Similar to the SWOT Analysis blog, the multi-generation plan takes the
brainstormed strategic ideas from the SWOT analysis and turns them
into tactical ideas. We are often asked in interviews, “What would you do
on day one?” The multi-generation plan answers what you will do on Day
30, Day 60, and Day 90.

I like to create a simple grid with columns labeled 30 Days, 60 Days,
and 90 Days. The rows along the left side can be labeled and organized
any way that you want. My favorite labeling method usually revolves
around how I would address needs specific to people, process, and technology
in my new role, while more technical roles are better suited to use the
DMAIC methodology from process design in the category column (e.g.,
design, measure, analyze, improve, and control). Again, you’re invited to
use what works best for your particular situation.

More than once during the job search process, a hiring manager was
impressed with the plan and actually used it—even when I wasn’t hired.
The plan leaves a lasting impression and differentiates you. I don’t always
share it unless it naturally fits into the conversation. My goal for doing
this work is related to being prepared, and having a literal plan of attack
for when I get hired. On my first day of work with my new employer,
I was able to turn my multi-generation plan into a task list, and hit the
ground running. Please note that due to the length of time to complete,
it’s recommended to be selective in the use of this tool. However, it is
highly suggested for use with the best leads.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

MP3 Downloads of “From Fear to Success:  A Practical Public-speaking Guide” are available at Apple iTunes, Amazon, Rhapsody, Emusic, Nokia, Xbox Music, Spotify, Omnifone, Google Music Store, Rdio, Muve Music, Bloom.fm, Slacker Radio, MediaNet, 7digital, 24-7, Rumblefish, and Shazam “From Fear to Success” MP3 on CD Baby

It is imperative to differentiate yourself.
One way to do this is by being more prepared than any other job
candidate. According to Wikipedia, a SWOT Analysis is:

“…a structured planning method used to evaluate the Strengths,
Weaknesses, Opportunities, and Threats involved in a project or in a business
venture. A SWOT analysis can be carried out for a product, place,
industry or person. It involves specifying the objective of the business
venture or project and identifying the internal and external factors that
are favorable and unfavorable to achieving that objective.”

SWOT Analysis is most often credited to Albert Humphrey, who led
the work through the 1960s and 1970s based on data from Fortune 500
companies. The following is a high level description of the characteristics
of each of the main components:

• Strengths: What are the differentiating factors that are advantageous
to the proposal?
• Weaknesses: What are factors that are a disadvantage relative to the
team, process, business, or product?
• Opportunities: What features could be exploited to the advantage
of the team or product? This is often related to controllable and
internal to the company.
• Threats: What external factors, often outside of the control of the
team, business, process, and project that can be a concern?
I started integrating SWOT analysis by creating four blocks on one
sheet of paper and brainstorming specifics related to the company role for
which I was applying. One of the main reasons was to see if it would be a
position I would like, a position I could succeed in, and a position where
I could have an immediate impact.

When I first talk with people about SWOT analysis, they think it’s a
fancy way of kissing up. Actually, the primary goal for me when doing the
analysis was not to benefit the people I was potentially interviewing with;
I needed to believe I was a good fit for a role before I could have a genuine
conversation convincing someone else that I was the right fit. The SWOT
analysis became a tool to allowing me to do that. If the secondary goal is
to show your work and how you prepared for the interview, it can only
help in the goal to differentiate yourself.

I defined each block so I stayed focused and consistent within its context.
Since SWOT analysis was originally created for project settings, it’s
important to understand how it can be used effectively in the job-search
process with a little modification and clarity.

– The strengths represent the skills you can bring.
– The weaknesses are specific to the role, the department, or even the
company, based on your insight gathered from interview preparation,
from articles, current/past employers, and other factors.
– The opportunities should be a direct reflection of the action you can
take to address the weaknesses (internally focused).
– The threats are more externally focused and most of the time are out
of your control. For example, could new federal regulations create
issues in the industry you’re looking to get into?

