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Editor in Chief:
Joan Caruso
Writer:
Catherine Carlozzi
Designer:
Camille Regis
If you have questions or
comments on this
month's issue, send your
feedback to: joan.caruso@ayers.com
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Successful Landings
Flexibility in goals, exploration of alternatives, thorough preparation, a tailored approach to each situation, networking, and persistence all contribute to success in today’s job market. It also pays to make the most of your outplacement program, as these candidates found out.
Case 1: The candidate, Manager Financial Reporting & Analysis, lost her position after eight years when the global investment bank she worked for did an across-the-board downsizing. Shortly after beginning her outplacement program at Ayers, the 30-something learned she was pregnant. She defined her objective as finding a related position closer to home, ideally in a smaller organization where she could have flexible hours to accommodate her changing personal life. The candidate’s Ayers consultant helped her define that objective and consider alternatives (e.g., tax preparer, business administrator in an education institution, position at a small accounting firm, part-time/temp finance positions). Initially hesitant about networking to friends and colleagues for assistance, she grew more confident under her consultant’s coaching and encouragement. She also became an active participant in Ayers’ seminars, workshops, and a senior-level Peak Performance networking group. After several months, the candidate discovered an opening at a small, local CPA firm, interviewed, and was quickly offered the job. The position met her key requirements in terms of location, size, and flexibility in hours.
Case 2: A Senior IT Architect with tremendous global experience gained over a 40-year career was certain no one would hire someone his age. He was adamant about not wanting a managerial position because he loved developing and working with software systems. At their initial meeting, his Ayers consultant helped him restructure his resumé to feature his most recent systems experience and proposed a plan of action. She also introduced him to Ayers’ seminars and online resources, recommending the “Thirty-Second Commercial” seminar in particular. Given the candidate’s hesitancy about outplacement and uncertainty that he even wanted to continue working, she was not surprised when he canceled and did not reschedule his next appointment. She later saw him at a seminar. He told her he had found a listing for a position at a consulting firm through the CPI Career Portal, applied, and was going on an interview. The candidate began meeting with his consultant, and went on a second round of interviews. The consulting firm introduced him to the end client: a telephone company where the candidate had been employed earlier in his career. Just days before the end of his 45-day program, he received an offer. He is now bi-coastal and working on a contract that could last up to three years.
Case 3: After losing her position at a global investment bank, a Loan Administrator hoped to find a similar position. With big institutions outsourcing those jobs, her best hope was a small bank. The intense networking required to unearth such a position did not come easily to the low-key individual. Her Ayers consultant recommended several professional associations, and the candidate reluctantly began attending meetings to expand her network. Two months into her program, she was convinced to join a Peak Performance Team that included some former colleagues. Shy at first, she began trying networking techniques other group members talked about, aided by coaching from her consultant. As summer got underway, responses to her overtures became fewer and the candidate became discouraged. When her program ended a month later, she was despondent. Her consultant urged the candidate to stay in touch, maintain contact with the Peak Performance Team, and boost morale and motivation by taking Ayers’ Play to Win seminar and reading Transitions by William Bridges. A few weeks later, the candidate emailed to say she was consulting at a small international bank where some former colleagues – including a member of her Peak Performance Team – had landed. Less than a month later, the bank hired her permanently as an Assistant VP.
Case 4: After only a short tenure, the HR Manager at an asset management firm left to find a position that was a better fit. In his mid-30s and with 12+ years’ experience in various industries, he sought a similar position in another industry – possibly higher education. The short duration of his most recent employment and the difficult job market in HR posed challenges. The candidate met frequently with his Ayers consultant, who encouraged his continuing education for both professional development and networking purposes. He took full advantage of the Ayers seminars and workshops, as well as interview coaching and role play, and networked aggressively in various HR related groups. His consultant offered situation-specific advice on how to juggle competing prospects/offers and negotiate compensation. The candidate accepted an HR position at a business-services provider. The compensation package, opportunities for advancement, and entry into a new industry group met his goals.
Case 5: A Senior Corporate Credit Officer with seven years experience lost his position at a major financial institution and hoped to return to credit and/or equity derivatives. He worked his program, including seminars and weekly face-to-face meetings with his Ayers consultant. The candidate went through a period of highs, with several interviews and vague promises that he would be the final choice. Then came the silence and a period of discouragement. His consultant was supportive, encouraging him to resume his search. He did, and it resulted in his being a finalist for three situations. The candidate chose to become Chief Risk Officer at a publicly traded company that was big enough for his personality but small enough for him to be a leader. He felt that without his consultant's constant support he never would’ve gotten back to the pursuit.
To arrange a conversation with any of these candidates – whose names are withheld to respect privacy – regarding their career transition experiences, email bill.clark@ayers.com.
[PRINTER FRIENDLY VERSION]
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