Give Your Career A New Year’s Boost With Cost-Effective Skills Training

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Happy Holidays!

Whether you are employed or a job seeker, “Always Be Training” is more than advice. It may be the best thing you can do to for your career in today’s labor market.

According to a CNBC report this year, “Instead of emphasizing the need for specific titles and experience, organizations are shifting towards a focus on the skills that a potential employee may bring.” In the same report, Janelle Gale, Facebook’s Vice President of Human Resources, said, “We actually value skills over experience in the grand scheme of things.

That’s a pretty strong endorsement to always be training – especially when most roles do not require the technological prowess of your average Facebook employee. The advantages of continuous learning don’t stop there, and include:

1. Personal growth and development. No matter what tutorial, course, certification, or other form of continuing education you pursue, you can learn technical skills that are foundational to the profession of which you are a part, or transferable skills that are wanted by everyone everywhere.

2.  Advanced knowledge can only help you with job applications, ongoing work challenges, and future performance appraisals. This ties in with personal growth and development. Applying your new knowledge and skills to the endeavors noted above will better your overall position.

3.  Proficiency in certain systems or applications may be required or preferred for particular job roles. Great companies will institutionalize periodic training for its employees to maintain a competitive edge. If you work in such an environment you may be required to engage in such training programs, which can often be in your best long-term interests; or continuing education options may be offered, in which case you should always take advantage of them. In the absence of such a structure, it is incumbent on employees and job seekers to independently seek out additional training to maintain their competitive edge as well. If you are passive, you could fall behind and fade away.

4.  Job recruiters and hiring managers will take positive note of candidates who use their time to keep current on the technical skills needed in their profession. Sometimes it really is the effort that counts. Job candidates who demonstrate a tangible commitment to learning or keeping current with the appropriate skills can keep themselves in demand.

According to a recent LinkedIn article, the top five “in-demand” hard and soft skills of 2019 were:

Hard Skills:

1.     Cloud Computing

2.     Artificial Intelligence

3.     Analytical Reasoning

4.     People Management

5.     UX Design

Soft Skills:

1.     Creativity

2.     Persuasion

3.     Collaboration

4.     Adaptability

5.     Time Management

It follows that the type of person the most “in-demand” would possess all of these skills. Let’s focus on the top skill in each category – Cloud Computing and Creativity. Cloud Computing is a technical skill. Creativity is a transferable skill. Someone with the technical skill and creativity to adapt it to whatever public good or business purpose is involved would be a real stand-out, and both hard skills like Cloud Computing and soft skills like Creativity can be pursued as formal courses and/or certifications.

Take special note that soft “transferable” skills are extremely important, yet there is no universal way of measuring those skills and, while they may be instrumental to your job duties, are still probably not taught in any formal manner. Continuous training may be the only way to add new vital skills to your repertoire and prove you can walk the walk on your resume.

There are many ways to “Always Be Training.” And many of them won’t break the bank.

• Local resources like colleges/community colleges. If you live in an area with a major college/university or community college, many offer courses and diploma programs for adults and are an excellent resource for working professionals who want to pursue continuing education. For example, the 100-year-old UCLA Extension program is one of the oldest and largest providers of adult education. Research your local options.

• Specialty institutes. There are many professional organizations that specialize in a specific area and/or are certifying bodies in their particular field. For example, the Project Management Institute is the certifying body for Project Managers and develops the curriculum and exam for the universally recognized Project Manager Professional certification (PMP).

• Specialty certifications. There are many vendor neutral professional certifications that may be administered by a variety of accredited outlets, but are considered best in class standards for those that hold them. For example, the Information Technology Infrastructure Language (ITIL) certification signifies a person, or department, is educated in IT Service Management best practices.

• Online resources. Yes, we do live in the best of all possible worlds. So many choices!

• YouTube: Don’t knock You Tube until you try it. It has videos on how to do almost anything, including polishing your professional skills. For example, when I searched “Salesforce”, the wildly popular Customer Relationship Management application, not only does Salesforce the company have its own YouTube channel (by subscription), so many Salesforce related videos came up it was impossible to scroll through them all. YouTube is a great place to start.

