IntroductionWelcome| 00:04 | Most people spend more time
thinking about what they are going have for
| | 00:06 | dinner than their career.
It's time to change that.
| | 00:11 | By taking the time to think about your career,
you're opening doors to new opportunities.
| | 00:16 | Maybe you want to explore a new
industry, move up in your current career, or
| | 00:20 | you'd like to boost your income.
| | 00:22 | Whatever the opportunity you're
seeking, this course is about knowing your
| | 00:26 | options, opening doors, and keeping
those doors open as you progress in life.
| | 00:31 | I'll start by walking you
through developing a career profile.
| | 00:35 | We'll identify the things you bring
to the table as well as your lifestyle
| | 00:39 | choices and preferred work culture.
| | 00:41 | Second, we'll open the doors for you
by discovering your career options.
| | 00:46 | We'll look researching roles and
industries that match your needs.
| | 00:50 | We'll talk about salary considerations,
the type of people you'd like to work
| | 00:54 | with, and the environment you'd like to work in.
| | 00:58 | Once you have an idea of your career
options, we'll then look at your top choice
| | 01:02 | and identify what you need
to do to get to that position.
| | 01:06 | By going through this course and
spending time to focus on your career options,
| | 01:11 | you are setting yourself up for
getting your career of choice.
| | 01:15 | So let's start opening those doors of
opportunity by managing your career.
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| Scheduling time for your career| 00:00 | Thinking about your career
options is not an overnight venture.
| | 00:04 | If you want to develop confidence in
moving forward in your career, it's
| | 00:08 | important to schedule the
time to focus on your needs.
| | 00:11 | Look at your calendar and set some time aside in
which you'll be able to work uninterrupted.
| | 00:16 | You'll want time not only for
watching, but also for reflection, taking
| | 00:20 | assessments, and getting feedback.
| | 00:23 | To get the most from this course, you'll
want to fill out the Career Development
| | 00:27 | Guide as we go along.
| | 00:29 | We've provided this as a free
download to all members of lynda.com.
| | 00:34 | Be realistic, everyone will be different.
| | 00:37 | For those looking for a job,
this should be a full time job.
| | 00:41 | If you're unhappy in your current
position and want an immediate change, you
| | 00:45 | should schedule at least an hour a day.
| | 00:48 | For those who are just exploring options,
you'll want to set aside at least an hour a week.
| | 00:53 | How much time you spend is really up to you.
| | 00:57 | Setting this schedule is the
foundation for building your career.
| | 01:00 | By following this schedule, you'll be
making progress toward a career plan
| | 01:04 | that is right for you.
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| Using the Career Development Guide| 00:00 | Throughout this course, I'll be asking
you to fill out a Career Development Guide.
| | 00:04 | It gives you a comprehensive picture of
your career options and steps you need
| | 00:09 | to take to get there.
| | 00:10 | The guide has been provided in the
exercise files tab on the Course Details page
| | 00:15 | for all lynda.com subscribers.
You can use it interactively or print it out.
| | 00:21 | Now let's get started.
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1. Discovering Your Needs and InterestsIdentifying your skills| 00:00 | The first phase in managing your
career is to gain a better understanding of
| | 00:04 | your own interest and
identify what you bring to the table.
| | 00:08 | You want to be able to tell a story
of why an employer should hire you,
| | 00:12 | particularly if you think
you'll be changing careers.
| | 00:15 | Employers hire because they need
your skills, your knowledge, and your
| | 00:20 | qualifications to achieve
the organization's goals.
| | 00:22 | If you don't meet their
requirements, you won't get hired.
| | 00:27 | Understanding your strengths will
allow you to choose the right roles and
| | 00:31 | industries to maximize
your career opportunities.
| | 00:35 | So let's begin with skills.
A skill is your ability to do something well.
| | 00:39 | Examples of skills include public
speaking, supervising, and analyzing data.
| | 00:45 | The great thing about skills is that
you can transfer these abilities to
| | 00:49 | different industries or even different roles.
| | 00:51 | For example, if you enjoy analyzing
data, you can perform this at a financial
| | 00:56 | organization or a university setting.
| | 00:59 | Identifying your skills will be most
important to those who are new to the job
| | 01:04 | market or those who want to change careers.
| | 01:07 | In your Career Development Guide, which
we provided to all members of lynda.com,
| | 01:12 | we've included a list of
common transferable skills.
| | 01:16 | Take a moment to review the list and
check off the skills that you possess and
| | 01:21 | want to use on a regular basis.
| | 01:23 | If you're having trouble with this section,
then take a moment to answer these questions.
| | 01:29 | In what situations or activities have
you done your best work, consider any
| | 01:34 | volunteer work or hobbies, what did
you enjoy most about these activities.
| | 01:39 | We've included some blank roles at the
bottom of the handout for you to add any
| | 01:43 | additional skills not listed here.
| | 01:45 | Next, write specific examples of
where you've used those skills.
| | 01:51 | Remember, examples can come from
any experience, including volunteer or
| | 01:55 | hobbies, not just work.
| | 01:58 | Finally, prioritize the skills that you
consider personal strengths, and that
| | 02:03 | you would like to spend most of you work day on.
| | 02:06 | Order the skills with 1 being the most
important, 2 being the second, and so forth.
| | 02:12 | Identifying your transferable skills is the
first part of building your career profile.
| | 02:18 | Next, we'll focus on identifying the
specific knowledge and qualifications
| | 02:22 | that make you unique.
