Free Upcoming Events & Guest Speakers What To Do First Employment Resources Resume Tips Interview Tips

Calvary Employment Support Group

The Calvary Employment Support Group is designed to give those who are searching for employment a Christian environment of support and guidance to improve the search, networking, resume and interviewing skills of our attendees through the expert advice of our members and the networking and advice of all attending.

The group meets Thursday mornings at Calvary United Methodist Church from 9 to 10:30 in Room 121. We begin with prayer and then a roundtable discussion on each person’s situation. We are open to everyone, you do not have to be a member of our church to participate. You may contact Rodger Findiesen: rfindiesen@calumc.org with any questions.

“The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks, and then starting on the first one.” – Mark Twain

We can help you get started to find and land the job you want!

---

Free Upcoming Events and Guest Speakers

Anne Arundel Workshop Development <Workshop Schedule>

DLLR's Division of Workforce Development and Adult Learning <Upcoming Job Fairs>

<return to top>

---

What To Do When You First Loose Your Job

This is a life-changing event where one goes through many of the stages of grief. Taking positive action is instrumental in helping your physical and spiritual needs. Calvary’s Stephen Ministry may be helpful if depression is hindering you.

Of course you must do some financial calculations and take care of all of the necessary conditions of life – health insurance, paying the mortgage, etc. This varies depending on any severance you may have, if someone else in the household is working, and how much you have in savings. You need to feel at peace that for a certain period you are going to be able to care for your family's needs.

How Most People GET HIRED:

• Networking: Shhhhh, it's a secret nobody wants to admit... they knew someone who recommended them. Who do you know?

  Everyone you know needs to know that you are looking for employment, what that work is, and what education, experience, skills, and most importatly success stories from prvious employment that you can offer to your next employer. As you speak to everyone, ask if they know someone who might be able to give you further advice and ask them to introduce you to the next person in your growing network. Eventually you will be talking to someone who can get you inside - that recommendation that will get you hired. You are five people away, starting with someone you know well, from shaking the hand of the President. So how far could you be from shaking your next employer's hand?

• Perseverance: Employment groups can help you look for work by offering networking, resources and skills to better use your time effectively, as well as holding you accountable and lifting your self esteem to help you persevere. There are lots of no thank you's on the road to welcome aboard.
• Volunteer: We all need to feel useful and needed and you will find by helping others, you help yourself even more. This will lift your spirits which will improve your networking and interviewing persona. Grace is the answer to life. If you want God's help, prayer, church attendance, Bible sutdy, and service to others will help.
• Exercise:Maintain or increase your physical exercise (gym, yard work, house cleaning).You will feel better about yourself if you are fit and getting something done.
• Get Organized: Suggested order of to do's
  • List your education and in particular, recent enhancements to improve skills
  • List your accomplishments - these will go on your resume as well
  • List your employment history
  • List what you are really good at to focus on what you want to do and do well
  • Check out our Employment Resources/Resume Tips and Interview Tips
  • Write a resume to bring with you, and expect to modify it as you learn more
  • Start networking NOW!
  • Attend Job Clubs and similar gathering to network and gain further ideas

<return to top>

 

---

Resumes

A resume is a snapshot of what you have to offer an organization. It is an individualized document and represents how you are packaging your experience and background to a potential employer. Typically an employer views a resume for about 15-20 seconds. Consequently, your resume should be attractive, concise, easy to read, and error free.

Start with a self assessment:

• What are your goals/targets?

• How can you connect your experience to your goals?

• Take an inventory of your strengths, skills, and values.

Begin with a 3-4 sentence summary. Use key words of the profession which were used in the job description, then the specific job you are looking for. Follow this with your accomplishments (7 to 10 bullets) and their worth in additional revenue or percentage of increase to the business. This is where you can stand out above the rest and show your value to your next employer. Follow this with your job history, education and honors. Be sure if submitting online that your resume is electronically friendly. (MAKE = Metrics, Accomplishments, Key Words, Electronically friendly). If this is an initial mail in be concise enough that it fits on one page.

Overall look:

A resume should have a clean, readable, and easy to follow format and look balanced on the page.  It should be laser printed on neutral-colored, resume paper (typically cotton or linen bond).  Avoid “gimmicks,” such as textured or graphic-laden paper stock.

