The Career Foundation

4 Changes You Can Make When Feeling Down in Your Job Search

August 27, 2018 By The Career Foundation

Job searching is one of the most stressful parts of life, especially when you’re not having any luck. Below are four key recommendations from The Career Foundation’s career counsellors on how you can take your unsuccessful job search by the horns and start making progress.

1.) Be Self-Aware

You need to be realistic about your skillset, as well as what your actual potential in the current job market is. According to our counsellors, one of the most common problems they encounter is tunnel vision. Job seekers struggling to find work might be picky and only apply to jobs in a specific field. It might be painful at first, but examining your own qualifications and the job market, itself, is vital to your success!

If you don’t have much experience in a given field, the chances of getting a job in said field are extremely slim at best. If you do have a lot of experience but most or all of it took place outside of the country where you’re applying, it’s unlikely that you’ll get the job you want off the bat. And even if you do have enough domestic experience, the number of available jobs in many specialized fields fluctuates.

It comes down to: if you really need a job, don’t set your sights on just one! Every opportunity should be treated as a positive opportunity. Your ambitions are important, and you’ll get there with time. Broaden your horizons and be open-minded.

2.) Be Willing to Change

It will almost always be necessary to adapt somehow to an employer’s needs. That isn’t to say that you need to overhaul your entire personality — if that’s the case, then the job isn’t right for you — but be willing to change your personal or work habits in order to better serve them. In job interviews, employers will be reassured knowing you’re not set in your ways. Emphasize that you’re always grateful for constructive criticism and always eager to improve.

It’s not enough to ‘talk the talk,’ either. Once you get a job, a huge part of being retained is taking constructive criticism well and making subsequent changes to yourself and your work. Don’t let criticism deter you or throw you off, and don’t take it personally. Accept that you’re not perfect and listen thoroughly to what employers say and suggest: they’ll appreciate knowing you’re someone who can maturely take and respond to criticism.

3.) Put in the Effort — A Lot of It

It seems obvious, but a job won’t just fall into your lap. Clicking ‘Apply’ on as many postings as you can and hoping for the best is not effective if you actually want results. Creating a persuasive, viable application takes both effort and time. The age-old tips for applying to jobs are true: research the company, read the job posting thoroughly, and tailor your résumé and cover letter with key words from the posting and experiences or skills that are specifically related to the job. It may seem like a labourious process when you’re applying to multiple jobs in a row, but employers will value your effort.

Counsellors also recommend branching out from broad, general job boards like Indeed. While they may be simpler to use and appear to have more postings, industry-specific jobs boards will have postings that are much more related to your search if you want a specialized job. Looking for work in a non-profit? Try Charity Village. Maybe media is more your thing? Try Mediabistro. You can keep looking on Indeed, but make sure you’re actively searching on industry-specific boards and company sites as well.

4.) Learn to Accept Failure

Counsellors often see job seekers who “shut down” as soon as anything negative happens during their search — it could be a bad interview, a typo in a cover letter, or anything in between. If someone has a bad experience interviewing for a finance position, they may lose confidence or become angry and not look as hard or even give up their search for finance jobs out of fear, frustration or even embarrassment. Don’t let that be you.

Failure is just par for the course during the job hunt. You may not want to fail; however, you should become more comfortable with the idea of failure. It might feel difficult, but all failures lead to learning experiences. Stay positive and keep motivated. The best is yet to come!

Blythe Hunter is the Participant Services Representative with The Career Foundation’s Completing the Circle-Mississauga Program.

Career Spotlight: Zoologist

July 23, 2018 By The Career Foundation

Dr. Rebecca Dannock, 29, Project Manager at Elephants for Africa (Makgadikgadi Pans National Park, Botswana)

When I was 13, I travelled to Botswana and was exposed to various careers in conservation and tourism. I also learned a lot about the many challenges wildlife face in Africa, including climate change and conflict with humans. I knew I wanted to help, and my passion for animals certainly made my career choice a lot easier.

Fast-forward a few years: I pursued a Bachelor of Science and spent an additional year completing a research project to achieve an honours degree in zoology. After that, I pursued my PhD while observing the behaviour of wildebeest in Etosha National Park, Namibia, which allowed me to hone my skills in research, project management and bush-living.

As a project manager I oversee all of Elephants for Africa‘s work in Botswana, including our community projects where we work alongside farmers to help them mitigate or prevent crop raiding by elephants; our education work where we lead and instruct environmental clubs at local primary schools; and our research that has been developed to understand the ecology of elephants in the area. We then use our findings to reduce human-elephant conflict.

I think the important thing to remember is that very few conservation jobs are 100% research-based. Most require you to either manage people, oversee a research camp, or apply for funding. In my case, it’s all the above. It’s also important to make sure you can live the lifestyle. Often you are in remote areas with a small team and in basic living conditions (living in a tent, limited power and outdoor showers), so be prepared to make some sacrifices if you want to live in the field!