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| Identifying your knowledge and qualifications| 00:00 | Knowledge is your second
contribution to a potential employer.
| | 00:03 | Knowledge is specific and is gained
by learning from experience or study.
| | 00:08 | Examples of knowledge can include
specific software like Photoshop, a cultural
| | 00:13 | knowledge such as a foreign language
or a particular field like Social Media.
| | 00:19 | Take a moment to think about your own life.
| | 00:21 | On your Career Development Guide,
make a list of the knowledge that you've
| | 00:25 | gained from experience or studies.
| | 00:28 | There are also questions in your
Career Development Guide to get you started.
| | 00:31 | Things you want to consider include technology
you've used, areas of study or cultural experiences.
| | 00:39 | Finally, employers will
require certain qualifications.
| | 00:44 | Qualifications are training and/or
credentials that may be an official
| | 00:49 | requirement or an essential
attribute needed for some jobs.
| | 00:54 | Qualifications include degrees,
special credentials or assessments.
| | 00:59 | A qualification may also be a certain
number of years of professional work experience.
| | 01:05 | On your guide, take a moment to
write down the qualifications you have.
| | 01:10 | There are also questions to get you started.
| | 01:13 | Once you've completed this section of
the guide, you should have an idea of the
| | 01:17 | skills, knowledge and qualifications
that you bring to the table and are most
| | 01:23 | interested in using in the work environment.
| | 01:25 | Now that we've focused on what the
employers will hire you for, let's focus
| | 01:29 | on your needs.
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| Considering lifestyle choices| 00:00 | While accessing your skills, knowledge,
and qualifications is important in
| | 00:05 | making your career decision lifestyle
choices may be even more important to you.
| | 00:10 | Lifestyle choices are decisions, such as
the amount of money you want to make or
| | 00:15 | the geographic region in which you wish to live.
| | 00:17 | So let's discuss some of the
lifestyle choices you may be considering.
| | 00:22 | First, financial goals are important
and will be different for everyone.
| | 00:26 | Financial goals include objectives
like salary, savings, retirement, and other plans.
| | 00:33 | Take a moment to answer the following questions.
| | 00:36 | What is the minimum
salary you need to make today?
| | 00:39 | Look at your basic budget needs like
rent, food, utilities, and entertainment.
| | 00:46 | What is your ideal salary?
| | 00:48 | This is the amount that is above your
basic needs and allows you to lead the
| | 00:52 | lifestyle you really want.
What are your long-term financial goals?
| | 00:57 | These may include buying a house,
developing a retirement fund, or
| | 01:01 | traveling the world.
| | 01:02 | It just depends on your wish
list for the future. Second.
| | 01:07 | Geography often plays an important
role in the selection of your career.
| | 01:12 | For example, if you wanted to work in
the film and television industry in the
| | 01:16 | U.S., L.A. and New York are the most
likely places you would go because they
| | 01:21 | have a high concentration of companies.
| | 01:24 | You will be able to transfer from
company to company without leaving the
| | 01:28 | region or your industry.
| | 01:29 | Some things you will want to think
about are your willingness to move, where
| | 01:34 | you want to live, the industries in those
regions, and how transferable your skills are.
| | 01:40 | Take a moment to answer the
questions on your career guide.
| | 01:44 | Your third lifestyle
consideration is career progression.
| | 01:49 | This means how people advance in their
careers, and it's important as it will
| | 01:53 | affect your future career mobility.
| | 01:56 | For example, a person may be a
professor for 10 to 15 years before they take a
| | 02:01 | new position as a Department Chair.
| | 02:03 | Whereas in the financial industry, a
Junior Analyst may only work in the
| | 02:08 | position for 2 years before she
goes back to school for an MBA in order
| | 02:13 | to advance her career.
| | 02:15 | You will want to think about if you
need stability or prefer frequent changes,
| | 02:20 | your dedication to one industry or
interest in multiple industries, and whether
| | 02:24 | you're willing to further your
education if necessary to progress in the field.
| | 02:30 | The fourth consideration is Work-Life Balance.
| | 02:33 | A conversation with a partner or family
member is often an important part of this decision.
| | 02:38 | For example, if you are raising a family,
travel may not be appealing to you or
| | 02:44 | you may desire flexible work
hours that allow you more freedom.
| | 02:48 | Consider the following questions.
What are your ideal working hours?
| | 02:53 | Is travel an optional for you?
| | 02:54 | Do you need to take a partner
or family into consideration?
| | 02:58 | If so, what are your priorities?
| | 03:02 | Finally, consider how
important economic security is.
| | 03:06 | Economic security means having a stable
source of income that will allow you to
| | 03:11 | maintain your desired standard of living.
| | 03:15 | If security is one of your top
priorities, you want to determine which
| | 03:18 | industries have some
immunity to economic changes.
| | 03:22 | Remember, by considering the
following lifestyle choices, financial goals,
| | 03:27 | geography, career progression, work-
life balance, and economic security, you'll
| | 03:33 | be able to make the best
choice for your personal needs.