Resume styles:

There are a number of resume types. Most people use a chronological resume, which presents your experience in reverse chronological order. This is the preferred format with employers. A functional resume groups accomplishments using skill categories (management experience, communications experience, technical expertise, etc.) rather than using separate job entries. However, some people use functional resumes to hide gaps, which is why functional resumes tend to be viewed with suspicion. One way to address that is to use a combination of chronological and functional - showing skill categories but also including a brief work history rather than just a functional approach. This type of resume is typically used in career transitions to emphasize transferable skills. Employer information also is included in a resume after the skill areas and accomplishments are enumerated. As with all resumes, bulk the most important information toward the top of the resume when choosing a functional format.

Follow the below links for additional information and examples of functional and combination resumes.

Career Planning
Functional Resumes

<return to top>

---

Interview Tips

Interview questions you may encounter
Interview Preparation
Behavioral Interviews
Telephone Interviews

Interview Questions You May Encounter

1. Describe your management background and organizational skills as they pertain to this position?
2. Tell us why your background and experience qualifies you specifically for this job?
3. Be specific as to how your have been a good written and oral communicator in your previous positions.
4. What training and education do you have that would qualify you for this position? Have you kept abreast of recent changes in our industry? How?
5. What specifically have you accomplished for your previous employers that would make you an asset for us? Can you quantify this into monetary value or percentage amounts?
6. Have you had to make crucial decisions? What were they, how did you come to the decision and how did it turn out?
7. Describe your leadership, interpersonal and people management abilities and how they would be beneficial for us? What are your primary leadership principles?
8. How would your previous employer describe you?
9. How would those who worked with you and those who worked under you describe you?
10. What are your greatest strengths? Weaknesses? What are you doing to increase your skills and improve yourself?
11. What are your expectations for salary and benefits (vacation/health care/etc..)?
12. Do you have any questions for us?

Suggestion: In the course of your research before the interview or during the interview you may find you have something in common with the interviewer. Try to talk a little about this to establish a relationship with the interviewer early in the interview. This can relieve a good deal of tension and make the interviewer an ally and sympathetic to you.

Remember: You are selling yourself…..why would you hire you? Ask for God's help before the interview.

Interview Preparation

Recruiters spend a significant part of their day interviewing accounting and finance professionals, and understand that most people approach the process with a combination of excitement and nervousness. Here are some tips that will help you with your upcoming interview:

First Things First

1. Visit the company's website prior to the interview. Be prepared to ask one or two positive questions about the organization (they'll appreciate that you took the initiative to look into them).
2. Make sure that you have the exact street address, including suite number, and the phone number for the person with whom you are scheduled to interview. If you find that you have arrived very early for the interview, don't announce yourself to the receptionist until 5 minutes before the interview. Employers will consider a very early arrival to be just as rude as arriving late.
3. Bring extra copies of your resume and references so that you can fill out any application they provide timely and thoroughly. Complete every section, although the information may be duplicated by your resume. Employers will consider shortcuts (i.e. “see resume”) and the time taken to complete your application as a reflection of your work style. Never misrepresent or falsify information.

The Day Of

1. Dress professionally, neatly, and conservatively – in a suit.
2. Remember that your first opportunity to make a good impression starts with the receptionist, as his/her input could go a long way with the company. Refrain from taking or making any personal calls once you have approached the receptionist.
3. Give a firm, positive handshake at the beginning and end of the interview. Remember to smile and be upbeat. Be relaxed and natural, show energy and enthusiasm, and make eye contact. Companies want to hire and work with positive people.
4. Avoid anything that might offend the interviewer – jokes, profanity or negative comments are inappropriate.
5. If they offer a drink or other refreshment, it’s best to decline. Eating/drinking will distract you from listening to them and increases the risk of problems (spilling something, talking with your mouth full, etc.).