How to Start

Studying and working with the animal kingdom typically requires an undergraduate and/or graduate degree in zoology or biology. A zoologist can study a broad range of organisms – from tiny insects to giant mammals – and can specialize in many areas including animal behaviour, developmental biology, taxonomy, physiology or anatomy. A love for animals is a must, as is a passion for research, wildlife conservation and working outdoors.

Students of zoology will investigate the relationships between animals and their environment, learn how to analyze data and evaluate specimens, and prepare scientific papers that report on experimental results. Some zoos and animal care facilities offer volunteer programs, which are good starting points for aspiring zoologists.

Where You Can Go

Zoologists commonly work outdoors observing animals; however, they can also feel equally at home in an office or laboratory setting. For example, some zoologists work with government departments, research institutes, environmental firms and non-profit organizations to assist in conservation and endangered species management. Some dedicate their lives to preparing or writing scientific research papers or textbooks, and others may work at zoos as zookeepers, curators or directors.

The Basics: Zoologist

$40,695: Median salary for an entry-level zoologist. According to Zoologist Salary Canada, professionals with several years of experience can earn upwards of $78,500 per year.

+5%: Projected rate of job growth over the next eight years.

(Data for this feature was provided by onetonline.org and eco.ca.)

Kyle Reynolds is an Administrative & Quality Assurance Specialist with The Career Foundation.

6 Mistakes to Avoid When Helping Clients

July 9, 2018 By The Career Foundation

Imagine you have an issue and you decide to share your problem with a friend. How would you feel if the friend responded with any of comments below?

“Let me tell you exactly what you need to do.”
“That has happened to me and I did ________ to solve the problem.”
“Tomorrow will be a better day.”
“Everything happens for a reason.”
“You are not given more than you can handle.”
“Think of this as a learning opportunity.”
“Have you considered doing _______”
“There must be a lesson here for you.”

The list above includes a few examples of common mistakes that people in the helping profession use. At first glance, these responses appear to be helpful and are used when there is a problem to be solved. However, these comments don’t invite further conversation but rather discourage communication. The best approach is a collaborative one: helping the client define their problems and goals and assisting them in finding ways to solve problems and achieve goals.

According to Chang, Scott & Decker (2013), here are the 6 common mistakes professionals make when developing working relationships with clients.

Offering Advice

Offering advice is only appropriate once you fully understand the client, situation, and the challenges faced by the client. You should know the individual’s short- and long-term goals. Otherwise, offering advice prematurely “reinforces the practitioner as the authority and expert instead of demonstrating the belief that the client is able to solve problems and is the expert on his/her situation” (Chang, et.al. pp. 99).

Being Too Reassuring

Reassurance is not an appropriate response to someone’s concern. Saying “it will be OK” is not based in reality – unless you know for certain that it will be OK. Reassurance is offered to reduce someone’s pain. But the pain a client feels can also motivate them to solve the problem. Downplaying someone’s pain can make them feel misunderstood or disrespected. Comments such as, “Don’t worry!” are also ineffective as they minimize an individual’s concerns.

Offering Excuses

Offering excuses for a client’s situation may indicate understanding, but it doesn’t motivate a client to look for ways to solve the problem. It’s more productive to help the client set goals and find ways to achieve those goals.

Asking Leading Questions

Unless the client and helping professional have established clear goals, asking leading questions is like offering advice. The advice is embedded in the question, “Have you considered speaking in a calm voice to your child?” Leading questions do not lead to the client feeling a sense of empowerment (aka the Eureka effect), which should be one of the principal goals.

Dominating through Teaching

Communicating in a dominating way can create numerous detrimental reactions from the client. The client may feel ashamed, rebellious, defensive or argumentative. Teaching in a dominating or pushy way can appear as though there is only one correct solution. It does not stimulate the client to think for themselves and to search for their own solutions (Chang, et. al. pp.100).

Interrogating

Asking a client one question after another makes clients feel as though they are being interrogated. Helping professionals just starting in their careers tend to ask too many questions rather than listening and expressing empathy. “Why” questions can be problematic as they can be viewed as judgmental.

I found this information valuable, not only for professionals but for lay people as well. Regardless of who you are or what field you’re in, I believe these concepts can be applied to any and all relationships whether they are friends, family, colleagues, customers or clients. Next time you’re meeting with someone, try out some of these ideas and observe how it changes the conversation!

Reference:

Chang, Scott & Decker (2013), Developing Helping Skills: A Step by Step Approach to Competency. Belmont, CA. Brooks/Cole, Cengage Learning.

Irma LeBlanc is a Business Development Specialist with The Career Foundation’s Canada-Ontario Job Grant (COJG) Program.