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| Defining work culture preferences| 00:00 | The work culture of an organization is
the reason why most people love their jobs.
| | 00:05 | It's also why many people are
dissatisfied with their work and oftentimes why
| | 00:10 | they contemplate leaving a particular job.
| | 00:12 | Understanding your preferences when it
comes to work culture is one of the most
| | 00:17 | important sections of creating a career profile.
| | 00:20 | Work culture is the collective
behaviors and beliefs of an organization.
| | 00:25 | The culture often influences how
fulfilled you are from your job.
| | 00:30 | I recommend that you consider five
criteria when thinking about work culture.
| | 00:36 | The interaction with people, the control
you have over your work, the mission of
| | 00:41 | the organization, the sense of
identity the organization gives you, and the
| | 00:45 | structure of the organization.
| | 00:47 | I'll discuss these five criteria in
more depth, but we've also provided some
| | 00:52 | work culture questions in the career
development guide to help you determine the
| | 00:56 | best culture for you.
| | 00:58 | First, I would like you to think
about the people you ideally would be
| | 01:02 | interacting with at work.
These will be your coworkers and/or customers.
| | 01:07 | These are people that you're going to
be spending a lot of time with so you'll
| | 01:11 | want to have a good understanding
of how you want to fit in. Second.
| | 01:16 | Consider the control or independence
you would like to have over your work.
| | 01:22 | You may want someone providing guidance
or direction to you or you may prefer to
| | 01:27 | work more independently.
| | 01:29 | Take a moment to answer the
questions above control. Third.
| | 01:33 | Think about the mission of the organization.
| | 01:36 | How important is it for your personal
values to match up with the products,
| | 01:41 | services, and values of the
potential employer? Four.
| | 01:44 | Think about the sense of identity
an organization may provide you.
| | 01:49 | Many people derive self-esteem from there
organization or their company's reputation.
| | 01:54 | For example, being associated with a
prestigious well-recognized organization
| | 01:59 | may be something important to you or
perhaps you would prefer to be associated
| | 02:04 | with an unknown startup where you
can help shape the company's identity.
| | 02:09 | Finally, look at the structure of
the organization and the importance to
| | 02:13 | your career growth.
| | 02:14 | It may be that you prefer a larger
well-organized institution with a clear
| | 02:20 | established hierarchy or it may be you
prefer a smaller, less organized company
| | 02:25 | with more of an entrepreneurial spirit.
| | 02:28 | Once you have answered all the
questions about your ideal work culture you'll
| | 02:32 | next want to prioritize them.
| | 02:34 | Review the worksheet and decide which
of the factors that you would like to
| | 02:38 | include in your work culture. Circle these.
The next step is to prioritize your answers.
| | 02:44 | For each circle factor place a number
representing its importance to you with
| | 02:50 | one being the most important, two being
the second most important, and so forth.
| | 02:55 | Once you've completed the worksheet
you should have a better idea of the work
| | 02:59 | culture that's best suited for you.
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| Selecting a career assessment tool| 00:00 | If you find that you're struggling with
identifying your skills and interests,
| | 00:04 | you may want to consider
taking a career assessment.
| | 00:07 | A career assessment is a tool that
helps you identify your values, personality,
| | 00:12 | interest, and other trades that are
important in making a career decision.
| | 00:16 | There are many assessments in the market
that can help you define your career interest.
| | 00:20 | I'm going to share with you several that are
considered to be the most valid and reliable.
| | 00:26 | The first assessment is
the Clifton StrengthsFinder.
| | 00:29 | This assessment focuses on
discovering your natural talents.
| | 00:32 | The assessment covers 34 different
talents or what the author refers to as themes.
| | 00:38 | One benefit is the resources show you how to
build your personal strengths into your work.
| | 00:43 | It's available online for a fee or you
can purchase the books StrengthsFinder
| | 00:47 | 2.0 and receive an
access code to the assessment.
| | 00:51 | The second assessment is the Myers-
Briggs Type Indicator or the MBTI.
| | 00:57 | The MBTI is a personality assessment
that can guide you in understanding how you
| | 01:02 | interact with the world.
| | 01:03 | It gives you a broader perspective of
your personality rather than pointing
| | 01:07 | you to a specific career.
| | 01:10 | The MBTI indicates how you prefer to
interact with others, how you gather
| | 01:15 | information, the process of making
decisions, and organizing your work.
| | 01:20 | There are many versions of this
assessment online and many universities offer
| | 01:23 | this as an alumni service.
