Let's continue our discussion of what experts say are the seven biggest challenges to job searching and what you can do to overcome them. In case you missed Part 1, the first four challenges are:

CHALLENGE 5: Explaining a History of Job Hopping

Problem: Individuals in transition must explain and often defend their career choices. One of the things that most requires explanation is a history of short tenures in particular jobs. Of course, leaving a job doesn't have to count against you. Reasons for leaving that are less likely to cast a negative reflection on you are:

Solution: Keep in mind that what counts is not that you left a company but how you explain the reasons for leaving. The best strategy is to be honest and positive. Explain (assuming it's true, of course) that your choice was based on a great deal of thought supported by trusted advisors who considered the move as in your best interest and the most advantageous avenue to career growth. If you can, explain each job change in the context of a well-considered career plan and that you made your decision with an ultimate goal in mind. The other tack is to explain the change as being the result of circumstances beyond your control.

CHALLENGE 6: Explaining an Eclectic Career Path

Problem: A record of working in a variety of industries and positions is often construed as the reflection of inconsistency and poor career decisions. The perceived lack of effectiveness in planning your own career can be a big obstacle to landing a position.

Solution: Identify the common threads that unify your career. These threads should demonstrate skills and talents. Possible examples: a signature approach to problem solving, outstanding people management, application of branding tactics and innovative ways to grow core businesses.

CHALLENGE 7: Transitioning from a Large to Small Company

Problem: Executives and managers who have enjoyed steady career growth at a large corporation often reach the point where they're no longer wanted or needed. When the axe falls, the common reaction is to try and return to a similar position at another large company. This, however, is extremely difficult.

Solution: Experts say that the smart strategy is to seek positions in smaller companies. Going small gives you more chances of landing a position. There are 20 times as many companies under $500 million in sales in the U.S. as there are above $500 million in sales. Smaller companies are also easier to win over. They're far less likely to reject you because of the "résumé " challenges discussed in this story. On the contrary, they're more likely to be grateful to be able to hire someone with your outstanding training and experience. Still, moving from a large company to a small one is not without its challenges. Small companies often think that a candidate from a big company will require a larger staff, greater resources and more time to make decisions than they're willing or able to provide. So you need to explain why you want to work at a smaller company and cite examples from your previous experience suggesting that you can make the transition.

Conclusion

The job search is one of life's most difficult and demanding challenges. However, for every one of its great hurdles there are proven ways to overcome them. With this knowledge, you can develop a realistic search plan that results in gaining an excellent job and doing it as quickly and inexpensively as possible.

Wishing you career success,
Lauryn Franzoni
ExecuNet, www.execunet.com

MEMBER REPLY

Age Discrimination Is Illegal

I really enjoyed Part I of Lauryn's article on overcoming job search challenges. Lauryn talked about how it's harder for job searchers to find a job if they're 50 or older. But she didn't mention, there is legislation against age discrimination. This is something that should be reinforced as older workers are allowed to continue to work in the workforce past age 65...

Workers are protected by law after age 45 against any type of age discrimination. It is the law. I wish this information was more forthcoming from recruiters and in specialty articles to help those when pursuing work and promotions.

REPLY

Lauryn actually did say that age discrimination is illegal - although she didn't specifically mention the federal Age Discrimination in Employment Act which makes it illegal to discriminate against employees and job applicants over age 45 on the basis of age. Lauryn's point was that even if the law bans discrimination in hiring decisions, people in the real world still harbor prejudices against older people.

Of course, a job seeker 45 and over can always sue if she thinks she was the victim of discrimination. But I think her first choice would be to get the job. Lauryn was merely suggesting that coming off as younger and more energetic would enhance her prospects of doing so.

Nevertheless, your point is well taken. It's illegal not to hire or promote somebody simply because they're older. SafetyXChange has done articles about ADEA in the past and we should probably do more in the future. It can't hurt for people to understand their legal rights and duties. Thanks for taking the time to write your note.

Glenn Demby

TOP 10

Statistically, loggers are the most likely to be killed on the job

Most Dangerous Jobs

By Glenn Demby (Lauryn didn't write this. So send your comments to me, glennd@bongarde.com.)

What kind of worker is most likely to get killed on the job? As a matter of statistics, the answer is an occupation that involves transportation or transport of materials. Number one on the list is a tie between loggers and aircraft pilots. Here's the complete Top 10.

SOURCE: U.S. Bureau of Labor Statistics, figures are from 2005

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