4 Lessons on Attaining and Retaining Employment – As Taught by Indiana Jones

June 12, 2018 By The Career Foundation

To mark the 37^th anniversary since the release of Lucasfilm’s cinematic opus, Raiders of The Lost Ark, we decided to look at the significantly pertinent, if unrealized, career advice that the good Doctor Henry Walton “Indiana” Jones Junior offered us. We’ve broken these teachings into four easy categories … But you’d still be well-advised to watch the movie!

1.) The Right Education and Training

Career dreams don’t work unless you do, and before any idea can be put into motion, a plan must be made. Part of any job search plan is researching the credentials and education needed for any said profession. Indiana Jones could not have become an archaeologist without post-secondary training. He not only studied archeology, but he chose his institution precisely; attending the University of Chicago where he would eventually be mentored by Abner Ravenwood. Aside from dating, then dumping, then rescuing (over five times by my count), then marrying Ravenwood’s daughter, Indiana learned from the best. This was not only a wise move in terms of where he studied, but the networking contacts he met there.

2.) Match Your Vocation and Passion to the Current Labour Market

Indiana’s father was also an archaeologist. It was a shared family passion. That was perhaps all the self-assessment needed. Keep in mind, however, that the first Indiana Jones movie took place in 1936. This was the era of The Great Depression. Working as an archeologist would have been neither gainful nor full-time. Thus, Indiana adapted what he learned and loved to also become a part-time professor at Marshall College. While this was not what he really wanted to do, he adapted his passion and vocation to the current labour market – rather than expecting the labour market to adapt to him.

3.) Dress Correctly and Adapt as Needed

It was the 1930s and even in the middle of an economic sandstorm, people generally dressed as formally as they could. As a professor, Dr. Jones wore a proper suit. As the swashbuckling archeologist in the field he dressed down; however, he was still adaptable in that he could easily respond to changing weather conditions, formal encounters with dignitaries, tarantulas, and a lot of dust and sand. And that hat is, well, legendary!

4.) The Right Temperament is What Employers Need

A paralyzing fear of snakes aside, Indiana made it work. The snakes are worth mentioning because Indiana (despite his fear of said reptiles) never let that part of the job prevent him from working and doing what needed to be done. The lesson here is simple: no job is perfect, but you need to adapt. The job doesn’t adapt to you.

No matter the position, many employers want similar characteristics in their employees. While brash at times, Indiana Jones was as equally as patient and perseverant. He was technically astute, while remaining both an independent and loyal team player. He was also never afraid to roll his sleeves up and get dirty (assuming he still had sleeves). Employers crave these qualities.

It’s also worth pointing out that perhaps the most heroic employability quality to the personality and appeal of Indiana Jones was his ability to innovate. Whether it was using a statue to go through a wall, cutting down the bridge he was standing on to get off said bridge, or using a rubber life raft to escape a crashing airplane, Indy was never afraid to take a risk by looking at things differently. The ability to accomplish goals by thinking outside the box (or in this case the Ark of the Covenant) is not only a key trait in being hired but staying hired and being promoted.

Last we saw him, Indiana was promoted at Marshall College to associate dean. For his lucky students (if they can keep up with him), valuable life and employability lessons would seem to be aplenty.

Jason Douglas Smith is a Training Application Coordinator with The Career Foundation, and has successfully directed clients in not only developing personalized job search strategy plans, but in circumnavigating the rigorous demands of applications for provincially-funded retraining. When not working, this self-professed Futurist can often be found reading, writing and barbecuing in his native Burlington.

5 Habits of Highly Effective Job Seekers

June 8, 2018 By The Career Foundation

When searching for the right job, you are competing against a sea of candidates. To set yourself apart from the competition, follow these five important habits.

Sell Yourself

Sell the employer on hiring you by being your own best sales representative. Oftentimes, we are taught not to boast about ourselves or our abilities. The job search is the one time when you can and should truly promote yourself.

Be convincing in the way that you present yourself and your skills. You can start by making a list of all skills, experiences, and certifications that you bring to the job.

Remember, the employer doesn’t know who you are and what you have accomplished. Be sure to share this information in a way that is relevant to your job role.

Be Visible

Show the company that you are interested in them through social media. A great way to do this is to promote the company and its activities through your own social media channels.

This includes the use of Instagram, LinkedIn, Twitter, and Facebook. It’s as simple as re-posting, sharing, or referencing a link to a corporate event, program, product, or news item on your channel(s).

You can even use a #hashtag that a company or organization is using through their social media. If they ‘like’ or ‘re-post’ your message, then this is a great sign that you are now visible to the company.

Even if you don’t receive a ‘like’ or ‘re-post’, rest assured that you’ll still remain on the company’s radar.

Make Friends

Network with the company through any opportunity available to the public.

Oftentimes, we don’t want to appear pushy when applying to a role. This often holds us back from reaching out to connections made, or from following up with an employer.

One effective way to connect with a company (without appearing too pushy) is to begin networking before receiving any offers. You could participate in events, conferences, seminars, launches, or other public avenues where the company is present.

