Wednesday, April 30, 2014

Job Market Report April 30 2014 - Steady and consistent - that is good!

For Immediate Release
For Information: Dan Moran 518641-8968

Job Market In Region Consistent and Steady – The Sign of Stability

(Albany, NY, April 30, 2014) The Region’s job market remained very slightly above last week, again indicating consistency and stability which is desired in market conditions we have experienced in the past. “ As a region, we continued to be just about or slightly over 2000 jobs per seven day week average, which is good and continues to be slightly better than last year”, stated Dan Moran, President and Founder of Next–Act, a career transition management firm in Colonie.  “This is consistent with our own internal surveys that indicate that the market was somewhat off in the first quarter of this year — especially March — but improving and job prospects for this quarter are indicating being up, which is good news for the local economy, for employers and for those seeking jobs”. 

Job postings in the Capital Region were 1962 compared to  1942 a week ago. Other markets in NYS were flat or down slightly down again this past week, with the exception of the  metro NYC area. The Capital Region still outpaces Buffalo, Rochester and Syracuse for jobs in the market and the Capital Region is much smaller in population and employment than other NYS markets.

Seasonal Hiring Appears to be still soft

Seasonal hiring - producing jobs in tourism, hospitality, construction and other trades affected by the weather and travel still appears to be off after what can be labeled a brutal winter weather season. “Numbers nationally appear to be still below expectations but on the other side, wages for 2014 for seasonal hires appear to be up slightly. We need to hope that May is a good weather month to fuel seasonal hiring”.


National Job Market

Nationally the market were up a notch to 597,000  from 592,000 last week. “ This number is a bit concerning as the national job performance appears to be sliding which may indicate an overall lack of continued confidence in the economy in some regions which is dragging job growth down. 
  
About Next-Act


Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2013, his firm will celebrate 25 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! &  Get Hired Now! programs.


Sunday, April 27, 2014

Be your "Personal Best" ....

Be impeccable with your word. Don't take anything personally. Don't make assumptions. Always do your best.”  - -- Miguel Ruiz

Once again, it is that time of the year in our region when the best-of-the-best businesses, personalities, and others are honored with numerous Best Of…  polls including the most comprehensive that is published in Capital Region Living Magazine (www.crlmag.com). Congrats to those who have been honored - you should be proud. I am sharing once again how one can be their own personal best -– in career & work situations, as well as life. People want to do their best but sometimes they do not know what that means. 

Does it mean showing up on time for work every day? Does it mean sucking up to their boss?  Does it mean leading the birthday committee?


I don’t think so. Being your personal best isn’t the things you do. Rather, it is a state of mind one achieves that drives all their actions and behaviors. I was introduced to a book, and subsequently a  methodology, by my own “personal best coach” – my wife Vikki. She knew I had one behavior several years ago that kept me up at night and held me back – I made assumptions – assumptions about everything and they raced through and clogged my mind.


Vikki introduced me to The Four Agreements (www.toltecspirit.com http://www.amazon.com/Four-Agreements-Practical-Personal-Freedom/dp/1878424319); it was a life-changing experience. Written by don Miguel Ruiz, the Four Agreements provides  a methodology for life that can bring happiness to all aspects of your life, and change mindset that can be counterproductive to growth. The Four Agreements  (btw, this book was on the New York Times bestseller list for 8 years when published in 1997) provides a powerful code of conduct that can rapidly transform your life to a new level of freedom, true happiness, and love. Some describe this as an inspirational code for life – I like this description best; that is what it was to me


The books foundation is found in ancient Toltec wisdom, originating in Southern Mexico several thousand years ago.  The Toltec’s viewed science and spirit as part of the same entity, believing that all energy - material or ethereal - is derived from and governed by the universe.  If you have visited Cancun and went to the ruins of Tula – that is where the Tolec’s flourished.

So what are the Four Agreements?

You will find them below. I asked that this be formatted in this manner so you can cut these out – and put them where you can see them, everyday. This is important: If you can see it – you will be reminded to live it.

If you commit to living the Four Agreements – really commit and not just say it – you will be released from behaviors and thoughts that take you nowhere and stop you dead in your tracks. You will be stronger – you won’t take yourself too seriously and you won’t take everything personally.


