The Quick Rise, Long Fall, and Mediocre Levelling of Online Applications

Levels Panel

There is no denying it: If you peruse employment or HR related topics on LinkedIn or Forbes, folks are discussing online applications – both grimly and with disdain. If further proof is what tickles your fancy, then look no further than the job seeker cursing at their laptop. Online applications are the way of the future … and NOBODY likes them! This has been the case since Dawson’s Creek premiered (hold your sheepishly sarcastic applause – there’s more!)

The downside today is that standard online applications are increasingly becoming the key reason why companies miss talent and job seekers miss nights of peaceful rest. Luckily, we have solutions. We always do.

Here are three reasons (with accompanying and multiple solutions) that explain the annoying truths of the online application process:

1. The length of a standard online application is often a contentious discussion in our industry.

Is the dawdling pace required to complete an application meant to deter applicants without patience, without basic computer skills, or without the determination to keep cutting and pasting points from their résumé into drop-down bars? BusinessNewsDaily goes so far as to differentiate the time candidates are willing to spend as both generational and dependent on experience. Those with more experience and demonstrated results are less patient than those who are fresh out of school. If time is money, then those used to making that money and the decisions behind it would prefer to get down to business than cut and paste.

However, if you’re serious about your job search you should have a schedule in place where ALL of your job search activities have designated allotments of time. If you plan ahead then you’re psychologically ready to commit an afternoon or a few hours to this process. In other words, don’t go in planning to complete your online application in 20 minutes. 

2.  There is no “non-valuable” position, ever.

Of course, this is not to diminish any type of work; however, while completing online applications for entry-level positions today, one might question why these applications require the same psychological testing as an Airline Pilot or Secret Service Agent. Truthfully, the personality testing speaks to the demands of every position in the 21st Century. If you’re upset that an employer has standards, you’d be wise to look at your own. As mentioned in point 1, be prepared to spend some time completing the psychological assessment.

Note that some online assessments will try to trick you by unexpectedly changing a question posed in the affirmative to a question posed in the negative (this tests your attention to detail). Be sure to read each question over at least twice to ensure you’re not answering on ‘autopilot.’

Example:

  1. What are your strengths?
  2. What are your weaknesses?
  3. Describe three attributes that your ideal employer would not possess.

3.  The technology still isn’t where it should be.

It would be one thing to simply upload your résumé and answer a number of standard questions. It’s another thing to prepare your résumé like a proper job seeker should —that is, customizing it to fit the posting, the position, and the culture of the company to a tee — only to see fragments of what you’ve written disassembled in some sort of format that only a whirling dervish could make sense of.

The other sad state of application technology is when truthful answers cannot be entered because the website won’t allow them. A number of firms have been accused of institutionalized racism when addresses were asked to be entered, but those without a Canadian postal code could not be accepted. And most likely before talk of prejudice began, the job seeker was already lamenting the unlikely need for this information as references aren’t usually asked for at this point. Again, it takes time and if you haven’t allotted it during your job search schedule, you should start doing so.

The best ways possible to circumvent or at least complement your online application is to consider a number of best practices related to accessing the hidden job market. (FYI: This should already be part of your job search schedule).

Key Strategies:

  • Connect with an employer regardless if they are hiring or not. This requires a bold leap, but is easier done when you have crafted in advance a “pitch” to explain how you’d assist and add to the goals of their business.
  • Network beyond HR professionals. Attend Board of Trade and Chamber of Commerce functions and trade shows/conventions where you can meet with staff of all designations. Tip: Be prepared to offer something so that you don’t present yourself as someone just looking for a job — bring ideas and answers!
  • Media research with Google news alerts combined with social media contact is good, but be sure to have insight and ideas to offer, from simple advice to interesting articles. You look best when you present yourself as a trusted resource.

This article provides additional tips. Remember to stay positive — the online application process will improve, and the demand for this change will make it so!

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.   