Even if the company is sponsoring or exhibiting at a public event, it’s a good idea to introduce yourself. This will help you to build a relationship with individuals who work there.

When the right opportunity presents itself, reach out to your contact to let them know you’ve applied for a role. The personal connection will give you an advantage. It may even help you get selected sooner for an interview — or the job!

Know the Role

Know as much as you can about the job that you are applying for.

Knowing the role inside out means that you can effectively speak to the duties, responsibilities, and direction that has been outlined in the job description. Beyond this, you should begin to understand where the role fits within the company’s mission, vision and objectives.

Start by researching the company’s website, LinkedIn page, and any news related to the company. You can read any reviews available on the internet but be mindful that not all opinions online are reflective of company culture and work styles.

This is also a great time to learn more about your hiring manager and how your role fits within the objectives of their department or team. A simple LinkedIn search can tell you a lot about how your future manager leveraged their skills and experience towards the company’s goals and objectives.

Get Excited

Passion and enthusiasm should be expressed throughout the job search. Be sure to introduce yourself and share your passion for the role, the industry, and the services or products being offered by the company.

After your interview, reiterate your interest and enthusiasm in the work (if your feelings are genuine). This interest and enthusiasm should continue throughout any interviews, when you accept the offer, and into your role on the new job.

Follow these habits and you will become highly effective at your job search – and at securing the right role for your career!

Rohit Mehta is the Youth Job Connection Program Coordinator with The Career Foundation. He is passionate about helping people to reach their full potential through skill building, mentorship and professional development. Rohit enjoys giving back to his community by serving as a volunteer on charity boards and supporting fundraising events.

A Short Collection of the Silliest Career Moves I’ve Seen in the Last 15 Minutes (as Told by an Employment Specialist)

May 22, 2018 By The Career Foundation

Silliest Career Moves - Coffee spills from a mug that's been tipped over. Work papers, magazines and other paraphernalia are shown stained with coffee.

Of all the social service capacities, “Employment Services” feel like the mid-point where people from every walk of life and experience come together for a common purpose. As an Employment Specialist, I’m involved in assisting clients through a myriad of career-related options to enhance and develop their overall potential. This includes self-marketing activities like résumé and cover letter writing, to methods one can use to access the Hidden Job Market, as well as skills enhancement through retraining programs (e.g., Second Career). It affords me the privilege of meeting many fantastic people with as many far-ranging experiences. It also affords me a firsthand look at the disastrous – if sometimes comical – mistakes many job seekers make.

The following list, through tears of merriment and exasperation, was jotted down over a single 15-minute period as I assisted my colleagues in reviewing applications for a Hospitality Hiring Event.

Failure to read the job posting and/or tailor your application to it

For one, the hospitality sector is unrelated to hospitals and mechanical engineering. A strong job search requires the job seeker to read the details of a posting and tailor their application as closely as possible. Moreover, hospitals are very competitive work environments to enter. If your goal is to work in a hospital, one needs to know what hospitals generally expect. If you can’t see the difference between ‘hospitality’ and ‘hospital,’ you are wasting more than just your own time.

The same applies to engineering. Even if you’re an engineer looking to change career paths, a mechanical engineering résumé will not assist you in applying for work in hotels, restaurants, or tourism. For this, you need to craft a skills-based résumé to show that you have the transferrable skills to enter an industry in which you have little to no experience.

Refusal to consider logistics

A “willingness to relocate” is an attribute many employers will appreciate. However, the Hospitality Hiring Event I’m referencing was set to take place in less than a week’s time. If an event is taking place in Toronto and you live in Calgary, a conservative estimate puts the drive to Toronto at 33 continuous hours across 3,419 kilometres (and that’s with taking a route that crosses the American border). It’s certainly a much shorter flight, but is it really worth it – especially if you don’t end up getting a job offer?

For those applying outside of Canada, you need to factor in the visa requirements of working in Canada if you are neither a citizen nor a permanent resident. Has this been factored in, along with the cost of a flight, accommodations, food, and the duration of your travel? Unless plans to relocate are directly addressed in an applicant’s cover letter, the employer will likely assume that out-of-area applicants don’t actually know or understand what they’re applying for.

Questioning employer antics (or simply being rude)

We’ve probably all had that dream where we’re at school giving a speech or taking an exam on a subject that we know nothing about. It’s terrifying. However, with regards to job search the best advice is quite simple: if you don’t know why someone is calling you, play it safe and remain polite at all times. It’s fine to ask polite, proactive questions as needed. I was taken aback at the number of applicants I called who became hostile because I was calling them at school, at work, or while they were sleeping (it was around 10:30 a.m., for the record). This anger seemed exacerbated by those applicants who also had no idea why I was calling them, despite my simple straightforward introduction.