• LinkedIn Learning – LinkedIn Learning (which incorporated online e-learning brand Lynda) has over 15,000 online courses with a focus on business. They offer a free trial for 1 month, after which it is a monthly all-access subscription for $19.99 a month.

• Udemy – An e-learning platform offering 130,000 courses in 60 languages to 40 million students. Priced per course starting at $12.99.

• Coursera – Coursera offers many courses and professional certifications from prestigious colleges, universities, and companies worldwide. Membership in Coursera is free and so are thousands of courses. For courses that cost money, prices start at $39.99. Pricing for advanced certification and online degree programs are commiserate with current market values. For example, an online degree program from Arizona State University will run you $15,000.

• Global Knowledge/ Axelos / Udacity – These are leading IT centric e-learning platforms that cover every major IT course or certification. Prices vary widely depending on topic/level/specialty.

• edX – FREE online courses from prestigious universities. Yes, it’s as good as it sounds. However, always read the fine print. The course may be free, but if you want a “verified certificate” (so you can prove you took/passed the course) it will cost you $50 and up.

• Futurelearn – e-learning site with course/certifications/degrees from top colleges and universities. They have a tiered pricing system. Free courses have restrictions. You can “upgrade” a free course to have access to it in perpetuity and get a “verified certificate”. You can pay $250 a year for unlimited courses. And like any online college/university degree programs, fees can reach into the thousands.

• Corporate Finance Institute – This financial e-learning company is for financial analysts who specialize in modeling and valuation. I know that sounds very narrow, but CFI is in the Top 10 of e-learning sites by volume of traffic.

Everywhere you turn on the electronic highway there is someone who wants to teach you something that will enhance your life and career. It has never been easier to “Always Be Training.” Take the plunge and you may just get hooked!

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Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercareerstrategies.com.

The Skinny on Pre-Employment Background Checks

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Congratulations! You’ve reached the end of a tough interview process and are on the cusp of a job offer. Now only one step remains – a background check. And yes, you should expect it – according to GoodHire.com, 72% of employers run a background check for every person they hire.

To most people the background check is just that – something that happens in the background of the job interview process with little to no transparency beyond a disclaimer and box to check consenting to such an investigation. Yet companies who go to the trouble and expense of running background checks tie job offers to the successful completion this final step.

What happens after you check the box giving a potential employer permission to run your background check? They typically go back seven to ten years, and may include any of the following:

• Criminal record. There is much contention around these types of checks, and laws vary state to state on how a person’s criminal history can affect them during the hiring process.

• Credit score and history. Regardless of the circumstances, poor credit makes it seem you will be a bad steward of company resources, is an obvious red flag for people applying for financial jobs, and even creates the impression you are more likely to steal from the company.

• Employment verification. They’re not checking to find out what you did day-in-and-day-out at an old job. They’re checking to see if you told the truth.

• Education verification. Same as above (yes, it matters – if you’d like to see a real-life example, check out the story of George O’Leary’s short tenure as head football coach of Notre Dame)

• License/Certification verification. Same as above, especially if the role requires specific licenses and/or certifications (for example, if you’re a truck driver and need a CDL) and the applicant claims to have them.

• Driving record. Employers do not want an accident-prone driver making deliveries, or someone with two speeding tickets a month driving around clients.

• Reference check. Be smart about references; if you put someone down as a reference, 1) be sure to tell the person you have listed them as a reference, 2) make sure you know what your reference is going to say about you, and 3) provide up-to-date contact information.

• Drug screening. Even though many people find it intrusive, several employers still drug test applicants to whom they are prepared to make an offer. Even if you live where marijuana is legal, it is still federally prohibited and you could be denied a job if you test positive for it. Research the laws in your state.

• Social Media. Everything lives forever on the Internet, and while it may not be fair to be judged for some silly picture you posted eight years ago at somebody’s wedding, you may be.

In exchange, employers are required to adhere to an array of state and federal restrictions on background checks, that may include:

• How they can use information gained in a background check when weighing candidates for a job.

• Consent from the applicant to run a background check.

• The number of years a background check can cover.

• Reporting requirements that may include, but is not limited to, providing the applicant with the name of the agency doing the check and a free copy of the report.

• Applicant salary histories. In a few states, employers can’t ask you what you’ve earned, only what you’re looking to make.