The third assessment is CareerLeader.
| | 01:28 | This assessment is specifically
designed for those interests in business
| | 01:32 | careers, such as finance, marketing, or sales.
| | 01:36 | It is designed to help you identify your
business skills, interests, and motivators.
| | 01:41 | Based on your results CareerLeader
will define potential career paths and why
| | 01:46 | you match these options.
| | 01:48 | Although there is a larger fee for
this assessment, it's one of the only ones
| | 01:53 | that fully integrates all
aspects of career decision making.
| | 01:57 | The fourth assessment is the
Holland's Self-Directed Search.
| | 02:01 | This is a flexible assessment that
categorizes you based on six types that can
| | 02:06 | be applied to various work environments.
| | 02:08 | This tends to be a great assessment for
young adults or people new to exploring
| | 02:12 | career paths as it will match you
with potential majors in college.
| | 02:16 | The assessment has a small fee and is often
offered through university career centers.
| | 02:22 | The fifth assessment is Life Work Transitions.
| | 02:25 | This assessment is targeted for those
who are already in their career and wants
| | 02:29 | to make a transition.
| | 02:31 | The exercises on the site focus on
discovering your sense of purpose along with
| | 02:36 | identifying your transferable skills.
| | 02:38 | There are no fees for the exercises,
however, they do have a book for purchase.
| | 02:43 | Finally, the book What Color Is Your
Parachute includes many exercises to help
| | 02:48 | you in changing your career.
| | 02:50 | This book can be used by both those
just entering the job market and those who
| | 02:55 | wish to make a transition.
| | 02:57 | It's updated frequently to
cover new trends and resources.
| | 03:01 | Assessments give you an idea of your
skills and interests and will give you a
| | 03:05 | broad idea of how you may fit
into your industry of choice.
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| Completing your career profile | 00:00 | Creating a full career profile is an
important step to identifying all your
| | 00:05 | options and will allow you to
maximize your career flexibility.
| | 00:09 | If you've been following along and
completing the exercises in your career
| | 00:13 | development guide you should now have all
the components to create your career profile.
| | 00:19 | Your final step in this section is to pull
this information together in a concise manner.
| | 00:24 | As you're writing career profile there
are few things to keep in mind. First.
| | 00:30 | This is a motivating document for you
to discover your best career options.
| | 00:35 | Write it so that it encourages you to
really focus on your goals. Second.
| | 00:39 | You'll also use your career profile
to create your pitch or career story.
| | 00:45 | Your career story will help you
speak to your networks as you explore
| | 00:49 | options and find jobs. Third.
Keep the career profile concise.
| | 00:54 | You want to be able to quickly describe your
ideal career to potential employers.
| | 01:00 | You can write this in story form or
bullet points whichever works best for you.
| | 01:05 | There are three sections to
your career profile. First.
| | 01:09 | List out the top transferable skills, knowledge,
and qualifications that you identified previously.
| | 01:15 | These are the ones you want to
use in your future jobs. Second.
| | 01:20 | List your top lifestyle considerations.
| | 01:23 | Remember lifestyle choices are
decisions that impact the way you want to live.
| | 01:28 | Write down the choices that
are most important to you.
| | 01:32 | Finally, include your top work culture choices.
| | 01:35 | These should be work cultural traits
that will help you to thrive in your work
| | 01:39 | environment and feel satisfied.
| | 01:42 | Remember that this is a
reference guide for you to go back to as
| | 01:45 | opportunities open up.
| | 01:47 | Use this career profile to confirm if
certain jobs or career choices match your needs.
| | 01:54 | Finally, I recommend that you set a
reminder in your calendar to review your
| | 01:58 | profile once a year.
| | 02:01 | Careers are ever evolving so
this document should be as well.
| | 02:05 | Now that your profile is completed in
the next chapter we will see how we can
| | 02:10 | use it to explore options.
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2. Investigating Career OptionsUnderstanding roles| 00:00 | Once you have a strong career profile
you're ready to start phase two, which is
| | 00:05 | exploring career options.
| | 00:07 | I recommend that you begin by
investigating roles that you'll want to perform.
| | 00:12 | A role is not the same as a job title.
| | 00:15 | A role is the function or task that
you will perform for an organization.
| | 00:19 | For example, the skills a teacher uses
in a university will be similar to the
| | 00:25 | skills a corporate trainer
uses at an insurance company.
| | 00:29 | Exploring roles can be one of the most
difficult steps since many people define
| | 00:34 | themselves by job
positions they've previously held.
| | 00:38 | Don't limit yourself to your previous titles.
| | 00:41 | Instead look at your transferable
skills and qualifications as they fit
| | 00:45 | into many industries.
| | 00:47 | You'll want to examine your skills
and qualifications and try to fit them
| | 00:51 | into broad categories.
Let me show you two examples of what I mean.
| | 00:57 | Let's take management as our first example.
| | 01:00 | Managers enjoy directing and
coordinating a broad range of projects as well
| | 01:04 | as managing people.
| | 01:05 | A person with this skill set and
qualifications could investigate a variety of industries.
| | 01:11 | You can manage a retail store, a group of
web developers, or a division in a hospital.
| | 01:16 | A second example is teaching or training.
| | 01:20 | People that enjoy teaching love to
convey information to students and develop
| | 01:25 | effective learning tools and techniques.
| | 01:27 | In this example you could teach at a
university, train people at a corporation,
| | 01:33 | or teach at an elementary school.
| | 01:35 | Where you teach will depend on the
knowledge and qualifications that you want to use.
| | 01:40 | These are just a few of the broad
categories that you could consider.
| | 01:45 | In the next video I'll share some
tools to help you research potential roles.