Hostility within a job search is wrong at every level! It’s not the employer’s responsibility to keep a record of your job search – that’s your responsibility. The world is small, and burning bridges anywhere is ill-advised. Remain courteous at all times and keep a list of all your applications, including the employer’s name and address, the position applied for, and the date of your submission.

Using the wrong name and/or wrong phone number on your résumé

Just don’t do that. Use your name on your résumé. If you have more than one name, you should make life easier for the employer (and you) by using the same name on your résumé and in your email address. The same philosophy applies for your phone number. This includes having a clear voicemail message with your name in it and no one else’s. Many companies, banks in particular, have strict privacy policies regarding messages left on voicemail that do not clearly state who the recipient is. A simple, clear, and friendly message with your name is the best policy for job seekers. This is a simple yet highly important rule to follow.

Lack of attention to detail, practicality, courtesy, and common sense seem to be an Achilles’ Heel for more than a few job seekers! However funny these mistakes seem, they are really and truly only fun to giggle at when you are employed. So take a breather, adapt to the best practices, and brightly move forward! You’ve got this (We hope…)!

Why Sector-Focused Career Fairs Are the Way of the Future

April 10, 2018 By The Career Foundation

The Problem:

The rudiments that comprise typical “career fairs” today include employment agencies, training institutions, product placement, and a large array of community organizations on display to share information, network, and boost their own branding. As such, the common career fair today is a letdown for both job seekers and the employers in attendance looking to hire. Job seekers arrive hoping to target a specific industry, not to buy wellness products or register for job search services; as it was likely their current provider who sent them. For employers, the prospective applicants are so varied in their skill sets and career trajectories, it would hardly seem worth their time and cost to attend.

There is no dedicated industry-specific event that aims to identify leading employers in specific, targeted sectors, and then connects them with the right type of skilled and knowledgeable workers to facilitate their future growth. Not yet, anyways.

The Solution:

We need to start leveraging like-minded, industry-specific companies and professionals. By targeting precise occupations, this will maximize the turnout of the most highly skilled professionals and facilitate more effective linkages between labour need and labour supply. In other words, maximizing an employer’s time by accessing a pool of the most qualified and skilled workers that an area/sector has available.

3 Ways We Make This Happen:

1.) By organizing and holding industry-specific career fairs, job developers and recruiters can target and then pre-screen applicants whose skill sets are the most appropriate. The promotion of industry-specific events is more easily and readily shared within job boards, professional associations, and other networks and online forums which are the most relevant for those professionals. This serves to bring in the ‘best of the best’ within each industry.

Job seekers have become overwhelmingly disappointed at “hiring events” that have everything but employers. An industry-specific event manages the expectations for both the employer and applicants by directly addressing who is hiring and what the positions are; lending to itself increased promotional value given the names of the employers and positions. With all of this comes a substantial decrease in the time often wasted when spent talking to professionals and job seekers outside of that industry. While with any event that is open to the public there are exceptions (like those hospital hopefuls who continually attend hospitality hiring events), employers at this type of industry-focused event can expect a sharper degree of defined and refined industry-relevant applicants.

2.) The best candidates are the most prepared. Career fairs that focus on a singular labour pool allow keener professionals to develop clear-cut strategies to demonstrate their skill-sets. When a company’s brand is known, it is easier for professionals to understand the culture of its employees and the products/services that company offers. With this additional perspective, an applicant can tailor their application with more relevance. With less company knowledge, the right talent can, through no fault of their own, miss the opportunity to market their skill-sets. As such, ‘keener’ applicants are given the opportunity to demonstrate that their character and work ethic match not only the position, but the corporate culture within that company. This gives employers a sharper edge in accessing whether a client is indeed a proper fit or is merely going through the motions.

3.) Have faith in results-oriented and successful employment service providers. The Career Foundation is one of the fastest growing employment service providers in Ontario. The range of services offered by The Career Foundation are as vast as they are varied. Our clientele includes, but is never limited to, multi-barriered at-risk youth, newcomers, those who self-disclose as having physical and mental disabilities, recent graduates, internationally trained professionals, storied professionals, and both job seekers and employers looking to access training and hiring incentives provided by the provincial and federal governments. Our yearly assigned (and annually surpassed) targets speak for themselves; as do those whom we have the honour of assisting. It stands to reason then, that our incomparable ability to strategize and assist with such a diverse range of needs, can be equally put to service serving a range of employer needs just as diverse.

The right labour pool is the right talent. If you are an employer looking for a precise skill-set, mindset, and talent, why not directly contact us? If this is the event you want, and this is the precise talent you are looking for, then we are here for your business and your future.

Are you interested in taking part in a re-imagined career fair? If you’re an employer in the financial, health or technology industries, take part in the GTA Hiring Event on May 15th, 2018 at the MaRS Discovery District!

Learn more about the event and register for the GTA Hiring Event here.