The ‘Power Stance’ (And What to Wear in That Stance)

Some of The Career Foundation's very own staff show off their 'Power Stance'.
Some of The Career Foundation’s very own staff show off their ‘Power Stance’.

Outside of Martial Arts and the Sears Catalogue, a “Power Stance” can be a great tool for a job seeker. It is both a method of warming up before an interview by increasing your self-confidence and a way to express and maintain that confidence during an interview. It’s also great for sales people, public speakers, and superheroes.

While sitting, keep your back straight with arms either folded or with your arms at your sides with hands on hips. Legs can be angled in any direction so long and your head is aimed at the central audience. Add a bit of style if your whole body is aimed at the audience and cross a leg – but do so in a way that suggests you have the power. Project confidence with an open posture. To avoid projecting entitlement or arrogance, add a smile. Be serious if you must, but tilt your head ever so slightly so as to add a sense of fluid humanity – and always dress the right way!

What to Wear (For Men): 

Professional male holding out hand for a handshake

The golden rule is that dressing conservatively with formal attire is an approach that never loses. Always dress a little bit better than you might while working in the position you’re applying for. See the graphic below!

How to Dress for a Job Interview infographic

What to Wear (For Women): 

Women have a little bit more leeway when it comes to clothing and style options for interviews. Skirts, dresses, pant suits, blazers, heels, flats – there’s a plethora of choices to navigate, so as a woman dressing yourself for a job interview tends to be overwhelming. Here are some helpful hints to get you ready for the big interview.

Business casual attire versus professional attire for women

As with men, conservative and formal is usually the way to go. Wondering if something is appropriate to wear to an interview? Think “high school dress code” – no exposed shoulders, no short skirts, no midriff (please).

If you wear makeup or nail polish, ensure you go for a poised and natural look. Dress in a soft, neutral colour palette. You may want to add one coloured piece to your outfit, to make it pop and ensure the interviewer remembers you. Keep any accessories simple and understated.

Our Summery Summary:

As summer approaches and the hiring season ramps up, knowing what to wear to your interview is vital. Make sure you wear temperature-appropriate clothing (AKA, avoid wool suits in the summertime) and remember to keep it professional and conservative.

We know it’s 2017 and our society is a lot more tolerant and encouraging of individuality than it once was, but you may want to remove any facial piercings and other loud jewellery as well as cover any visible tattoos for your interview. You don’t want to draw focus away from your qualifications and experience, and interviewers can find such things distracting. It’s good to give off a neutral appearance until you can get a sense of the company’s corporate culture.

On top of developing a strong power stance, it may be wise to develop a power ensemble: your go-to outfit for a successful interview. Above all else, make sure you wear something you’re comfortable in. Comfort is the key to confidence and confidence is the key to nailing your interview!

Put your ‘Power Stance’ to the test by entering our #MyPotential2017 Instagram Contest! It’s super easy, and you could win a $100 Pre-paid Gift Card! Click here for full details.

This blog post was produced and contributed by Kaily Schell and Jason D. Smith of The Career Foundation. 


T.M. Lewin, based in the U.K., also shared with us an informative infographic to help you crack the office dress code. Check it out below!

What to Wear to Work infographic by T.M. Lewin

Don’t Leave Money on the Table: 7 Negotiation Tips to Help You Increase Your Salary

Pocket change scattered around a table

For most of us, salary negotiations are uncomfortable and intimidating. We fear losing an opportunity, appearing greedy, or over-assessing our professional value. Thankfully, negotiations don’t need to be so difficult. Integrate these seven simple tips during your next salary negotiation and reap the benefits!

Tip 1: Perfect Your Pitch

Don’t try to improvise your salary negotiation. Have a plan in place and practise it! Before you get to the interview, do your research, know your bottom line, and make a case for your request based on your strengths and achievements. Consider multiple negotiation scenarios and develop an action plan for each.