You will focus on doing your best – only your very best – in everything you do. And you will be free from allowing assumptions crawl into your mind to mess you up – and man do I know that! I stopped assuming and when I see myself going down that path, I “talk” to myself – stop it Moran


Assuming, doing just what is needed and not your very best, not being true to your word that be career & life killers, hold you back and never allow you to achieve. I see it in my practice every day; I coach many a client to just stop that wasteful mind noise and move on – and they do, usually.



Be your personal best and start today with a new mindset. Let the Four Agreements guide you and thank you for reading this.  Cut these out – make copies and post so they are always in sight. – Dan



The Four Agreements®

don Miguel Ruiz



1. Be Impeccable with your Word: Speak with integrity. Say only what you mean. Avoid using the Word to speak against yourself or to gossip about others. Use the power of your Word in the direction of truth and love.

2. Don’t Take Anything Personally
Nothing others do is because of you. What others say and do is a projection of their own reality, their own dream. When you are immune to the opinions and actions of others, you won’t be the victim of needless suffering.

3. Don’t Make Assumptions
Find the courage to ask questions and to express what you really want. Communicate with others as clearly as you can to avoid misunderstandings, sadness and drama. With just this one agreement, you can completely transform your life.

4. Always Do Your Best
Your best is going to change from moment to moment; it will be different when you are healthy as opposed to sick. Under any circumstance, simply do your best, and you will avoid self-judgment, self-abuse, and regret.

Dan MoranPresident & FounderNext-Act, Division of DVG, Inc.Career Management & Transition SpecialistsCorporate Management Services
Celebrating 26 years providing career & corporate management services in 2014!125 Wolf Road, Suite #128Albany, NY 12205Phone: 518-641-8968  dmoran@next-act.com
Author: Accept-Commit-Permit: Three Essential Steps to Achieving Happiness &Success in Career (and Life!) ... Exclusively at Amazon.com:http://tinyurl.com/lluzsyd
Visit the Assessment Center: next-act.com/assessment-center.cfmManage Performance & Achievement:www.next-act.com/prescriptive-performance-analysis.cfm

Friday, April 25, 2014

Job Market Report 4 26 14 - Holding steady!

For Immediate Release
For Information: Dan Moran 518641-8968

Job Market In Region Continues Flat … National and other NYS Markets Drop

(Albany, NY, April 23, 2014) The Region’s job market remained flat this past seven days likely the effect of the holiday observances and school vacation breaks which is known to have an impact on business levels as many were on vacation, returning this week. “ While flat, we are holing above 2000 job postings on a seven day average which is slightly better than last year for the same time period echoing analysts that feel 2014 will mirror 2013 in terms of economic growth and jobs. Still, this is now five weeks in a row that we are seeing a higher level of jobs which is good and as I have reported in the past, indicates consistency in a period of the year - the second quarter, when we must see this to continue recovery” , stated Dan Moran, President and Founder of Next–Act, a career transition management firm in Colonie.  

Job postings in the Capital Region were 1942 compared to  approx. 1960 a week ago. Other markets in NYS were down again this past week, including the metro NYC area. The Capital Region still outpaces Buffalo, Rochester and Syracuse for jobs in the market and the Capital Region is much smaller in population and employment than other NYS markets.

Is the real problem unemployment or employee disengagement

A critical issue being discussed by economic analysts goes beyond unemployment which is going down but still contains a component of the  unemployed and underemployed that drags down the economy. “Many analysts – including me – also feel that there is another even more damaging number in the labor market – the number of employees who report they are “disengaged” in their job and therefore under motivated, unproductive and not caring for the work they produce. A recent Gallup poll pegged the percentage of workers reported to be disengaged or significantly disengaged at 71%, a number that is potential very damaging to the economy. “In addition, this survey and others peg the cost of employee disengagement at $300 to $500 billion annually, and that is affecting economic recovery”.  Employee disengagement appears to be a byproduct of the recession when employers cut wages, benefits, hours and other programs and for many, never returned to pre-recession staffing even though business has largely returned to pre-recession levels. “In other surveys, 88% of employees are being asked to do the job of two or more people at the same compensation.  That erodes loyalty and leads to disengagement. On a short-term basis this will lead to a spike in turnover as employees leave for other jobs hoping the situation is better elsewhere. Employers need to beware of this situation in their companies and address it now”. 


National Job Market

Nationally the market was down somewhat Postings were 592,000, down from 631,000, last week. “ This number is a bit concerning as the national job performance appears to be sliding which may indicate an overall lack of continued confidence in the economy in some regions which is dragging job growth down. 
  