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| Researching roles| 00:00 | There are some great resources available on
the web for exploring roles and opportunities.
| | 00:06 | First, the Occupational Outlook Handbook
is a great resource if you already have
| | 00:10 | an idea out of job titles or
specific areas of interest.
| | 00:14 | Published online by the U.S. Government,
the handbook will tell you what
| | 00:18 | you'll need for training and education and how
much you can expect to earn in the U.S. market.
| | 00:24 | It also indicates future job
prospects in the field and describes what
| | 00:28 | skills you'd use daily.
| | 00:31 | You can search for specific occupations
or you can just explore by following the
| | 00:35 | occupation group links on the page.
| | 00:38 | If you're not sure what roles you might
be interested in exploring, but know the
| | 00:42 | skills you'd like to use,
LinkedIn can be a great resource.
| | 00:46 | By using the Advanced People Search
you can enter preferred skills into the
| | 00:51 | Keywords search and then explore the
companies, industries, and individual
| | 00:56 | profiles of people using those same skills.
| | 00:59 | If you have a specific interest, WetFeet.com
offers guides for sale to a variety of roles.
| | 01:05 | These guides will give you trends in the field,
typical career paths, and lifestyle information.
| | 01:11 | Vault.com also offers similar
information through a subscription-based service.
| | 01:17 | Again, as discussed in the Career
Assessment section CareerLeader and
| | 01:21 | Holland's Self-Directed Search will
point you to potential functional roles
| | 01:25 | that you may want to consider.
| | 01:28 | As a reminder there is a fee
associated with both assessments.
| | 01:32 | CareerLeader is focused on business
roles while Holland is a broader assessment.
| | 01:37 | Once you've identify roles that
interest you, fill in the section on your
| | 01:40 | Career Options page.
| | 01:42 | Next, we'll explore industries, in
which you can perform these roles.
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| Exploring industry segments| 00:00 | Now that we've discussed roles and how
to research them, let's talk about where
| | 00:04 | you can perform these roles.
| | 00:06 | Examples of industry are healthcare,
higher education, or investment banking,
| | 00:11 | just to name a few.
| | 00:13 | The industries that you focus on for
your search will depend a great deal on the
| | 00:17 | knowledge that you want to use and the
work culture that best fits your needs.
| | 00:22 | Researching industries can be complex,
so having a complete profile is important.
| | 00:27 | There are a variety of resources that will
help you get started in making your decision.
| | 00:32 | A good place to start is with O*NET.
This is a fantastic source to get a
| | 00:37 | perspective of the occupations,
working conditions, job prospects, training,
| | 00:41 | development, and the
nature of various industries.
| | 00:46 | The Harvard Business School's Baker
Library is an online source for specific
| | 00:50 | information by industry.
| | 00:52 | They have research guides that include overviews,
associations, and specific companies.
| | 00:58 | Some of the information is free to the
public, other resources you may have to
| | 01:01 | seek out at your local library.
| | 01:04 | A third resource is Plunkett's
industry research guides. You currently can
| | 01:08 | access the basic overview
on their web site for free.
| | 01:12 | This includes industry trends, a
comprehensive list of companies, and key topics.
| | 01:18 | If you're looking at nonprofits,
GuideStar is targeted to this sector.
| | 01:22 | The Advanced Search function in GuideStar
will allow you to search by specific
| | 01:26 | interests, such as the arts, media,
education, and criminal justice.
| | 01:32 | This is a fee-based service; however, check your
local library as many libraries provide premium access.
| | 01:39 | Once you've completed your research,
write down the industries you're most
| | 01:42 | interested in on the Career
Options section of your guide.
| | 01:46 | I recommend you include several
to maximize your opportunities.
| | 01:50 | Remember that you can perform
your role in a variety of industries.
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| Exploring the strength of an industry by geographical region| 00:00 | If you find you're limited to a
particular geographic region, you'll want to
| | 00:04 | understand the industry strengths in your area.
| | 00:07 | The industry is a strong fit if it
either has a large presence in the region or
| | 00:12 | it has potential for future growth.
| | 00:13 | By targeting industries of strength, you
provide yourself with mobility and security.
| | 00:20 | There are variety of resources you can use
to determine the strengths of the region.
| | 00:24 | The first resource that I'd
recommend would be the Chamber of Commerce.
| | 00:29 | They often provide business growth
reports, focus committees, and networking
| | 00:33 | opportunities by specific industry.
| | 00:36 | This resource is best used for large
metropolitan areas such as Boston, Sydney,
| | 00:42 | or Dublin, and may not be as
useful and smaller world communities.
| | 00:46 | The second recommendation is to
use LinkedIn Advanced People Search.
| | 00:51 | You can put in the ZIP Code and the
distance you're willing to travel.
| | 00:55 | Based on the search results, you can see the top
companies and industries within that radius.
| | 01:02 | A third resource is the
Bureau of Labor Statistics, or BLS.
| | 01:07 | Through their regional information
offices they provide reports focused on
| | 01:12 | industry growth and employment by region.
| | 01:15 | Finally, Inc.com has a full list of
companies by both state and metropolitan areas.
| | 01:22 | This can give you a better idea of the
larger companies and ones that are hiring.
| | 01:27 | I recommend that you look at their top lists for
current information as they are regularly updated.
| | 01:33 | If you're tied to a region but your
desired industry is not well-represented,
| | 01:37 | then you should consider other industries
that will allow you to stay in your role.
| | 01:42 | This will allow you to transition to your desired
industry when an opening finally does come along.