Historically, the SWOT has had great results for me by ensuring that I
was fully prepared for any interview and knew that the job was definitely
something I wanted. In some cases, when asked how I prepared for the interview,
I might mention the SWOT analysis I completed. On more than
one occasion, the interview became focused around the SWOT work itself.
When that happened, I knew I had the advantage by discussing a
document that I had put together, and in many cases, took some control
over the flow of the interview. Although you should never manipulate an
interview, having some control to play to your strengths can be the extra
advantage you’re looking for.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

MP3 Downloads of “From Fear to Success:  A Practical Public-speaking Guide” are available at Apple iTunes, Amazon, Rhapsody, Emusic, Nokia, Xbox Music, Spotify, Omnifone, Google Music Store, Rdio, Muve Music, Bloom.fm, Slacker Radio, MediaNet, 7digital, 24-7, Rumblefish, and Shazam “From Fear to Success” MP3 on CD Baby

What do you want to do when you grow up? Does your target audience
know your desires? Do you know your target audience?
If you don’t know the answers, it’s time to figure them out. If you don’t
know what you want for yourself or how to market yourself, how can
people help you get you what you want? Even for someone like me who
teaches résumé writing, I had enough critical feedback from readers of
my own résumé as being “too dense” or “too broad” to know that I had
to make some significant changes. For example, that flexibility was easily
identified as a marketable trait on my résumé since I averaged many positions
in a short period of time at the same company. This strength of being
flexible was a nice-to-have, but people making the hiring decision needed
to know what competencies I had, what skills I possessed, and what I
could do for them. The companies I was pursuing couldn’t be expected to
guess what path I wanted to take. I had to find a way for people to know
that I was both flexible and competent. As much as I thought I was giving
companies options, I found that they didn’t have time to be too interpretative.
The message is to still cast a broad net, but be more targeted with
the approach so people know exactly what you want.

An effective way to be precise about what you want is by putting together
a marketing plan. I used this tool in networking situations and
found the murkiness cleared up not only for me, but for the people who
could lead me where I wanted to be. You can still have multiple options
based on your various pursuits, but the key is to have a targeted approach
that aligns your skills with a field of work. The marketing plan can have
fluidity for different fields you are looking into, but should be stable
enough that you don’t need one for every person you meet or for every
different company you are looking into.

There are a variety of types and definitions of marketing plans. My
advice is to look at the purpose of a marketing plan first, and keep it
simple. The purpose is to make your goals as clear as possible to someone
reading the document. The design of your marketing plan should be
based on the harsh reality that someone may well glance at it for less than
thirty seconds, so make the layout count. For example, you might put a
clear statement expressing your interest at the top of the page, followed
by examples of the types of positions you want to pursue, skills and/or
competencies you possess, strengths, and accomplishments. It should be
in a table format to pack a punch with an economy of words. In sessions
that are truly networking only, you can also list all of the companies you
are looking into so the person you’re meeting with gets a sense of the
direction you’re taking. Your marketing plan can be adapted for different
fields you are pursuing, but don’t put yourself in a position where you’re
constantly revising it. My rule of thumb is that 85 percent of the story of
you should remain the same regardless of the positions or fields you are
looking into. Remember, the importance of a marketing plan is to market
yourself in order to give someone a very clear picture of what you want.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

MP3 Downloads of “From Fear to Success:  A Practical Public-speaking Guide” are available at Apple iTunes, Amazon, Rhapsody, Emusic, Nokia, Xbox Music, Spotify, Omnifone, Google Music Store, Rdio, Muve Music, Bloom.fm, Slacker Radio, MediaNet, 7digital, 24-7, Rumblefish, and Shazam “From Fear to Success” MP3 on CD Baby

As someone who has written up many job descriptions, what do you
think I’m looking for? I’m looking for the perfect candidate, just like
every other hiring manager and recruiter. The chances that I will find the
perfect candidate are always slim. As I talked with fellow unemployed
individuals, I discovered that many people read job descriptions and gave
up without any further action. They made no call to the recruiter or hiring
manager, and chose not to fill out applications for positions they were
actually qualified for. Mary LaFontaine, who works for the Maine Career
Center said, “Apply if you meet more than 50 percent of the job description.”
It is not an exact science or math equation. If you feel that you
meet enough of the criteria, then go for it. Even if the “requirements”
are not fully met, you should take a serious look at applying. I am realistic
enough to know that perfect candidates most likely don’t exist, but
qualified candidates do. The ones who take the most shots increase their
chances significantly. A colleague in the sales world used to say, “If one
in ten buy, and you are only asking/offering to one in fifty…it’s going to
take you a long time to get that ten who say yes.”

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

MP3 Downloads of “From Fear to Success:  A Practical Public-speaking Guide” are available at Apple iTunes, Amazon, Rhapsody, Emusic, Nokia, Xbox Music, Spotify, Omnifone, Google Music Store, Rdio, Muve Music, Bloom.fm, Slacker Radio, MediaNet, 7digital, 24-7, Rumblefish, and Shazam “From Fear to Success” MP3 on CD Baby

Yes, employers want it both ways. They may advertise a position asking
for only three-to-five years of experience, but have a description
that looks impossible to do unless you have ten-to-fifteen years of this
experience. Some of the reasoning is to keep the compensation expense
reasonable. This makes good business sense, since there are more applicants
than jobs and competition is intense. With over twenty years of
experience in the financial industry, I started most of my conversations
with that fact, thinking that the tenure would elevate my status. I quickly
found out how careful I needed to be in communicating that information,
because I was aging myself—and potentially increasing my price
compared to the competition. I no longer wanted to lead with that fact.