Written by Jason D. Smith (with assistance from Eve Hart)

5 Ways to Create Safer, LGBT2Q-Friendly Workspaces

March 15, 2018 By The Career Foundation

LGBTQ at Work - Five Ways to Create Safer and Friendlier Workspaces for LGBT2Q Employees

Before 1969, homosexuality was deemed a criminal act in Canada. It wasn’t until 1973 when the North American Psychiatric Association removed homosexuality from its list of mental disorders. In 1996, sexual orientation was recognized as a protected class under the Canadian Human Rights Codes. The Supreme Court of Canada finally legalized same-sex marriages in 2005.

More recently (in 2016), gender identity and expression was recognized as a protected class. Despite these positive changes in legal protection for the Canadian LGBT2Q community, sexual minorities still fear the possible stigma associated with their sexual orientation and gender identity(ies). This fear is especially prevalent in the workplace.

A population study conducted by polling firm CROP found that 75% of Canada’s LGBT2Q community has experienced discrimination or bullying due to their sexual orientation. According to the same study, 40% of this discrimination occurred in the workplace.

Many Canadians are not open about their sexual orientation or gender identity on the job due to the risk of being judged by their co-workers and managers. Our careers are a big part of our individual identity and we should be able to be ourselves at work, whether we identify with the LGBT2Q community or not. To accomplish this, employers should be more aware of how to create friendlier and safer workplaces for LGBT2Q staff. The following are some tips that should be considered:

1. Become Familiar with the LGBT2Q Alphabet

Employers should become more aware of LGBT2Q identification terms. For instance, “queer” was once used as a defamatory term but it is now used as an encompassing term for individuals belonging to all aspects of the LGBT2Q community or in the process of questioning. However, some LGBT2Q members can still be offended by this term due to its once offensive meaning.

2 spirited is a term for an individual who identifies with both male and female energies. It is a term commonly used by individuals who are First Nations when describing their gender, sexual orientation or spirited identity.

Transgender individuals are people who choose not to identify with their biological sex whereas transsexual individuals are people who choose to live permanently as the opposite sex typically after undergoing reassignment surgery. It is important to know which pronouns that staff members would like to be addressed by, whether it is he or she, him or her, or they, etc.

2. Keep Personal Feelings in Check

Some staff members may not support the LGBT2Q community. Staff should still be able to respect each other’s work aptitudes regardless. Ask yourself, ‘If I knew a paramedic was transgender, would I still allow them to treat my injuries? If I knew my accountant was gay, would I still let them do my taxes?’

To foster better harmony in the workplace, we need to be able to keep our personal feelings in check.

3. Display More Office Media that Advocates for the LGBT2Q Community

To show that your workplace supports LGBT2Q staff members, try to incorporate a few of the iconic rainbow LGBT2Q flags around frequently visited office areas. Furthermore, depending on the business, try to incorporate some images of LGBT2Q couples in promotional ads for your workplace (e.g., a same-sex couple and their children enjoying a dinner together for a restaurant ad).

4. Have the Option of Gender-Neutral Washrooms

Staff members who are transgender or transsexual may feel more comfortable with the option of using gender-free washrooms.

5. Inclusive Staff Events

Instead of encouraging staff members to bring their boyfriend, girlfriend, husband or wife to staff events, use encompassing terms such as “significant others” or “partners” instead. This way, a staff member’s sexual orientation or gender identity is not assumed during event planning.

LGBT2Q civil rights have come a long way, but there is still more work to be done. The above tips alone may not solve the ongoing stigma associated with sexual minorities in the workplace altogether, but they are definitely a start. If we can keep an open mind while remaining professional, anything is possible.

Jeremy Leo Stanley is an Employment Specialist at The Career Foundation-Weston Hub and a Career Counselling Connoisseur.

Complicated Basics: 5 Things an Employer Needs to Know About You in an Interview

March 2, 2018 By The Career Foundation

Want to know how to answer interview questions? For one, keep the word "loyalty" in mind.

No two interviews are ever the same.

You can prepare for an interview for hours or days on end, but it still won’t fully prepare you for the potential quirks or spontaneous inclinations that might cause an employer to delve deeper on any given subject. Outside of the technical specifics and vocational skill-set related to the position you’re being interviewed for, there are 5 key areas you should aim to cover while answering interview questions.

1. I Can Complete the Tasks Assigned as Needed, But Better than Others Can

To quote Canadian rock icons The Tragically Hip, “it’s a monumental big-screen kiss; it’s so deep it’s meaningless.”*

Avoid the trap of using fanciful, hyperbolic wording at all costs! Use direct specifics to answer how you will do your job. Explain what tools and programs you will use and how you will meet the requirements and goals of the position. Specific examples from the past are good, as long as you can make it relevant to the role at hand and you have a logical plan. Use key words from the job posting and reiterate that you understand what is needed to be done. As a bonus, add a simple short truth that quantifies how you can do all of this fast and accurately. If you can show (not tell) why you will never have to be told to do something twice, you’re on the right track!