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| Researching salary ranges| 00:00 | Money is important when making a career
decision. Earlier I asked you to think
| | 00:04 | about your minimum salary and your ideal salary.
| | 00:07 | But will the industry or role pay these amounts?
You'll need to do some research to find out.
| | 00:13 | I'm going to suggest some resources
that should help you identify a realistic
| | 00:18 | salary range for
particular roles and industries.
| | 00:22 | The first resource is the BLS.
| | 00:24 | Their web site allows you to search by
industry and job position, and is one of
| | 00:29 | the most reliable sources of job data.
However, the BLS is based on the U.S, market.
| | 00:35 | So if you're looking outside of the U.S., then you
may need to rely more on your country standards.
| | 00:41 | Second, professional organizations
are good source to benchmark salaries.
| | 00:46 | These organizations often publish
salary surveys of members on their web sites.
| | 00:51 | If you don't know an association in
your area of expertise, Weddles.com is a
| | 00:56 | great place to find your
professional organization.
| | 00:59 | Third, I recommend to you use
a salary comparison web site.
| | 01:03 | Some of the more popular sites include
PayScale.com, Salary.com, and glassdoor.com.
| | 01:12 | These web sites are often better for
confirming the research that you've already
| | 01:16 | completed, rather than as a starting point.
| | 01:20 | Write down the estimated salary
range in your career development guide.
| | 01:23 | You'll want to compare this with the
minimum and the ideal salaries you listed
| | 01:29 | earlier to determine if these
industries and roles meet your needs.
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| Investigating roles with an informational interview| 00:00 | If you spend all of your time online
doing research, you'll never really know
| | 00:04 | whether a company or an industry
matches your lifestyle considerations.
| | 00:09 | An online search usually won't tell you
how people work together, what balance
| | 00:13 | you'll have with your life,
or if you'll autonomy.
| | 00:17 | Informational interviewing is a key
resource for determining the right fit for you.
| | 00:22 | It's asking people who work in your
industry of interest what it's like to do
| | 00:26 | their job, or what it's
like to work for their company.
| | 00:29 | This technique can be used at any point,
whether you're thinking about changing
| | 00:34 | jobs or moving into your
next level of your career.
| | 00:37 | There some key steps to effectively
gain information with this technique.
| | 00:41 | The first step is to review your career profile
to determine the priorities for the interview.
| | 00:47 | You want to come prepared with three to
five questions or conversational prompts
| | 00:52 | that will help you determine your
fit with the industry, role, or company.
| | 00:56 | If you ask behavioral-based questions,
you're more likely to get an authentic picture.
| | 01:01 | For example, tell me what your
typical work hours are like, or give me an
| | 01:07 | example of a time when you've
collaborated, and there has been disagreements,
| | 01:11 | how was that resolved?
| | 01:12 | The second step is to identify
the appropriate people to speak with
| | 01:16 | regarding your questions.
| | 01:18 | You want to consider potential team
members, direct reports, and also bosses.
| | 01:23 | Each type of person will give you a
different perspective that will be beneficial.
| | 01:28 | The best contacts will be leads that
you can attain directly or from referrals.
| | 01:33 | Great sources for these contacts are
professional networking sites, professional
| | 01:38 | associations, and networking events
targeted to your area of interest.
| | 01:43 | The third step is to request an
informational interview from one of these contacts.
| | 01:48 | You can email them or call them.
| | 01:50 | Let the person know that you're
exploring career options and are interested in
| | 01:55 | what they do and the
company they're working for.
| | 01:58 | You should be considerate of the
person's time, ask for 20 to 30 minutes and
| | 02:02 | give them some possible
dates and times to respond to.
| | 02:05 | These are best to do in person,
at their company if possible.
| | 02:10 | During your meeting you want to
direct the conversation by asking your
| | 02:14 | questions; however, listening is going to be
the most important aspect of the interview.
| | 02:19 | You really want to learn what their
job is like or how the culture of the
| | 02:24 | company or industry is, so
listen and take notes if necessary.
| | 02:29 | During this interview you
don't want to ask for a job.
| | 02:32 | This person was kind enough to give you
their time, respect them by keeping your
| | 02:36 | interview to information only.
| | 02:38 | However, if they do ask if you're job
hunting, feel free to let them know you're
| | 02:43 | exploring options, but don't
push your resume on them.
| | 02:47 | Your goal is to build a relationship
with them, not to make them feel pressured.
| | 02:52 | At the end of the meeting, ask to stay
in touch and connect through professional
| | 02:55 | networking sites if you use them.
| | 02:58 | Thank them and then be sure to follow up with
a simple thank you card after the interview.
| | 03:04 | If you'd like more advice on
informational interviews, jobhuntersbible.com has
| | 03:09 | multiple resources to
guide you through the process.
| | 03:12 | Informational interviews are great.
| | 03:14 | They give you insight to new careers and companies,
but they also help you build your professional network.