Instead, I used a more targeted approach. As previously mentioned,
I averaged eighteen months a position for twenty-three years, so I used
language that made sense to the particular conversation. I batched some
jobs together to elongate the experience level. For example, “I was in
operations management for a total of five years.” Instead of singling out
each role separately where I had project management, risk management,
and compensation management experience, this method does the math
for the recruiter or hiring manager, instead of them having to add up all
of my experience in different positions. By no means did I misrepresent
myself, I just spoke the language and didn’t invest so much energy into
detailing how long I had certain responsibilities in each designated role.
I became better at explaining the overall impact I had when I was in the
role, which seemed to move me further into the conversation. The quality
of the meaningful work that I executed and delivered became the higher
priority—not the length of time spent doing that work.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

MP3 Downloads of “From Fear to Success:  A Practical Public-speaking Guide” are available at Apple iTunes, Amazon, Rhapsody, Emusic, Nokia, Xbox Music, Spotify, Omnifone, Google Music Store, Rdio, Muve Music, Bloom.fm, Slacker Radio, MediaNet, 7digital, 24-7, Rumblefish, and Shazam “From Fear to Success” MP3 on CD Baby

During my job search, I set some goals with specific milestones and
deadlines. I said that after a month, if I didn’t see a definite lead
on the horizon, I would start to tap into recruiters and headhunters to
help with my job pursuit. I was fortunate enough to have a networking
session with an old colleague who provided me with a list of recruiters
he had used when he lost his job. I was excited to have this gift to get off
to a quick start. Although I had heard about headhunters, I’d never truly
understood what I was about to experience. My former colleague’s gift led
to my worst day in the entire job-seeking process.

I had mixed reactions when I sent out the original request to connect
with the list of recruiters. Some never responded. I later found out that
most recruiters are very specialized and target certain fields. This was good
information to know. Others set up meetings that they blew off with no
warning or communication. Others were downright rude via email and
even in conversations, by making it very clear that they didn’t want to
work with me. I have to be careful with such a broad statement, because
there were many that were helpful, polite, compassionate, and giving—
but not all of them. However, even the polite ones cut straight to the
chase. I found out quickly that I wasn’t networking anymore.

After being frustrated for a call or two, I soon realized that recruiters
and headhunters have a very specific job to do. If they were wasting time
on a call with me because they felt I wasn’t qualified for their particular
niche or job, then they weren’t making money. Once I genuinely understood
how the relationships would be established, I began to appreciate
both of our challenges and tried to step up my game by anticipating their
very specific questions, challenging myself for the next similar call by
doing more homework or better defining exactly what I was looking for.

I am very thankful for this frustrating piece of the process. When a recruiter
calls they typically ask three questions: salary range, location preferences,
and exact position in the exact field you’re looking for. I began to
take it as a compliment that I made their list to call. Knowing that they
get a slice of the salary of the person they hire from the hiring company,
and that they have a reputation to maintain in getting perfect hires for the
companies that contract them, it became more understandable how some
of the conversations went. As a job seeker, you’re not required to deal
with headhunters. Although I didn’t run into it, I have heard from my
career center friends, that there are situations when a recruiter is looking
for the unemployed person to pay them to assist in the job search. I will
caution you and say there are very few times you need to spend money on
a recruiter or headhunter to get hired. However, if you choose to go with
a legitimate recruiter, it is a choice you can make—just know the swarm
of bees you’re walking into… although bees are productive!

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

MP3 Downloads of “From Fear to Success:  A Practical Public-speaking Guide” are available at Apple iTunes, Amazon, Rhapsody, Emusic, Nokia, Xbox Music, Spotify, Omnifone, Google Music Store, Rdio, Muve Music, Bloom.fm, Slacker Radio, MediaNet, 7digital, 24-7, Rumblefish, and Shazam “From Fear to Success” MP3 on CD Baby

By averaging eighteen months per position for over twenty years, it
clearly makes me a generalist. Being a generalist was great for my old
company, but for many companies, getting hired happens when you’re a
specialist. I had several experiences in past roles where I had some expertise.
During the job-search process was not a time to be shy about that
expertise. There are few times in life where it is necessary to stand on the
rooftop saying, “Look at me,” and looking for a job is one of them.

