment that takes about 15 minutes to complete and gives individuals a sense of their overall survivability.
It also indicates how people perceive their current skill levels in 10 different areas: technical literacy, positive attitudes, self-marketing prowess, communication, learning, information gathering, creative resourcefulness, consultative problem solving, entrepreneurial initiative, and self-management.
The 13-page report that is generated offers suggestions on ways for individuals to improve and enhance their skills, and the option for them to develop an action plan.
As stated before, tests represent part of the career planning process. Those listed here are well-known in the field and are presented to give you an indication of what’s being used in the industry. They are not to be taken as specific recommendations.
Several years ago, the Conference Board of Canada, a not-for-profit organization that conducts research on economic trends and public policy issues, interviewed a number of employers across Canada to come up with the critical skills that employees need to have to be successful in the workplace. The Employability Skills Profile was developed from these interviews and lists the skills, attitudes and behaviours that an individual needs to participate in the changing world of work.
The profile is divided into three main sections:
Fundamental Skills, which include the ability to communicate, manage information, use numbers, think critically and solve problems.
Personal Management Skills, requiring individuals to demonstrate positive attitudes and behaviours, to be responsible and adaptable, be willing to continuously learn and grow, and to work safely.
Teamwork Skills, requiring individuals to work with others, and participate in projects and tasks.
A copy of the Employability Skills Profile can be downloaded from www.conferenceboard.ca/education/learning-tools/pdfs/esp2000.pdf.
Personality Traits and Transferable Skills
While going through your skills assessment, you will often hear of personality traits and transferable skills. Personality traits are those attributes that make up your character, such as being honest, quiet, ambitious and considerate.
Transferable skills are skills that can be carried from one job to another. For example, the ability to plan and organize is useful in a variety of jobs.
The exercise below is intended for you to identify traits and skills that you believe you have. Place a check mark against the ones that best describe you and feel free to add others.
Show the list to someone who knows you well to see how many of those qualities they identify that you have listed. Then, select your top 5-10. You will need to refer to them when you are ready to write your résumé.
Select 5-10 personality traits and skills that best describe you:
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Your Personal Skills Inventory (PSI)
“You have brains in your head. You have feet in your shoes. You can steer yourself in any direction you choose.” – Dr. Seuss, prominent psychologist and author
With the results of your assessments, whether one you have done yourself or a formal one done with a career professional, you should now have an idea of where you are in your career – what your strengths/weaknesses are, what you need to build on, which areas you need to improve and what jobs you may want to avoid.
One of the first things you should do is develop your Personal Skills Inventory (PSI) – otherwise called your “skills bank”. This is an activity to get you writing down all the skills you have. It will be similar to a deck of playing cards, with each card representing one of your skills. However, when you create your résumé or talk about yourself, you will select only those skills that are appropriate for that particular situation.
In her book “Outwitting the Job Market” Chandra Prasad suggests that jobseekers should write a list of what they have to offer an employer and what their strong skills are. Set aside some time to write down everything you have done and done well. What skills did you use? What were the results?
The answers to these and other questions will help you to quantify your achievements, make your résumé stand out from the other candidates, and provide you with an inventory of your skills to help you modify your résumé in a hurry.
Consider the following questions when developing your skills inventory. Make sure to write down what you did, what skills you used and what the outcome was:
• Was there a time when you did much more than what was on your job description?
• Who are some of the people you admire and what are the qualities you admire in them? Do you have any of those qualities?
• What special problem did you solve for your company or department? How did you do it? What skills did you use?
• Did you make any suggestions that were accepted by your manager? Did any of those suggestions bring positive results for the company?
• Did you find a way to make your job more productive?
• Have you trained anyone?
• Did you help increase sales?
• Were you asked to lead or be part of a special project?
• Did you create or assume new responsibilities?
• Did you receive any rewards or special recognition? What were the circumstances?
• Did you get a promotion?
• Did you receive any compliments from customers, co-workers or vendors with whom you worked?
By Lydia Fernandes
“Nothing great in the world has been accomplished without passion.” – Georg Wilhelm Friedrick Hagel, German philosopher
Several years ago, I taught a co-operative education class for internationally-trained professionals. Of all the lessons and exercises I delivered over the course of the program, the unit on self-assessment was consistently the most pivotal. Why? Because every step thereafter in the course depended on the students’ abilities to tie in that self-knowledge with their career marketing tools. Without that, everything else would be in vain.
Typically, the unit on self-assessment focused on identifying skills and attributes using a word bank as a guide. Students then shared specific examples of where those skills and attributes were evident in their past work history. Those examples included specific accomplishments and/or feedback they received from managers, co-workers and customers. Most students had never engaged in this type of introspective work in their country of origin. In many cases, they pursued a line of work because they were channelled in that direction by family. The need for self-assessment never really existed from a career perspective.
Being able to identify and describe your skills and attributes is important, but it is only one piece of the larger puzzle. Like knowing your duties and responsibilities in a particular job, they are fast becoming the bare minimum of self-knowledge for those who want to stay competitive in the labour market. In a world where competition is fierce and career-life satisfaction is dwindling, a higher degree of self-awareness is no longer an option. It is a necessity.
If you have completed a skills and attributes inventory in the past, I would encourage you to now dig a little deeper into self-awareness and begin exploring the inner forces that drive you. In personal branding, we commonly refer to these forces as our values and passions. Your values are your guiding principles and your passions are those things that bring you a sense of energy when you engage in them or even think about them. By uncovering them, you can make knowledgeable decisions about your career direction, feel better about the choices you make in the career-life continuum, and can communicate your value with greater certainty and enthusiasm to potential employers.
By identifying the things that ignite you, you can take your job search and career management to a whole new playing field. You can create a compelling story that will captivate employers and interviewers by weaving your passions into your résumé, cover letter, job interview and “elevator pitch”. Alaina Love, co-author of “The Purpose Linked Organization: How Passionate Leaders Inspire Winning Teams and Great Results” says this about passions:
“In my former years as an HR executive, I interviewed thousands of job candidates. Individuals who were both skilled and passionate about the work and the organization consistently impressed me. Their enthusiasm was infectious, so much so that at times I felt compelled to hire individuals and then later find the right position for them. They were just too good to let slip by.”
So how you can begin uncovering your passions? Here are three questions to get your thoughts flowing:
1. What is the one thing that you can talk about over and over again that puts a smile on your face every time?
2. What section in a bookstore or magazine stand would someone find you in?
3. If you started your charity, what would be your cause? Why?
By consciously taking the time to get to know yourself, you can create stronger links between yourself and the labour market, and breathe deeper meaning into the type of work you do. You will get one step closer to feeling a sense of purpose and will be able to communicate your business impact to an employer with greater relevance and confidence.
Source: Business Week, September 29, 2009 – Job Hunting, Follow Your Passions
Career Assessment Benefits and Career Focus
By Susan Guarneri
The Internet is teeming with career assessments and links to articles and websites dealing with career assessments. In fact, a Google search of the term “career assessment” yields more than one million hits!