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|
|
3. Performing a Gap AnalysisConsidering your options| 00:00 | If you've been following along in
completing your career development guide, you
| | 00:04 | should have a good idea of your personal story,
roles you're interested in, and industries of interest.
| | 00:10 | Now it's time to narrow this down.
You're going to want to prioritize each choice.
| | 00:16 | Based on your career profile, you'll
want to look at the roles that most closely
| | 00:20 | align with the skills and knowledge
and qualifications that you want to use.
| | 00:26 | Put a number 1 next to your
top role and the next one as 2.
| | 00:32 | Keep doing this with all the roles, ranking
them in order of alignment with your profile.
| | 00:38 | Next, you'll prioritize industry based on
your lifestyle choices and work culture.
| | 00:45 | Rank the industries in order of
alignment with your career profile, putting a
| | 00:50 | 1 next to the closest match and so
forth until you've ranked them all.
| | 00:55 | So now that you've prioritized your choices,
next we'll be using a tool called a Gap Analysis.
| | 01:02 | This will help you determine your next steps
to achieving your top role in industry.
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| Identifying employer needs | 00:00 | In this chapter we'll look at
identifying the steps you'll need to take to
| | 00:05 | achieve your top role or industry.
| | 00:07 | If you are already in a role or
industry that you feel satisfied with, you can
| | 00:12 | also use this method to
determine steps to improve your value.
| | 00:17 | A Gap Analysis is a method for
identifying job requirements and then determining
| | 00:23 | where the gaps are in your experience.
Completing a Gap Analysis empowers you.
| | 00:29 | It helps you to identify what steps
you need to take to achieve a certain
| | 00:33 | position or improve your value.
| | 00:36 | In your career development guide we've
provided a Gap Analysis worksheet for you to fill out.
| | 00:42 | We'll start by analyzing the
employer's requirements first.
| | 00:46 | For your top role and industry,
find up to three job descriptions.
| | 00:50 | This should give you an overall
picture of the skills, knowledge, and
| | 00:55 | qualifications required for this role.
| | 00:58 | Let's begin with a job
description from a University.
| | 01:01 | The job is for an Instructional Designer.
First, let's look at the skills.
| | 01:06 | As you can see, there are many
required for this job, so for this description,
| | 01:11 | skills include: communicating proactively,
collaboratively, and professionally.
| | 01:17 | We'll put this skill in the Employer Need
column as proactive & collaborative communication.
| | 01:23 | We'll continue writing every skill we
identify in the Employer Need column.
| | 01:28 | If you find that a job description has
too many details, then categorize them
| | 01:33 | into more general skill
families or combine them together.
| | 01:37 | So, work comfortably in a fast-paced,
changing environment and work on
| | 01:43 | multiple projects simultaneously can be combined
as project management in a fast-paced environment.
| | 01:51 | Next, we need to identify the
knowledge requirements for this job.
| | 01:55 | They are web-based course management
systems, streaming audio and video tools,
| | 02:01 | instructional practices for
collaborative learning with web-based tools.
| | 02:06 | So we'll add these knowledge
requirements to the Employer Need column as well.
| | 02:10 | Finally, let's look at qualifications.
| | 02:13 | The job requires a Bachelors degree, (preferably
in instructional design or related field).
| | 02:20 | Qualifications can be flexible.
| | 02:22 | Because they use the words related
field, this is where the employer may be
| | 02:26 | flexible with the type of degree as
long as you can relate it to the job.
| | 02:31 | These remaining qualifications
may be flexible as well.
| | 02:34 | Unless an employer requires a
specific certification or degree, each
| | 02:40 | qualification can be generally
compensated by another area of strength.
| | 02:44 | Now that you've identified the qualifications,
add them to the Employer Need column.
| | 02:51 | Remember to get an overall picture of the role.
| | 02:54 | You should analyze more than one
job description. There should be some
| | 02:58 | reputation which will tell you what some of
the stronger employer needs are for that role.
| | 03:03 | We now have column one, the
Employer Need column filled out.
| | 03:07 | In the next video we'll show you how
to compare their needs with your haves.