There is a professional way to do this, however. You can give context
and examples, but if you are not comfortable talking about your accomplishments,
there are plenty of people out there who will have the advantage
because they have no problem singing their own praises. I teach a session
called, “It’s Not Bragging if It’s a Fact.” Without being braggadocios,
individuals can successfully talk about their accomplishments and bring
them to life off the pages of the résumé. It’s important to talk about how
you can resolve conflict and work in a team setting, but it’s also important
to talk about your individual contributions in driving a business forward.
You must talk about what made you a specialist and how that can set you
apart from the competition. Have it come to the forefront with specifics.
There’s no “I” in team, but there is an “I” in interview, so make the most
of it and learn to humbly—but confidently—speak about your accolades
as a specialist.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

Even the best-intentioned people make promises they can’t keep. If I stopped looking for a job each time I was promised something, I would be years away from where I want to be. During a discussion at a local career center, I was once asked the question, “What do you do while you’re waiting for the company to get back to you? They (the company) said it would be two or three months.” I hope my response wasn’t too sharp when I said, “I would call my next lead.” Between having positions cancelled or being led to believe that I was the top candidate for a job only
to find it had been given to someone else, I learned not to stop looking until I had an actual start date and a contract in hand.

One person in my network recommends having at least four serious leads. The definition of serious is not one that you hope will come to fruition, but one that you feel there is a real chance of landing. I agree for the most part, except I wouldn’t put a number on it. I take an interpretation of a serious lead, well, very seriously, but I can’t take it as an ironclad promise. My job looking for a job continued until I was 100 percent sure the job offer was made and accepted. Even on the day I received my most recent job offer, the HR person said they had to finalize a few things. I
continued my search until the actual offer was in writing in front of me. I’m a trusting, but realistic, person—I know things change or that there can be miscommunication.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

People get busy. Let’s be honest with ourselves—most networking sessions
and conversations with people about possible jobs are more important
to us than the person with whom we’re talking. I heard many offthe-
cuff comments such as, “Call me in a couple weeks.” While I know
most of us may give an instant response similar to, “Will do,” I felt I
was differentiating myself and ensuring action when I immediately put a
follow-up appointment on my calendar. As with the last chapter, I wasn’t
going to be a pest, but I was diligent in making sure that I took full advantage
of all leads. I couldn’t afford to be skittish in my follow-up, and I
found most people did not seem offended by someone who stayed on top
of what we had discussed. Keith Ferrazzi notes in Never Eat Alone, “Don’t
apologize for being persistent.” Persistency does pay off. Additionally, if
you tell someone you will do something, such as sending your résumé
or marketing plan, do it right away. You don’t want to earn a negative
reputation as someone unable to follow instructions or follow through
on a task.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com

Obviously, everyone in our network has an important role to play.
While it’s important to avoid rash judgments about one contact
being more important than another, I will tell you that if you have the
choice between being in touch with a recruiter or a hiring manager, lean
toward the hiring manager every time. The recruiters are there to screen
applicants and determine who is best suited to move on to the next level
of interviewing. While it’s extremely important to have a strong relationship
with them, if you have the contact information for the hiring manager,
then use it. If you don’t have his or her information, then do your
due diligence and attempt to get it. I’m not condoning being pushy, but
I am encouraging assertiveness. The hiring manager can provide exact
expectations for the role, including the unwritten description. A hiring
manager can provide insight as to what successful, and not so successful,
people have done in the role in the past. Even if a hiring manager holds
back some information, they now know who you are beyond your résumé.
The contact also establishes a relationship that could be critical if
there are equally qualified candidates applying for the same job. In that
case, the hiring manager may even appreciate the extra effort you took to
learn more about the job.

Thomas B. Dowd III’s books available in softcover, eBook, and audiobook (From Fear to Success only):

• Now What? The Ultimate Graduation Gift for Professional Success
• Time Management Manifesto: Expert Strategies to Create an Effective Work/Life Balance
• Displacement Day: When My Job was Looking for a Job…A Reference Guide to Finding Work
• The Transformation of a Doubting Thomas: Growing from a Cynic to a Professional in the Corporate World
• From Fear to Success: A Practical Public-speaking Guide received the Gold Medal at the 2013 Axiom Business Book Awards in Business Reference
• The Unofficial Guide to Fatherhood

See “Products” for details on www.transformationtom.com.  Book and eBook purchase options are also available on Amazon- Please click the link to be re-directed: Amazon.com