Tip 2: Determine Your Value

Research the average salary for professionals with similar skills and experience to yourself. If your salary expectation is too high (or too low) you may risk elimination. Use sites like Indeed, Payscale and Glassdoor to research industry salary standards and to pinpoint the target company’s (or its competitor’s) salary ranges. Also, be sure to consider your qualifications and employment history when evaluating your worth. When you reach the negotiation stage, you should have a clearly defined salary range and a bottom line in mind.

Tip 3: Focus on What You Can Offer, Not on What You Need

Potential employers don’t care about your mortgage payments or the costs associated with maintaining your current lifestyle – they care about how much value you can bring to the organization. Justify your salary request by providing evidence of your professional achievements and by emphasizing the specific benefits that you can offer to the employer. One of the greatest mistakes that people make while negotiating their salary is failing to support their request with evidence of their value. “Show them the money” and watch your bank balance blossom.

Tip 4: Ask for Extras

More money is great, but so is more free time or more education. If an employer is offering a salary that is workable, but not ideal (and won’t budge) consider asking for additional vacation days, flex-time, tuition reimbursement, or other benefits that may sweeten the deal.

Tip 5:  Avoid Discussing Money Too Early

If possible, leave compensation out of the conversation until you are the last candidate standing. Many employers will inquire about your salary expectations early in the hiring process. If your expectation falls outside of their target range, you may get screened out before having a real opportunity to wow them. Do your best to delay money discussions until the last phase of the interview. If asked about compensation early in the interview process, politely advise the employer that you prefer to have a solid understanding of exactly what the position entails before discussing compensation.

Tip 6: Allow the Employer to Present the First Offer

Allowing the interviewer to advance their offer first helps you to avoid presenting a high figure that may lose you the job or a low figure that could leave money on the table. Additionally, many employers do not lead with their best offer so the employer’s proposal can provide you with a starting point for negotiations. Just how much bargaining room you have is tough to say, so be sure to consider your estimated value and remember that the sky is not the limit – avoid countering with an unrealistic figure that can’t be backed by market research and your professional experience.

 Tip 7: Know When Not to Negotiate

If an employer delivers a generous offer right off the bat, consider accepting (with a smile). You don’t have to negotiate simply for the sake of negotiating. Alternatively, if a salary figure or range was defined in a job advertisement, or if the employer assures you that they are presenting their best offer, there really may not be any room for movement – if you do decide to attempt negotiation, proceed wisely.

The Bottom Line: While salary negotiations may push us outside of our comfort zone, research shows that salary negotiators tend to make significantly more money over the span of their careers and are also perceived as stronger candidates than those who do not negotiate. Perfect your pitch and give it a try!

The author, Terra Blunt, is an Employment Specialist with The Career Foundation.

6 Important Considerations for Second Career Strategy Applications

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Second Career Strategy is an Employment Ontario (EO) skills enhancement program in which EO Service Providers, such as The Career Foundation, assist clients in organizing their applications to The Ministry of Advanced Education and Skills Development (formerly MTCU) should the clients be both eligible and suitable. The objective of the Second Career program is to provide laid-off, unemployed individuals with skills training to help them find employment in occupations with demonstrated labour market prospects in Ontario that are vocational in nature.

Unfortunately, the name of this program is often taken out of context. Applicants need to understand that this program is based on a need, not a want. Furthermore, this particular program has more than its fair share of urban myths surrounding it. Applicants need to be able to demonstrate – to both the EO Service Provider and to the Ministry – that without training they are unable to re-enter the labour market. Often, applicants state that they simply want to do something different in their careers; and unfortunately this program is not designed for that purpose. Clients need to demonstrate that their current skill set is now obsolete. It’s important to note that the application process is extensive and time-consuming, and that the Second Career program is intended to be one option among many EO services and programs.

If Second Career is the right option for you, here are a few very important guidelines to remember as you put your application together. Hopefully a few urban myths will be dispelled along the way.