During the Interview

1. When answering their questions, err on the side of being concise rather than lengthy. If they don’t ask follow up questions, you’ll know that you’ve said enough.
2. When asked about why you left previous positions, focus on what was attractive about the next position that you took. Avoid complaining about prior bosses or prior employers.
3. When talking about your experience, naturally drop a few technical buzzwords into the conversation. Even if they aren’t familiar with all of them, it will give them a sense of your level of expertise.
4. Avoid trying to tell them everything that you’ve done and every skill you have in one long monologue. Let it come out naturally during the conversation.
5. Be prepared to talk about your strengths and have several to talk about. If they ask about weaknesses, give them only one and make it something that:
   • You have overcome: “I lacked supervisory experience, but I gained that in my last position.”
   • Is really positive: “I work too hard,” “Sometimes I set expectations too high for the people who report to me.”
   • Or, is irrelevant to the position: “I haven’t had anytreasury experience,” when the position is in budgeting and forecasting.
6. They are likely to ask if you have any questions. In a first interview, your questions should focus on them and their needs. Examples include:
   • “Tell me about the company and its current strategy.”
   • “Tell me about the ideal background and experience you hope to find in the person you hire.” Then respond with how you fit what they’ve just said.
   • “What will be the top priorities for the person you hire?”
   • “What personal characteristics will be important for someone to be successful in this position?” Again, respond with how you fit them.
7. Elaborate more on just the tasks and functions for which you’ve had responsibility. Tell them what you’ve achieved (processes improved, errors eliminated, savings identified) and be as specific as possible.
8. If you have weaknesses in your background (e.g. short tenure, employment gaps, involuntary terminations, lack of degree or credentials), don’t raise the topic. The interviewer may not consider it important.
9. If the interviewer does ask about a weakness in your background, be prepared. Address their concerns as briefly as possible, before turning the discussion to positive aspects of your background. The longer you spend talking about it, the longer they will spend thinking about it.
10. Try to avoid discussions about compensation during the first interview. If they ask what you’re looking for, tell them that you’d rather focus on whether there’s a good fit for both of you and that you’re confident that, if there is, mutually acceptable compensation will be worked out later.
11. At the close of the interview, let them know that you’re interested in pursuing the position. Say things such as "I’m very interested in this opportunity. I hope we can talk further", or "From what you’ve told me, I’d like this job." Even if you are uncertain, express positive interest. You can always say “no” at the very end of the process, but if you say “no” or show a lack of interest early in the process, there’s rarely a chance to change your mind later. Be sure to ask what the next step is. This draws the interview to a close and ensures everyone is on the same page moving forward.
12. Within 48 hours, send a brief thank you (by email is acceptable) to each person with whom you interviewed to thank them for their time and reinforce your interest in the position. Use spell check to be sure you’ve used correct grammar and spelling before sending.

Behavioral Interviews

The big interview has arrived, are you prepared for what lies ahead? Will you know what the employer is looking for? Behavioral interviews are a targeted selection technique that is utilized by graduate recruiters. The vast majority of graduate employers make use of behavioral based questioning during the interview. This new and creative technique was designed under the assumption that past behavior qualities are the best predictor of future behavior character. An employer will quickly identify what skills and qualities you possess through behavioral interview questions. These skills and qualities are often referred to as competencies, dimensions, and problem solving abilities and can be discovered by asking detailed questions about your thoughts, feelings and actions in past situations. This will assist the employer in determining whether or not you possess the qualities they are seeking. Ultimately, employers are in search of transferable skills.

Behavioral interview questions can be described as questions that are searching for past experiences in which you encountered potential conflict in an environment, how you dealt with the situation, and what the final outcome was. The response and strong answer to these questions are based upon accurate outlining of the context, actions and derived results of the circumstances. To answer these questions correctly you must remind yourself of experiences that can be drawn upon from your previous full-time and part-time employment, volunteer work, professional encounters, University or academic encounters, extra curricular activities and life experiences.

Now that you understand why behavioral questions are asked and what your responses and answers are to be based upon, it is time to learn how to become and remain prepared for your interview. In order to effectively prepare for the interview you must uncover as much information as possible about the skills and qualities the employer is seeking for the position you have applied for. Secondly, tap your memory for stories that will precisely illustrate your skills and successes. Thirdly, think through each situation and remember who was involved and what role you played in the situation. Lastly and most importantly, "LISTEN" to the question being asked of you in order to successfully answer the question with detailed and appropriate responses that the employer is seeking.