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| Identifying your gaps| 00:00 | The second step in performing a Gap
Analysis is to determine what you already
| | 00:05 | have on your career profile that meets
the requirements of a particular role.
| | 00:10 | First, look at the Employer Need in your Gap Analysis
and compare it with your career profile.
| | 00:17 | Where there is a strong match, write
the word strong in the I have column.
| | 00:22 | Then write a specific
example in the next column.
| | 00:25 | Sometimes you may find that you have a
match that you feel is not very strong or
| | 00:31 | that you feel you need to develop further.
| | 00:34 | In these cases write the word
opportunity in I have column.
| | 00:39 | Go ahead and write a description of the
experience that you do have in the next column.
| | 00:45 | If you find that you do not have a
match at all, I suggest you write the word
| | 00:50 | need in I have column and again
put need in the Example column.
| | 00:56 | Let's look at an example of this.
| | 00:58 | So for this first line, Proactive & Collaborative
communication, we check our career profile.
| | 01:04 | In our example we've listed
communication as one of our skills.
| | 01:09 | So we'll write strong in the I have column.
| | 01:12 | Then we'll add a specific
Example, led a weekly team meeting.
| | 01:17 | Then we continue to the next Employer Need
and again look for a match in our profile.
| | 01:22 | Keep working your way down the
need items looking for matches.
| | 01:27 | Don't worry if you're seeing several
opportunities or needs, these are your gaps.
| | 01:32 | Our goal in this moment is to just
identify what you have and do not have.
| | 01:38 | Once you've completed the I have column,
you're ready to determine your action steps.
| | 01:44 | First, put a check mark for all
qualifications, knowledge, and skills that are
| | 01:49 | strong matches between the
Employer Need, and I have columns.
| | 01:54 | These will be the
requirements that you easily meet.
| | 01:57 | Next, in the Action column you'll write
out the steps you need to take to further
| | 02:02 | develop a skill or fill a need.
| | 02:05 | Some examples are: get a certification,
build an online portfolio, or manage a budget.
| | 02:11 | Next, we've included a column for you to list
Resources to help you complete your Actions.
| | 02:17 | List anything or anyone that will be instrumental
in helping you accomplish your anticipated results.
| | 02:24 | So, if my Action item is to build an
online portfolio, then maybe I'll put a
| | 02:29 | friend's name here, or I could put an
online portfolio course from lynda.com.
| | 02:35 | Continue filling out the Gap Analysis for all of your
strengths, opportunities for development, and needs.
| | 02:41 | In the next video we'll talk about
prioritizing these action steps and helping
| | 02:46 | you determine your next moves.
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| Determining your options| 00:00 | Now it's time to see how close of a
match you are to your ideal career.
| | 00:04 | Most employers are looking for you to match
approximately 75% of their skill and knowledge needs.
| | 00:11 | This shows that you're a good fit
while still leaving room for you to grow.
| | 00:16 | As far as qualifications, you'll need
to match all of their requirements.
| | 00:20 | Remember, some of the qualifications
are flexible, which means you can
| | 00:24 | compensate with another area of strength.
| | 00:27 | If you're looking at your Gap Analysis,
and you're not a strong match yet, then
| | 00:31 | you need to make some decisions.
| | 00:33 | If you're looking to make an
immediate change, one option is to do a Gap
| | 00:37 | Analysis on your second or third choice.
You may match better with a different option.
| | 00:43 | Otherwise, if you're only interested in
your top role and willing to invest time
| | 00:48 | and effort, then your next step
would be to work on these gaps.
| | 00:53 | Begin by prioritizing your
Action steps from your Gap Analysis.
| | 00:56 | If it's required for the job,
then it'll be a higher priority.
| | 01:00 | I recommend you to start with Action
steps that you can achieve in a shorter
| | 01:04 | amount of time or with
less effort or financial cost.
| | 01:08 | This will help you to stay motivated.
| | 01:10 | You might finally that you have a long
road ahead to get your ideal career.
| | 01:15 | It can be a little overwhelming.
| | 01:16 | However, turn to your Resources that
you have identified in your Gap Analysis.
| | 01:21 | These will help you to achieve your goals.
| | 01:24 | If you complete your Gap Analysis,
and you find you match up with 75% of the
| | 01:29 | skills and knowledge and meet all of
their requirements, you'll want to take
| | 01:33 | actions to get to that position.
Begin by developing your marketing materials.
| | 01:39 | This includes your resume, cover letter,
online profile, and possibly a portfolio.
| | 01:44 | Second, you'll want to prepare for interviews.
| | 01:48 | Third you can use your Gap
Analysis to build your career story.
| | 01:52 | This will help you to reach out to your
networks and to find opportunities.
| | 01:57 | Finally, you will be able to leverage your
strong matches into salary negotiation.
| | 02:02 | I recommend you do a Gap Analysis
annually. It's helpful for staying current in
| | 02:07 | your present role, setting goals during your annual
review, moving up in your career, and changing roles.
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ConclusionFinal thoughts| 00:00 | That was a lot of work but well worth it.
| | 00:03 | You now have a better idea of career options,
and you know the next steps to achieve them.
| | 00:09 | Remember, this is a process and
changes don't happen immediately.
| | 00:14 | If you're looking for a dramatic
career change, it may be a while until
| | 00:17 | you achieve your goal.
Be patient but keep working on it.
| | 00:21 | Don't forget to set a reminder in
your calendar to revisit your career
| | 00:25 | profile on a yearly basis.
| | 00:28 | This will help you to stay on track
and see if your priorities have changed.
| | 00:32 | Finally, be confident in knowing
that you've taken the time to really
| | 00:37 | think about your career.
| | 00:39 | You're now poised to get
to your career of choice.
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