2. I Am Easy To Correct and Instruct— I Am Teachable

In an era when retraining and constant learning is a part of every position, employers need to see clearly that you are easy to correct and comfortable being instructed; that you are adaptable because you are teachable. This can include both direct statements related to your education and training as well as subtle comments on taking the initiative to learn more than what your role requires. Specific examples including computer programs and additional courses and certifications are also great examples, so long as you ensure that the employer understands that you did this for your work and not simply as a means unto itself. Indicating that you like feedback and can take criticism well — along with specific examples where you happily and quickly handled additional responsibilities and change — help to solidify yourself as a teachable candidate.

3. I Am a Loyal Employee

Regardless of your future plans and ambitions, all of your interview answers concerning the future need to reflect a commitment to that company. When asked about your future don’t be the applicant who a.) names another position in a company elsewhere, b.) lists the school and program they’d like to attend, c.) shrugs their shoulders and/or d.) declares, “I WANT YOUR JOB!” The latter does indicate both gumption and long-term company interest, but it’s been done before. You’d be better suited to researching the company and knowing what its long-term interests are and how you could contribute to that. Equally advisable is matching your personal traits with the company culture, and then indicating how you see your position evolving within that culture and the changing demands of the labour market. Knowing the company’s history and complimenting it in a sincere way will also help.

4. I Can be Creative When Needed

In terms of expressing creativity in an interview, the objective is less to do with demonstrating a genesis of pure original thought and more towards marketing your initiative, spontaneity, and interest in what the company does. Come to the interview with an idea – a pitch, if you will – that separates yourself from other applicants. A “pitch” is a small idea; a tiny business plan that would drive company profits and/or objectives. Remember that during the interview process, the employer has likely seen other candidates. Therefore, it’s likely that most candidates have come looking for a job opportunity and have spoken solely about themselves. It stands to reason that if you bring ideas that correspond with the employer’s business plan, the role you’re applying to, and the overall ‘big picture’ of what the company is looking to achieve, you’ll stand out. That’s exactly what you want. Remember that the goal is not to reinvent the wheel, but rather to demonstrate your energy, your initiative, and your ability to bring value to the employer. This is not a contest of creativity but a tool to serve yourself – to self-market your talents.

However, if you ARE hired and you DO become the company’s next Picasso, that’s fine, too.

5. I Am an Agreeable Person

Put simply: experience, education, and competence won’t help you ace the interview if you’re an irritable jerk. An employer is hiring someone they will likely see every day. They want someone they can critique and instruct without fear of moodiness, or even worse, retribution. They also want someone they can share lunch space with. A warm smile topped with genuine active listening is almost enough. Add to your pleasant demeanour the ability to avoid defensive posturing at all costs. It’s also a bonus during an interview to demonstrate your willingness to offer to help and be involved at every level as often as possible. In some interviews employers can strategically place stress tests during questions. A carefully timed yawn or a deliberate delay at the onset of an interview might be used to see how you really feel when things don’t go your way.

Think Like a Business: Promote Yourself with a Personal Website (Guest Blog)

February 20, 2018 By The Career Foundation

Decades ago you were able to get a decently-paying job straight out of high school. If you went to college or university, you had even greater prospects. I wish that were still the case.

I know I’m preaching to the choir here. We all know that it’s harder than ever to find work. You’re up against steep requirements and fierce competition. There’s no quick fix, but there is one big truth: you need to stand out. What does Google say about you?

Have you searched for yourself on Google recently? What comes up? Is it good? (Is it bad?) Is it something that you have control over?

These are the same questions I’ve been asking small business owners for the last ten years. So many of them still don’t have a website, and they’re missing out on a ton of potential growth because of it. The same is true for the rest of us who aren’t running a business. We’re missing out on growth. The only time we promote ourselves is when we’re hunting for a new job.

But what if we thought of ourselves as more than only candidates for a position? What if we thought of ourselves as businesses? What if potential employers were our potential customers? Think of yourself as a business. There are a lot of parallels between running a small business and developing your career.

Let me explain.

Many small businesses are a single-person operation, e.g. freelance designers. They’re responsible for every aspect of their business. They do their own marketing; their own sales; their own product or service development. They’re up against stiff competition: other freelancers, larger companies, and alternative solutions.

You’re in a similar position. You’re responsible for your own career. You have to get on the radar of potential employers. You have to prove that you’re the right choice for the company. And if you land the job, you have to deliver on the work. And you’re also up against competition, e.g. new hires, outsourcing, and automation.

So what can we learn from small businesses that we can apply to our own career development?

Let’s start from the beginning.

How do businesses find new customers?

There’s a framework I’ve been working on for the last few years called Reach Teach Sell. It’s a way of thinking about how businesses find and keep their customers.