What will the interviewer be looking for? There are many attributes and characteristics that an employer will be seeking from a potential candidate. Listed below are a few:

• Competency
• Superior Verbal Communication Skills
• Research Skills
• Flexibility and Adaptability
• Critical Thinking Skills
• Analytical Ability
• Problem Solving Techniques
• Teamwork
• Quick Learner
• Enthusiasm/Motivation
• Initiative
• Innovation
• Leadership Ability

All of these characteristics can be emulated when you have mastered the ability to effectively answer the behavioral interview questions.

Remember, be prepared, recall key situations and the role you played in the situation and listen to the question being asked.

One simple way of recalling keys to the appropriate answers is by being a "STAR".

• S – Situation
• T – Task
• A – Action
• R – Result

Once you have mastered the art of behavioral interviews, you will successfully acquire your dream job.

Interesting Career-Related Stats

*The Next Job Boom* New studies say everyone's out looking, especially people in occupations where work hours have extended into 60- and even 80-hour workweeks. The latest data says everyone's hiring, a new shift to a loosening job market. Here's what workers (and their bosses) need to know: The U.S. has the lowest ratio of engineering and science degrees (5.7) compared to 11 other countries (6.4 - 13.0). To fill gaps, foreign students who graduate with advanced and post-graduate degrees in these fields, remain in the U.S. to live and work. However, in the wake of 9-11 there has been increasing red tape that is driving top foreign students and university staff researchers away from the U.S., leaving a potential skills gap in science and engineering fields. In the meantime, global competition for top foreign students has intensified. Universities in other countries (especially Canada and European countries) are capitalizing on the problems with visas for foreign students in the U.S., and launching campaigns to lure foreign students.

<return to top>

---

Telephone Interviews: The 411

With busy schedules, centralized hiring departments and time management evaluation, some companies are moving toward telephone interviewing as the first step in assessing a candidate for potential hire.

We approximate that the typical phone interview lasts about an average of 30 minutes. Most interviewers have a set list of questions and general areas they cover, but they expect the interview to be a two-way conversation. Mainly, companies are looking to get an overview of the candidate’s experience as it relates to the position he/she is applying for, reasons for leaving past positions, what type of work the candidate is looking for, etc.

The phone interview is not just for the company’s benefit. It saves time for the company and the candidate, especially if the candidate is working, as it can be hard to get away from the office during business hours. In addition, this is a good opportunity for the candidate to learn more about the company and the position before investing more time.

Once you have arranged the interview, prepare for it like you would any other interview. Do your research on the company, have your resume in front of you for quick reference, be professional and pay attention. An HR client tells us that the most common mistake people make is, “They get too comfortable. In fact, I have been put on hold during an interview so that a candidate could answer call waiting. I would highly recommend refraining from taking any other calls during a telephone interview.” Candidates may assume the interview will not be as in-depth because it’s a telephone interview and will tend not to take it as seriously. This is a big mistake because, as the first interview, the phone conversation will determine whether or not the hiring process will move to the next step and bring the candidate in for an in-person interview.”

We asked or HR client, “What can you learn about the candidate during the phone call that is not explicitly asked (e.g., communication skills, confidence, initiative)?” She responded, “Through a phone conversation, I get an idea of the candidate’s level of professionalism, attitude, interpersonal and communication skills.”

Lastly, in order to have a successful phone interview, what advice would interviewers give? Be prepared, be professional, pay attention, and most importantly, have a happy, pleasant voice!

Statistics

• Interviewers find that morning tends to be the best time for a telephone interview.
• About 72% of phone interviewees are subsequently scheduled for an in-person interview.
• Typically, people conduct their phone interviews on their cellular phone.

Tips

• Just like any interview, research the company, products, revenues, and other pertinent industry information.
• Make sure the environment at your home or office is clear of other people and extraneous noise, such as radios, TVs, pets, etc.
• Have your resume in front of you for quick reference.
• Prepare a list of accomplishments for each of your positions prior to starting the call. Know what you are going to want to highlight.
• Be on time and don’t get held up in another call when you are expecting the interview call.
• Use a happy, pleasant phone voice!
• Thank the caller for his or her time and say that you are interested in the opportunity. If the interviewer has not asked you about your schedule or availability, it is a good idea to ask, “What would the next step be in the process?”
• Confirm information. If you don’t already have it, be sure to askfor the interviewer’s exact title and name spelling, along with a street or email address, so that you can send a thank you.