1.) Employment Ontario Service Providers (like The Career Foundation) will assist in providing interested clients all relevant information pertaining to eligibility, suitability, and mandatory application requirements. This includes a myriad of application forms, some of which are used for all applicants and some of which are used in specific circumstances (such as a need for child care or transportation) during the skills training.

2.) It is highly recommended that clients understand why an honest and full disclosure of an applicant’s financial situation and job search are required. An active job search is part of the application process. The Ministry has the right to scrutinize each and any part of the application upon receiving it. Applications can be rejected at the Ministry’s discretion should they feel that any part of it is incorrect.

3.) The Ministry of Advanced Education and Skills Development (MAESD) created this program and designed its parameters. EO Service Providers are NOT able to change the rules and requirements, and they do not make the final decision on acceptance into the program.

4.) The client will need to complete the application themselves, and be able to demonstrate that they in fact completed the entire application without interference from a third party. There are training institutions that provide interested applicants with completed applications, including falsified job logs, school research, informational interviews, and labour market research. This is fraud and it is against the law.

The downside for a prospective applicant is that it is the applicant’s signature that goes on the fraudulent application. The Career Foundation can ardently recognize falsified documents, but those documents can still find their way to the Ministry. And yes, they too know how to spot falsified documents. If a client’s application is to be approved, the client will be expected to meet with the Ministry to demonstrate that their application is accurate, authentic, and was completed independently. Honesty truly is the best policy.

5.) Choose a school that is reputable and a career that speaks to your heart. When your counsellor indicates that Second Career is an option, research what public and private colleges have to offer. Speak to real employers and ask them which training institutions they respect the most. Ask them which schools and which qualifications they are more likely to consider when a resumé comes across their desk or screen.

6.) While there are strict parameters for limiting what you can study through Second Career, you also need to imagine how employers view these qualifications. DO NOT BELIEVE EVERYTHING A SCHOOL TELLS YOU! REMEMBER THAT THEY ARE THERE TO MAKE MONEY. THIS IS YOUR FUTURE – TAKE YOUR RESEARCH SERIOUSLY!

If you think you may be eligible for skills enhancement and training through the Second Career Strategy, please connect with your Employment Specialist and/or visit your nearest The Career Foundation hub for more information and an assessment.

Lastly, if ineligible for Second Career Strategy or uninterested in a vocational position, the good news is that OSAP (the Ontario Student Assistance Program) has dramatically changed its own parameters in 2017. There is now increased incentive for lower income families. OSAP offers two kinds of funding for post-secondary education: (1) Student Loans you need to repay and (2) Student Grants, which are financial supports you don’t have to pay back. Please connect with OSAP directly for more information.

To quote author, educator, and Chariots of Fire producer David Puttnam, “There’s always a miasma of misinformation emerging from the higher education sector as to which are the ‘best’ courses to take. My advice would always be to ignore the perceived wisdom and look for the most reliable evidence on the ground.

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 retraining for those in need of skills enhancement. When not doing this, he can often be found reading, writing and barbecuing in his native Burlington.   

5 Benefits of Seasonal Contracts

Contract

With hiring season around the corner, the job market is booming with temporary and seasonal opportunities (particularly in manufacturing and production positions). Here at The Career Foundation, we’ve seen an ever-growing number of temporary positions cropping up as we roll into spring. In light of this, we decided it might be time to evaluate the many benefits of temporary and seasonal employment opportunities.

Let’s start with the most obvious benefit of seasonal contracts: The income.
Temp assignments can provide a good source of supplementary income alongside your primary job, or they can simply provide income while you search for opportunities more in line with your career goals. Either way, money is never a bad thing.

Temporary contracts can allow you to “test drive” a position without having to make any long-term commitments.
Perhaps you were thinking a certain field or job is right for you, but you wanted to try it out before committing to a full time, permanent position. If this is the case, a seasonal contract might be the right fit for you.