It’s seven steps, and it goes like this:

Reach your ideal customers where they already are.
Teach, entertain, inspire, or inform them to build your reputation & credibility.
Sell them something useful by understanding their goals & challenges.
Support new customers with a great onboarding experience.
Keep customers by delivering value over time.
Refer your customers to others and encourage customers to refer others to you.
Reward your customers for their loyalty and ongoing business.

Now, you might be looking at that and wondering how it applies to career development. So, let’s make some tweaks:

Reach your ideal employers & colleagues where they already are.
Teach, entertain, inspire, or inform them to build your reputation & credibility.
Sell them on your ability to meet their goals & overcome their challenges.
Support your new employer & colleagues by getting up to speed on your role.
Keep your position by delivering value over time.
Refer your employers & colleagues to people and resources that help them.
Reward your colleagues for their support.

The Reach Teach Sell framework, in this case, is all about finding and keeping your ideal job. Potential colleagues and employers replace potential customers. Getting hired replaces making sales. Keeping your job replaces keeping customers coming back. (You get the idea.)

Where does the website come into play? A business website promotes the business.

Your personal website promotes you.

Reach your ideal employers and colleagues by joining online communities and participating in discussions. Showcase your projects and publish blog posts that show what you’re all about. If a potential employer likes what they see, give them a way to reach you, e.g. through a contact form.

Here’s the thing: Customers research businesses before they buy from them. Employers do the same. A personal website that covers this information is a goldmine for recruiters. It provides a level of context and depth that a cover letter and résumé never could.

In other words: Make it easy for potential employers to find you!

A personal website is a long-term investment in yourself.

Your personal website is a collection of your greatest hits. You have total control over what gets published. Even when things go wrong, you can turn those experiences into stories about what you’ve learned.

And the hits keep on coming.

If you’re early on in your career, your website will reflect that. Your content will focus on what you’re learning and doing. As you gain experience, your website starts including more advice and stories. Unlike Facebook or LinkedIn, your personal website is actually yours. You don’t have to worry about something beyond your control changing or happening to the platform.

Which leads me to the next point: how do you actually build a personal website?

It’s easy to get started. Here’s how you do it.

Building your personal website in 3 steps:

1. Register a domain name. Everything starts with your domain name. You’ll use it for your professional email address and for your website. Try to grab your full name if you can. But if you have a long name that’s often misspelled, you may want to come up with a variation or abbreviation of it. For example, my last name “McIlwain” is often misspelled. So, I’ve used the abbreviation “andymci” for years. It’s easier to remember. The annual registration cost will depend on the domain extension you choose, e.g. .COM or .NET or .CA. On average you’re looking at something around $20 to $30 per year.

2. Set up your email address. I recommend setting up an email address on your own domain name. It’s far more professional than a free @gmail.com or @outlook.com email address. And you can change your email provider without changing your address.

The cost of professional email will depend on the service you use. On average you’re looking at something in the ballpark of $5 to $10 per month for Office 365 or G Suite.

3. Set up your WordPress website. This is the final part of the personal website hat trick. I recommend WordPress because of its massive library of free plugins and themes. This gives you more flexibility than anything you’ll find on a website builder service.

The cost of web hosting varies depending on the plan you choose. For a personal website on basic hosting, expect to spend between $5 to $10 per month.

All told, you’re looking at a total investment around $250 per year. This covers your domain name, email, and website.

Keep it going.

After you’ve built up your website, you need to give people a way to find it, and a reason for them to keep coming back.

Aside: You may have heard of the term “search engine optimization”. It’s another beefy topic beyond the scope of this post. If you’d like to learn more, check out the beginners guide to SEO from Moz.

For your personal website, there are a few small actions you can take that don’t need a lot of effort:

Connect your website to your social media profiles. Link to your social media profiles from your site, then link back to your site from your profiles. This cross-linking helps other people find your website. It also gives Google a better idea of your presence on the web.

Update your site once a week. Your website isn’t a one-and-done project. It should be growing and changing all the time. Your site updates could include a new blog post, a new portfolio entry, or even a minor tweak to your site’s design. The important thing is that you get into a habit of keeping your website fresh.

Share your site updates on social media. You’ve given people a reason to visit your website by making updates. Now you need to let people know about it! Make some noise on social media. Ask for feedback and suggestions from your friends, family, and followers. You never know – their comments could spark new ideas for you to build on.

The bottom line? Your website is a valuable asset.

Think like a business and promote yourself with a personal website. For a business, a website is like an employee that works 24 hours a day for 365 days of the year. It’s helping them with sales and marketing (and more). Wouldn’t it be great to have that kind of support?

Get out there. Build your website. Control how you show up in search engines. Give potential employers an easy way to find you and learn about you. It’s one of the best investments you can make for your career.

Andy McIlwain has spent the last 10 years helping people get online through his work in web development, training workshops, and community groups. He currently wrangles technical content and special projects for the GoDaddy blog. You can find Andy on Twitter, Facebook, LinkedIn, and his personal website.