About Next-Act


Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2013, his firm will celebrate 25 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! &  Get Hired Now! programs.





Dan Moran
President & Founder
Next-Act:
Career Management & Transition Specialists
Corporate Management Services
Celebrating 25 years providing career & corporate management services in 2013!
125 Wolf Road, Suite #128
Albany, NY 12205
Phone: 518-641-8968
eFax: 586-279-4212
facebook    twitter
Visit the Assessment Centernext-act.com/assessment-center.cfm
Manage Performance & Achievementnext-act.com/prescriptive-performance-analysis.cfm


Sunday, April 20, 2014

What is the real economic problem: Unemployment … or Employee Disengagement


I think we too often make choices based on the safety of cynicism, and what we’re lead to is a life not fully lived. Cynicism is fear, and it’s worse than fear – it’s active disengagement. – Ken Burns
This is an often posed question and one of relevance today given the fact that the concept of what we call work has changed – really changed.
We hear from political leaders and the media about the need to create jobs, to get Americans back to work and to reduce unemployment – and I agree 110%. The job market is recovering but even at this level of recovery, the number of jobs available in the US are around 50-60% lower – yes lower – than before the recession took hold. Prior to the recession, on most any given day there were 1.2 to 1.4 million jobs being advertised on the market in the US. Today, we hover around 575,000 to 650,000 – way off from the market highs.
In our region, arguably one of the best regions in the country for jobs today, we see about 2,000 jobs in the market in any given day. That was 3000 to 3500 prior to the recession, so while not as dramatic a drop as the national job picture, still a haircut for sure.
Job growth is critical. However, in my opinion (and in the opinion of many who live and breath this market), there is a much more significant problem in the employment market that has the potential – and it is beginning to occur – to derail companies that are trying to recover:

The number of workers in a job who are disengaged – going to work to collect a paycheck; not charged, motivated or liking what they do.
This number is staggering …
We look to Gallup to give a picture of the mood of today’s worker and the results of their employee engagement study are at best mind-boggling and concerning. In their 2013 State of the American Workplace Report (http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx), Gallup reports that 70% – yes 70% of workers are either “not engaged” or “actively disengaged” at work. This is scary. Take ten workers in a company; seven do not want to be there, may not be doing their job or can be hurting the company in some other manner. Gallup and other analysts peg the cost of lost productivity between $300 and $500 billion annually. That holds back growth and economic recovery.
I see it every day in my practice. A once-great employee comes in and due to a myriad of factors, feels disengaged from their work and as a result, disenfranchised, under motivated, unproductive and disconnected. The reasons are many and seem to be centered around:
… Not feeling valued or heard
… Not recognized for a job well done
… Unrealistic expectations
… Poor or no communication
… Lack of relationship with leadership
… Unclear direction
… Lack of relationship with co-workers
… Unachievable workload
… And the list goes on and on …
The result? Good workers become disengaged workers and they leave the company (best solution) or worst yet, they stay (not good solution). Having a majority of disengaged workers in a company affects morale, communication, results and will affect customers. Customers sense that the campers are not happy, and they bolt – maybe just a few at a time, and the business leadership might not notice it (and if so, shame on them).
What happens – “leaders” recognize this is occurring in their company, and they seek to “fix” it:
… They throw money at the problem in salary increases— does not work
… They add workplace perks – no they doesn’t work either
… They fire those disengaged – no that doesn’t work either; the remaining employees see this, and join the ranks of the disengaged.
They miss the problem: It is the leadership and the systemic operations of the company that cause the disconnect. It is the “soft” things that count and can be fixed, with commitment:
… Communication
… Defining expectations
… Rewarding for performance
… Clarity in direction
… “Community” within the workplace
… that count.Yes these are harder to fix, but can be fixed over time
Is it unemployment or employee disengagement that is critical? …
It is both. Unemployment is more difficult to fix and is a macro economic issue. Disengagement is a problem that is more “in the neighborhood” … It is local, it is right in front of business leaders, and it can be fixed with short-term results. But the leaders and the organization as a whole must be committed to fixing the problems, and righting the wrongs.
You one of the disengaged?
Perhaps – and I know – I am describing a fair number of people who will ready this.
You have two choices:
1. Continue to be disengaged, unhappy, unproductive, spiteful and let it affect negatively all aspects of your life: family, relationship, social, community.
2. Be done with it – take control, commit to be happy and engaged and find your way top a new job, a new company or a new career. If you second 80% of your waking time either getting ready for work, being at work, thinking about work – why would you allow 80% of your life to be in a state of disengagement.
I think the choice is clear. I hope you do too. And I hope you will take control and act.
As always, thank you for reading this. – -Dan
Dan Moran
President & Founder
Next-Act, Division of DVG, Inc.
Career Management & Transition Specialists
Corporate Management Services
Celebrating 26 years providing career & corporate management services in 2014!
125 Wolf Road, Suite #128
Albany, NY 12205
Phone: 518-641-8968
dmoran@next-act.com
Register for Reinvent Yourself 2014 – Media Sponsor: Capital Region Living Magazine, May 3rd, 8:30 – noon, Hilton Garden Inn, Troy. In a few short hours, craft your mission statement and learn how to reinvent your life, career and leadership qualities. I will be there with experts in life coaching, leadership, entrepreneurship, finance. To register: https://www.eventbrite.com/e/reinvent-yourself-14-tickets-9289540265 or if you wish, call me at 518-641-8968 or email to dmoran@next-act.com .
Author: Accept-Commit-Permit: Three Essential Steps to Achieving Happiness &
Success in Career (and Life!) … Exclusively at Amazon.com:
http://tinyurl.com/lluzsyd