So, your test drive went well and you’d be interested in a longer-term commitment to the company?  You have a shot!
Well, consider it a good thing that a lot of companies offer temp-to-perm opportunities to their successful seasonal employees. In many cases, companies will offer permanent positions to employees who stood out (positively) during a seasonal contract. Don’t fool yourself into thinking you’re the only one doing a little test-driving – always be sure to go that “extra mile” so employers will want to keep you just as much as you want to stay!

Seasonal contracts can also be a good opportunity to update your skill set, while preventing any questionable gaps from popping up in your resume.
Even if the seasonal opportunity isn’t your ideal, more work experience ultimately leads to a robust resumé and – so long as you’re not crowding it with an abundance of three-month stints – this can be beneficial to your future job search endeavours. If you find you have way too many short-term jobs listed on your resumé, bulk them strategically under a separate “Freelance” or “Contract Work” section.

Temporary contracts give you an opportunity to network and make new contacts. Developing a broad range of professional contacts can be very important, so even in a temporary contract it’s important to conduct yourself in a professional and friendly manner. You never know when you might need someone to be a reference – or if you’re going to have to work with someone again. Thus, it’s always good to leave a positive impression, even if your working relationship is a short one.

Next time you’re considering passing up a job opportunity due to its seasonal nature, you might want to reconsider. Seasonal contracts can have all the perks of permanent positions (including good pay rates and sometimes even benefits packages – ooh la-la!), as well as some benefits that you just don’t get from a permanent gig. So don’t shy away from giving some of those seasonal roles you glazed over a second gander.

Kaily Schell is an Office Administrator and Customer Service Specialist with The Career Foundation. When she’s not streamlining agency records or supporting just about all of the foundation’s committees, she can be found nibbling rice cakes at her desk or chasing her colleagues for last-minute reports.

4 Funny (But Actually Un-Funny) Ways You Are Self-Sabotaging Your Job Search

Going Nowhere Slowly
Be sure you’re not racing against your own good efforts in your job search… Or in life!

Face it: Everyone, including you, makes a few common blunders when first starting a job search. But when the hunt extends beyond the six-month mark and you haven’t gotten so much as a “Thank you for applying” e-mail, something must be awry – right? Let’s take a look at a few ways you could be unintentionally sabotaging your job search (at least, let’s hope it’s unintentional!)

1.) Using multiple names

  • You have a nickname that everyone else in your home uses, but sadly they never use or simply don’t remember your actual name. “Oh, are you looking for Sleazy Sue?” your brother asks a potential employer over the phone… “Phone’s for you, sis.”
  • Your resumé uses your middle name first, but your cover letter is signed with your legal first name. How do you spell “confusion?”
  • Your e-mail address contains no name whatsoever, and you have used two different spellings for your family name between your cover letter and resumé. This works against you because it makes you look disorganized. It can also make things complicated for employers who may not know whether to refer to a candidate as Eddie, Kurt or Chris, for example (I’m looking at you, Edward Christopher Kurtswood).
  • Advice: Use a first and last name only. Try to integrate them both into your e-mail address and be sure to always spell your full name the same way. (You’d be surprised the number of times I’ve seen this simple task go sour!) Use that name consistently on everything related to your job search.

2.) Your voicemail message is ……….. 

Answering machines really took flight in the late 1980s, and one would think they are fairly easy to use today given the technological advancements we’ve had since Back to the Future was released. However, voicemail messages can actually be the bane of your job search. For job search purposes you need a simple, short, clear and friendly voicemail message with your name in it. Many companies – banks in particular – have privacy policies that forbid them from leaving messages when the person’s name is not indicated in the voicemail greeting.

Also, be sure your message isn’t the dreaded “dead air” … No one likes an awkward silence. Finally, remove any music, movie references, puns/idioms and strange sounds. The employer will question what the heck is going on if they hear mysterious ruffling noises or the echoes of clanging pots and pans.