<return to top>

---

Employment Resources

Finding your next job/career is a full time job-with the above system you can measure your productivity-and do enough to be productive.

1. John Nicodemus, our primary expert and author says that job seekers should judge their week on a point system, striving to get at least four points per day: Get 1/4 point for sending out a resume (8 of these don't equal an appointment). Notice how heavily this is weighted towards networking.

• Get 1/4 point for sending out a resume.
• 1 point for having a personal phone call
• 2 points if you make an appointment
• 3 points if you have an appointment
2. Maryland Workforce Exchange
   Job seekers and companies can create individual online accounts at the Maryland Workforce Exchange website to search for job opportunities or advertise company job announcements to gain maximum exposure of individual resume qualifications and job recruitment needs. The Maryland Workforce Exchange provides website information in Spanish
   
   Check out the recent expansion of MWE.  It brings together job search websites, employer websites and every job posing in Maryland in one place... 80,000 presently open and active real-time jobs across our state.
   https://maryland.geosolinc.com/
   http://www.dllr.state.md.us/poac/
   http://www.indeed.com/


3. Anne Arundel Workforce Development Corporation (AAWDC)
   Workshops for job search skills (resumes, interviewing, computer skills, etc.).   Workshops are held at the Glen Burnie One-Stop Career Center located at 7480 Baltimore-Annapolis Blvd, Suite 100 (410-424-3240), or at Arundel Mills(410-777-1845).
   
   This should be your first stop to get organized and moving productively. This non profit agency, which is under AA County oversight, was created to help the unemployed find work under the title Maryland One Stop Career Centers.  They have counselors and an internet database (Maryland Workforce Exchange).  They also have a Job Center (410-269-4429) at 80 West Street in Annapolis not a mile from Calvary UMC.  After you leave our meeting - go there!


4. Maryland Professional Outplacement Assistance Center (POAC)
   7161 Columbia Gateway Drive, Columbia, MD
   410-290-2630


5. Employment Forum of Annapolis & Anne Arundel County
   Join this LinkedIn group to connect with local job seekers and workforce resources. You can access resources, find a job club near you and more.


6. Workforce3 One <October Newsletter>
   Workforce3 One is an e-learning, knowledge sharing webspace that offers workforce professionals, employers, economic development, and education professionals a dynamic network featuring innovative workforce solutions. Online learning events, resource information, and tools help organizations learn how to develop strategies that enable individuals and businesses to be successful in the 21st century economy.


7. Where the Jobs Are
   The only comprehensive projection of hiring needs for critical occupations in the federal government. This edition is the third in an ongoing series produced by the Partnership for Public Service, covering fiscal years 2010 through 2012, and updating information in the 2005 and 2007 reports.


8. AARP Foundation Worksearch Website
   "Services to help older workers find meaningful employment".   The Worksearch site is a customized online system the helps qualified individuals who are 40 years and older to assess their skills, match to careers, and link to training and job openings.
   
   Helpful job tips and resources for individuals 50+ and a web link titled "FIND A JOB" that allows you to "Search full-time, part-time, and flex-time jobs from age-friendly employers.


9. SCORE
   Score is an organization of retired and current business executives that help small business or those considering starting a small business. Ray Robertson is a member of our church and one of the counselors rayandleah@verizon.net.


10. Success Hawk
    A Software organizational tool for your job search. List yourself on Craig's List! See how one of our members has done this by going to posting ID: 1684901113


11. John Nicodemus is both coach and business advisor who has been of enormous help to many of our job seekers. John has recently authored "So Do You Want A Job Or What".


12. Beth Monroe, Justin Bradley- resources for financial professionals. mbm@justinbradley.com


13. Linda Zahn of the Greater Severna Park Chamber of Commerce, info@severnaparkchamber.com. The Chamber sponsors numerous networking opportunities.


14. Corporate Brokers place technical people in jobs (www.corporatebrokers.com) and Shane Ireland is the contact, shane@corporatebrokers.com.