Sunday, April 13, 2014

Why Apply? They don’t have any jobs posted …


I hear this all the time from those who visit with me – before I work with them. I always ask a number of routine questions to gauge one’s aggressiveness in job hunting. The questions run the course from where they are looking to how they are looking to networking, etc.

What I hear, over and over, is an aversion to connecting with companies that are not posting or advertising positions but might be a good fit for an individual. They may have the skills and abilities to contribute.

But try to get them to reach out “unannounced” to companies? It is difficult as technology has conditioned those in the job market to go to the “easy” source – job postings online. Bottom line: That’s “bottom-feeding”; looking for a job requires that you get out of that box and not just respond but market yourself.

38% - a big number

Just this past this week, in the TU newspaper, within an article on job hunting – and a good one at that. One call-out was to a survey of companies that was telling:

38% of companies continually evaluate job applicants for potential openings with their company – and they do so when they don’t have a job opening. 

In other works, they are continually recruiting. That is your market – companies where you may fit in, not just the one’s that have job opening at an given time that hundreds will apply for.  In years past, this was referred to as the “unadvertised job market”. A bad name in my opinion – better to call it the “opportunity market.  Whatever one may call it, the fact is clear: companies do not need to be advertising or posting a position in order for you to contact them. Rather – if you have a talent you can contribute, reach out, connect and introduce yourself. You will also find that companies that continually recruit and evaluate potential applicants are the companies that tend to be most interested in finding and retaining the best talent. In other words, their culture is more conducive to employee engagement and development. 

Sounds good Moran – but how …

… do I go about his, where and when.

Good questions. It begins with one developing an inventory of skills, strengths and qualifications that they can contribute to an organization:

Skills
Tangible hands-ion practice skills: Technology, mechanical, engineering, managing, planning for example

Strenghts
The “soft” skills: Communication, organization, listening, problem-solving for example

Qualifications
The “meat-and-potatoes: 10 years experience in xxx, experienced in repairing x,y z, customer service, administration, sales for example. Real experience one has done that can be applied elsewhere.  

Create a “sell sheet” - make a list of all the above you identified, show others and get their feedback – the list may grow. This becomes your go-to-market planner – a tool to use to evaluate potential employers where you can contribute.  Next – be a student of the market. Real about companies online and through media. Talk to those you know about companies that might know of where there could be a match.

And then – connect. Through LinkedIn or other resources, identify a potential contact and send your resume with a short intro email. Explain what you have learned about the company and how your skills, strengths and qualifications may be an asset. Ask for the opportunity to have a phone conversation or face-to-face meeting. This is marketing. This is “selling yourself”. This is defining yourself as an applicant who is focused and determined.

Sitting at home shotgunning resumes to online job postings and hoping something “sticks” isn’t job hunting. Job hunting is taking a strategic approach to both the market and yourself and connecting the two. That creates results. That creates opportunities. That puts you in control.

I hope you find this advice helpful. And thank you for reading this. - Dan