• Ban-the-Box Laws (which restrict questioning/use of criminal history).

Your rights:

• Employers must adhere to the Fair Credit Reporting Act (FCRA).

• It is illegal to run a pre-employment background check on the basis of an applicant’s race, color, sex, nationality, religion, disability, or age.

• Employers must get written permission from applicants to run a background check.

• Employers must let applicants know how they intend to use the information in their credit report.

• It is your right to know what is in your credit and other background check reports, and you have the right to dispute information in said reports.

• If an applicant is denied employment due to something discovered during a background check, employers may have to inform the applicant in writing as to what exactly what was used from the investigation and provide a copy of any relevant documentation (e.g. credit report).

• Needless to say, employers are not allowed to misuse your personal information in any way.

• You have the right to withhold consent from an employer to run a background check, but they have the right to refuse your application if you do.

What is and is not allowed in a pre-employment background checks varies from state. Here is a great resource that will let you know the law in your state: Background Check Laws for Every State. And if you need legal advice, check with an attorney (disclosure - we’re not lawyers).

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Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercareerstrategies.com.

How to Write A Great Cover Letter

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Letter writing is a dying art, which is unfortunate. However, it is not unreasonable for people to question the importance of the cover letter in the seemingly impersonal modern job application process. Unless you know exactly to whom you are sending a cover letter, is there even a point?

The short answer: In many cases, yes, there is a point. Even though in this age of applicant tracking systems (employer recruitment systems) cover letters have diminished in value and usage, a well placed, well written cover letter can help you get an interview for a job you want.

So, how and when does a cover letter matter?

• Your resume may have to conquer an automatic tracking application system but there are real people on the other end of the process, and if you know exactly who that is and how to reach them, you owe it to them to demonstrate that you really want – and are qualified for – the job.

• Some job postings request a cover letter to apply. In this case, you have no choice; interpret this requirement as your first test from the hiring manager. A poor cover letter (or lack of one altogether) may eliminate you as a viable candidate.

• If a cover letter is not requested, submitting one that is professional in tone and format shows you’ve put in extra effort and can create a strong first impression.

• When you take advantage of the extra opportunity to detail your reasons for applying for a job and talk up your qualifications, you gain a competitive edge over those who skip this step or send a generic going-through-the-motions type of cover letter.

Now that you are convinced to write a cover letter for every application, required or not, you have to write it. Here are quick step-by-step instructions to write an effective and professional cover letter:

Step One: Format your cover letter like a professional business letter, incorporating the date, addressee’s name and title, the address to where it’s being sent, and salutation. For those of you raised exclusively on electronic communications, here’s a sample and guide from the kind folks at Purdue University.

Step Two: Format your cover letter and resume with consistency between the two documents, namely use the same fonts and headers. Deviating from this will come across as careless.

Step Three: If possible, find out the name of the recruiter or hiring manager and address your cover letter to that individual; mining LinkedIn can often help you deduce this information. If you do not know to whom you are sending the cover letter, the salutation should be, “Dear Hiring Manager:”

Step Four: Keep it concise and professional, without sounding personal in nature.

Step Five: Don’t exceed four or five paragraphs, or one page. Less is more.

Here’s a sample format:

• Paragraph One: Lead with your reasons why you are excited about the company and to apply for the job.

• Paragraph Two: Tell the story of your relevant professional background, how it applies to the job position requirements, and how you will add value to the company’s mission. This is your opportunity to market yourself with some sizzle.

• Paragraph Three: List two or three of your biggest accomplishments that tie into the job’s criteria.

• Paragraph Four: Thank the person for reading your resume, tell them you appreciate their consideration, and finish with an action item (e.g. I will follow up with a phone call on Friday).

While a great cover letter can help you, a poor one can hurt you. Bear in mind that you’ll actually hurt your chances of getting the job if your cover letter (or resume, for that matter) shows a lack of effort, is poorly formatted, or contains typos or misspelled words. Your cover letter is the first thing an employer will see, and they’ll make judgments about you from this.

Proofread your letter several times. Then ask someone else to proofread it as well to root out any typos you missed.

Lastly, if you get stuck, there are many online sites and books with great templates and examples of dynamic cover letters. You wish to invest your time and money in these tools to learn best practices.

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Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercareerstrategies.com.