15. Peter McMillan acts as a coach and advisor pmcmill@aol.com


16. Tony Caruso can help with cover letters, resumes and networking skills TCaruso333@verizon.net.


17. Mike Peduto can help with Federal Applications mpeduto@stevton.com.


18. David Doss helps with jobs in the Intelligence Community ddoss@comcast.net.


19. www.quintcareers.com is a good general website recommended by Barbara Zinck


20. Diane Jackson, Division of Consumer and Community Affairs at the Federal Reserve Board. Helps and has information on consumer credit issues Diane.jackson@frb.gov.


21. Glen Tudor is in charge of hiring engineers and architects at the US Naval Academy tudor@usna.edu.


22. Ten New Rules For Today's Job Hunt


23. 15 Essential Tips For Job Success



24. Constituent Services
    State House, Annapolis, MD 21401 - 1925
    (410) 974-3591; fax: (410) 974-3275
    e-mail: Constituent Services
    
    This State of Maryland office handles all information and assistance on a wide range of family, health, and fiscal services to the public. This call center takes calls in English and Spanish from constituents in 23 Maryland Counties and Baltimore City on many human services issues involving the financial and physical well being of the public.

25. Anne Arundel Co. Emergency Resource Directory
    Contact AA County Emergency Resource Directory with pressing problems of all kinds.

26. Seven Little-Known Reasons You're Not Getting Hired

    If you're job hunting you're surely aware of the most egregious and common no-nos: showing up for the interview ten minutes late; answering your phone during the interview; handing over a resume riddled with typos; using a silly-sounding E-mail address; failing to demonstrate you've researched the employer; bad-mouthing your last boss; neglecting to follow up. You're not doing any of that, are you? Of course not.
    
    But you may not have considered some of the less-discussed, under-the-radar issues. Give this list a look and ask yourself, "Do any of these sound like me?"

    1. You have unreasonable expectations. Everybody wants the perfect job. But if your criteria are too high, if you're being too demanding, you may well remain unemployed. Nobody wants to be told to compromise, but the fact is that much of life involves just that, at least temporarily. Analyze your wants and needs. Which are must haves? Which are negotiable? Which can be put on hold?
    
    2. You're relying too much on one search technique. Maybe you are only applying online, or only networking, or only using employment agencies, or only approaching companies that you know are hiring. Don't limit yourself to just one job-search method. Try them all. Cast a wide net, continue to build your connections, get creative.
    
    3. You use the word "I" too often in your cover letter. The most effective way to endear yourself to potential employers is to put the focus more on them than on you. Show you've done your homework and understand what your target companies are seeking. Then tell them how you can fill those needs.
    
    4. You are not demonstrating long-term potential. We get caught up in the moment. We need a job now. But employers, the good ones at least, tend to think long term. They want to know not only how you will contribute today but in the future, too. That "Where do you see yourself in five years?" question is not just for drill. They really want to know.
    
    5. You are unknowingly repeating mistakes. After interviews, are you taking the time to review and analyze them? Many times the reason you don't get a job is beyond your control, and, in fact, has nothing to do with you, but not always. Trying to understand why the answer was "No" may help you to fine tune your approach.
    
    6. You have not rehearsed. You may hesitate to rehearse answers to the most common questions. You don't want to sound canned. You want to be yourself. But consider the benefits of creating great answers to those questions you hear the most--short, vivid, three-sentence answers brimming with examples and facts--and practicing them until you can speak with conviction and confidence.
    
    7. You put your job search on hold while waiting to hear back. Don't we all fall into this trap at one time or another? You've had a super couple of interviews with your dream employer. You just know you're going to get "the call" any day now. You think, I'm going to hold off until I hear back; after all, I deserve a little break. Well, no doubt you do deserve a little break--but don't. Keep on networking, applying, interviewing, and researching until you have a firm job offer in hand.

    Looking for work is an enormous project. In many ways it's more difficult, and takes more energy, than even the most demanding job. So, in the midst of it all, find a way to nurture yourself. Keep on fine tuning and strengthening your approach. And hang in there.

    Karen Burns is the author of the illustrated career advice book The Amazing Adventures of Working Girl: Real-Life Career Advice You Can Actually Use, recently released by Running Press. She blogs at www.karenburnsworkinggirl.com.

    Please remember, that while there is a lot of information on the web, the objective is to make a personal connection (networking), which is the most likely way to land employment. All of those named above have offered to help members in our group freely for some initial level of advice, however Calvary UMC can not and does not endorse any individual or business.

<return to top>