  • Advice 1: Keep it simple. “Hi, you’ve reached the voicemail of Fred Hale! Please leave a message and I will return your call shortly. Thank you, and have a great day!” Seriously – how hard was that?
  • Advice 2: When calling an employer or business, prepare a message in advance should you be re-directed to an employer’s voicemail. Employers absolutely detest (as most people do) watching the same number call repeatedly while not leaving a message. Either the employer is unable or unwilling to answer at the time. In either case, you present yourself as annoying and unprofessional. This hurts your chances of success.
  • Advice 3: Listen to your messages as soon as possible and ensure your voicemail is not full; otherwise employers cannot leave a message and may be too busy to call back. Listen to the message in full before you call that number back. You’ll look silly if you call a company with 200+ employees and simply say, “Someone from there called me.”

3.) Mislabeled file names / attached documents

When attaching your resumé and cover letter to an e-mail, follow the directions as specified in the posting. Be sure to include a short, professional introduction with the attachments. Use reference numbers and codes in the subject heading if asked. If the company wants your cover letter and resumé as a single attachment, combine them. If they do not ask for that, do not combine them.

In most cases, it’s best to save the file(s) as a pdf, unless otherwise indicated. Be aware that when a position is posted, employers can potentially receive hundreds of applications. You need to make their hiring process easier by following specific instructions.

  • Advice: Give each attachment (file) a clear name and do not send your resumé as “resume” or “my resume” or “new resume (2).” They should look like this: Fred Hale – Resume – Ikea or Fred Hale – Resume – Floor Associate. The same applies to cover letters, reference lists, and anything else that an employer is asking you to send: Fred Hale – Cover Letter – Ikea, et cetera.

4.) Incorrect contact information

A true story of a failed job search: A client, whose voicemail was full, (as in never emptied or deleted over a period of three months), also had a completely wrong e-mail address on her resumé. I would have liked to inform her of this, but I had no way of reaching her and my current position does not warrant my knocking on doors or using passenger pigeons. I’ll say it again: You need to make the hiring process easy for an employer. They will NOT knock on your door; nor will they spend three months trying to contact you.

  • Advice: Listen, reply, and then delete your voicemail messages. Check your e-mail address. Does it end in .org, .com, or .ca? Is your e-mail active? Is it professional and easy to read? Once you know all of these answers, you should be ready to proceed. Just be sure to check your e-mail account (including your Spam folder) a few times each day as some employers measure the time it takes for you to reply.

 

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 retraining for those in need of skills enhancement. When not doing this, he can often be found reading, writing and barbecuing in his native Burlington.   

 

Churn! Churn! Churn! (To Everything There Is a Season): Navigating Today’s “Job Churn” Pandemic

the-byrds

Maybe it’s just me, but nostalgia’s only great for Comic Books, Baseball Gloves, Shortbread Cookie Recipes, and Toronto Maple Leaf fans! … Not Labour Market Expectations!

According to a Toronto Star report from Saturday, October 22, “Canadians should get used to so-called ‘job churn’ — short-term employment and a number of career changes in a person’s life.” And this isn’t just an editorial trying to be sensational; it’s come directly from Finance Minister Bill Morneau.

I find it fascinating that people seem so perplexed by this. If Canadians aren’t used to it, it’s because Canada is a young country with an extraordinarily contemporary history, holding on to a collective expectation that is far too nostalgic for the economic highlights of the past 70 years. The good news is, if history teaches us anything, we can handle this change and we already have, many times.

If we used historical events as a pop culture narrative to economic change, every 10 years it would seem, a new economic reality has been set. The 1920s were a huge boom of financial extravagance for the western hemisphere, though wealth was not as proportionately spread as it could have been had there been the same social consciousness that came upon society in the 1960s. The 1930s saw the economic collapse of the Great Depression, and that was only partly stopped when the 1940s brought WWII, the most destructive conflict in history that conveniently propped up and propelled the economies of Canada and the USA. True economic prosperity bloomed in the post-war 1950s and in the socially conscious movements of the 1960s with wealth greater and more evenly spread than it had ever been.

