Four intangible factors in a job search

Motivation, supports, previous success, and perseverance.

Sometimes when people are in a job search, they get caught up in the mechanics of the task. Tangible items and activities, such as resumes, cover letters, and networking calls are easy to see. Further, it is deceptively easy to get caught up in doing only these activities. Before beginning a job search, and at times along the way, I often advise clients to step back a moment and think a bit deeper.

Human motivation is a very broad topic, and far exceeds the scope of this article. Here, I would like to ask the Reader to consider their their own motivations, and how deeply those motivations go. For example, I have worked with many job seekers who were motivated by external forces, such as losing their house or car. While desperation is bad in a job search, folks in this situation work hard to find a job because they have to.

In contrast, there are other job seekers who are looking for work because of internal factors. Perhaps they are financially comfortable, but would like to get out of the house, learn a new skill, or contribute their talents. These folks are motivated internally, and seek to gain a different kind of benefit from work.

The above examples are not an attempt to imply that motivation is an either/or situation. The motivations of most people are a mix of external and internal drivers. The key point is that the Job Seeker needs to understand what is driving them.

The second intangible factor is that of supports. Supports come in a wide variety of types, and for this discussion, I am going to talk a bit about the support of people. Networking contacts are one obvious source of supports, and make up about 60% of new hires.

However, there are other people who factor into this job search. A supportive spouse is an obvious support. What if the job seeker is a young man who just graduated high school, and has his first 'real' interview. The person who teaches him how to tie a tie is a support. Perhaps the key support is a friend or neighbor who drops by for a cup of coffee, and lifts your spirits when things feel rough. That's a support. Look for, and enlist the help of your supports.

Next, a history of success is helpful in a job search. If you have succeeded before, then you have proven your capability to do it again. Yes, things have changed. Technology is a major player in modern job searches, and this may be a shocking change for some. Many job seekers are used to a different approach-paper applications and handshakes. Believe it or not, you learned a specific set of skills back then, and you can learn a new set of skills now. At the end of the day, you did this before, and you can do it again. For the younger or inexperienced worker, I would like to add that precious success is helpful, but not required. Everyone started with no experience, and worked through a 'first time' (I meant job search, and I know what you are thinking, Reader).

Returning from the gutter to intangible job search factors, let's discuss perseverance for a moment. A jo search is actually a sales activity, at least at the front end. A quick version of the old Salesperson Story is in order. One day, a very successful, master Salesperson has a rookie shadowing him. They do a sales call, and the master Salesperson gets shot down. As they leave, the Rookie notices a certain spring in the step, and a smile from the master Salesperson. He asks why he is so happy, since he got shot down. The Master Salesperson replies “It takes about 100 'No' responses to make a sale. Now that that is out of the way, I am one closer to yes”.

So, let's fast forward a few decades to today. Many hiring processes are automated. Feedback is non-existent. Twenty years ago, even five years ago, if you interviewed and did not get the job, someone actually picked up a phone and told you so. You had an opportunity to ask them what they liked about you, and why you weren't hired. Those days are essentially gone.

What is the connection to perseverance? Many job seekers will place 100, 200, or more, online applications before they hear anything. You must be prepared to doggedly persevere. Develop the right sales pitch, and keep going.

In memory of a great Therapist and friend, Susan Miller, RIP.

Chris

Burned Out in the Social Services, part 2

I did an earlier article on burnout in the social services. I liked the topic, it is relevant, and I think I could do a better job at having a conversation about burnout. So, I thought I would try again.

Burnout is that job phenomenon that everyone faces, regardless of profession, sooner or later. It is different from a stress-induced problem, though we often try to apply stress management techniques. In the human services, I feel that Burnout is often caused by overwhelming demands combined with a perceived lack of resources and supports.

Why do I feel that way? Frankly, I've personally burned out, left the field for a few years, and returned stronger because of the experience. My burnout was because I let myself be put into a situation where I felt that I was on an island, without supports, but I maintained my internal desire to do more. To borrow a football term, “I out-kicked my coverage”. In football, the defenders get strung out, isolated and ineffective. For me, that meant that I wanted to do more, didn't have the needed supports, and became frustrated. If anger is an explosive emotion, frustration is a corrosive one.

Here are my signs of approaching burnout:

• You have bad Sundays, dreading the return to work on Monday.
• Your energy level is drained past the point where you know it is unhealthy.
• You have two kinds of tasks-boring and unimportant OR overwhelming.
• You become reactive (as opposed to proactive).
• What you do doesn't seem to make a difference anymore.
• You feel that don't have a professional support system (Boss, Co-worker, etc.)

This is the point in the article where the reader might expect some tips about handling stress at work. I am not including stress tips in this article. Stress and this 'burnout' phenomenon are distinctly different. Stress is generally about too much. Too many clients, too many regulations. Too much paperwork. Too many Bosses. All problems, and a different article.

Burnout is about emptiness. Not enough of something. I'm empty. I have no more to give. I have no help/support/direction. It used to never be about me, but now it is about just surviving to earn a paycheck. I used to be so caring/giving/motivated. Now I am empty, I have nothing left to give. I used to care, and worked harder/smarter/better. Now I am worthless to my clients.

What do you do about it? Be your own Client .

• Recognize the problem.
• Assess the situation.
• Develop a plan of action.
• Get help as needed.
• Implement same.
• Review progress.
• Revise and adapt as you go.

Sound familiar, Social Services Worker? Yes, it is a Service Plan. Do one for yourself. In writing. Hold yourself accountable. Forgive yourself if you stumble along the way. Get help. Keep going.

You've helped hundred or thousands of people. Why not help yourself? You can do this.  We need YOU, and we need you to be healthy enough to keep helping others.  You can do this.  It can be better.

Good Luck and Best Wishes,

Chris