The ‘50s and ‘60s era is perhaps the economic dreamscape most longed for as growth was massive and jobs were plentiful – at least in Canada and the USA. By some estimates going as far back as the Roman Empire, baby boomers were the wealthiest demographic in the history of this planet. Oil and infrastructure woes slowed the 1970s, before Michael J. Fox and Ronald Regan slapped a number of silly movies and economic Band-Aid solutions down. This led to the hairspray-teased optimism of the 1980s, which crash-landed into the plaid mosh pit cynicism of the 1990s. This era was one of less boom and more ‘balance;’ some growth, some slowdown. From this point onward, little has changed, with economic growth in the western hemisphere and other G20 countries moving between some growth to some slowdown and back again.

However, if popular opinion is any gauge, the 40-year period inclusive of the 1950s and 1990s is the time most job seekers want to return to the most; and for good reason. However, as a society we may be conveniently forgetting that all of these times required adaptation from those in the labour markets of those differing periods. The changes in the labour market equate in 3 ways:

  • How we adapt to the professions that are disappearing and the professions that are emerging
  • How we balance our standard of living in times that are neither boom nor bust
  • How contemporary society deals with change in the first place

On that last point regarding change: The labour market (as a vein to history as the main artery) has proven itself (as history has) to be all about change.

As a collective group of individuals in today’s workforce, we present as being more than ‘reserved’ when it comes to change. In fact, I believe we are downright scared. This is perhaps why Finance Minister Bill Morneau feels the need to ‘warn’ us of “job churn” – though he shouldn’t really need to; we just don’t read enough history anymore.

Of the past 70 years, only 20 of them were boom years, and before that it never really existed. Sure, it would be great to have those years back, but is that realistic? Perhaps the eternal optimist could spend more time being clever than nostalgic. The current “job churn” is easy to deal with when you know what decade you’re living in.

Here’s a few tips to bear in mind as you navigate the current labour market:

  • Understand that if you refuse to be flexible with both your job search and the positions you wish to attain, you will flounder. Gone are the days (for the time being, and perhaps for a long time coming) when you can be what you want to be unless you make that happen for yourself. Finance Minister Bill Morneau is playing this right. He knows that politicians on all sides of the house will not succeed in returning us to the boom and ease of the 1960s. They will need us to be less dependent on politicians to save the day, and more dependent on ourselves. We will need to reinvent ourselves at every step. And if you want to make it big, you’ll need to be ahead of this curve by light years.
  • Job churn will affect our standard of living and how we spend. There will be as much opportunity to make money if you look for it, but there won’t be as much economic surplus and stability. Simple changes like having one TV instead of three are where the successful, stable workers will make the right moves. Start simply – dinner out twice a month instead of five. We can no longer expect to own and spend as the baby boomers did. We will live well, but more likely as frugal as the war generation did, assuming you want savings for your retirement.
  • Populist leaders the world over are already tapping into fear to buy votes as all of their promises seem to harken back to past eras. From Europe to the USA, the key word is halcyon, an adjective denoting a period of time in the past that was idyllically happy and peaceful. Unfortunately, few people seem to want to question this. I would argue that how we deal with change in the first place is at least as important as how we deal with what exactly those changes are.
  • And the best advice: DON’T PANIC!

What seems to be missing is an understanding that the changes occurring in the Boom Times did scare people in those times as well. If you look to your career with the expectation that change is inevitable and replete with “short-term employment and a number of career changes, then you’ve already won the battle against this fear. Ask yourself this question: How can I be more adaptable? In this you may be able to find the solution you need to survive contemporary history and this little trend called “job churn.”

To quote the late American writer and futurist, Alvin Toffler, “The illiterate of the 21st Century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.”

Well said.

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 retraining for those in need of skills enhancement. When not doing this, he can often be found reading, writing and barbecuing in his native Burlington.