Discovering – then following your passion.

Choose a job you love, and you will never have to work a day in your life.” - Confucius

As of late, I am hearing quite often … “… I go to work every day and I make a paycheck – but I have no passion for what I do …” . This is so common and seems to be surfacing more than in the recent past as I believe, and I think others would agree, that people  are feeling more confident and comfortable, not scared of the economy and their ability to finally make a move. During the rough recession, many were paralyzed and afraid to strike out into new areas. I see it in my practice as I am busier now that I have ever been this time of the year (and I am not complaining). 

I also have the opportunity to meet those who just love their job or career, and would not do anything else. Some are in their own business; some are in traditional jobs. I have discovered however that there is one huge difference from those and happy and those who are not which strikes me …

They have passion for what they do …

Having passion for what you do defines the difference between just having a job – or loving your job. Those who are passionate about what they do are energized and motivated each and every day and look forward to work in whatever manner they work (in a job, their own business, etc.). Their passion fuels their desire to be the best – the very best – and do good work. 

Are you following your passion? If not, it is time …

You have likely heard the quote above:  Choose a job you love, and you will never have to work a day in your life.” (Confucius). It is so very true. Unfortunately most do not follow this path, and toil in a job, career or business they just don’t like or are not motivated by. This discontent affects all parts of their life, their significant other, spouse, friends, other family, and is so damaging.  They cannot see how to get out of the cycle which really means – 

They have not  given themselves permission to make the changes in their life required to follow their passion.

Sound like your situation or the situation of someone near and dear to you? What can you do?

·         Identify and validate your true passion – Maybe you love to cook, or like to help others or perhaps to build things or grow things. Answer the question – I am passionate about (enter passion here) and I know there is a need or opportunity that I can identify with that is aligned to my passion.



Take me for example. I am passionate about helping people break the conventional bonds of career or job and ascent to new heights in their life. I know there is a need (I have a very successful practice in this business) and what I do is aligned to my passion. I don’t work every day; I serve others everyday and love it.



·         Identify the changes you will need to make in your life to follow your passion –Perhaps being able to follow your passion may mean to downsize to meet a new set of requirements, or start a business aligned with your passion while still employed (which equals working harder). The key – uncover all the potential changes and plan for they with the goal of eliminating the unexpected.



·         Give yourself permission to be happy and fulfilled – As I have stated, the hardest step. Allowing yourself to let go of what is expected of you by others, and taking control and defining your life as you want it to be. Once you give yourself permission – and write it down – you remove the shackles.

Discover and live your passion. Soar to new heights. Be one that is happy and fulfilled. Live life, and thank you for reading this. – Dan

Job Market Report 8 7 2013 - Still looking good! Third quarter will be excellent!

Job Market Drops Slightly after Huge Increases – Across NYS, Nationally and in our Region

(Albany, NY,  August 7, 2013) –  Job postings dropped a bit this past seven days but only after a 11% and 23% run up two weeks prior which is significant at this time of the year. In addition, and some great news, employers in our region are going to hire, in the 3^rd quarter July – September at record levels which is now being forecasted. “Job postings were just about 2000, down from 2340 the week prior – not significant when you look at the market over the past three weeks which has been very, very strong. This is not uncommon – after a few weeks of great increases, there is a slight pause in hiring activity. What is great – this is occurring in the 3^rd quarter of the year and this is highly unusual and a sign of continued strength in the regional job market. We continue to see consistency – and that is good”  stated Dan Moran, of Next-Act (www.next-act.com), a career transition management firm located in Colonie.

While the national jobs report for July was at best weaker than expected, the Capital Region continued to develop jobs and the jobs are in all sectors. One part of the national report that was very concerning – over 70% of the jobs created nationally in July were part-time, temporary or in the retail or hospitality sectors, typically the lowest paid. “Not in our region – jobs are in all sectors and there are many great higher paying jobs available right now”.

Other markets in NYS were down a bit as well.   The Capital Region continues to still outpace Buffalo, Rochester and Syracuse, all larger markets with more employers and population.  

National Job Scene

On the national level, job postings were down slightly at 536,000 compared to 544,000 the week before.

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

   

dmoran@next-act.com

Visit the Assessment Center: next-act.com/assessment-center.cfm

Manage Performance & Achievement: next-act.com/prescriptive-performance-analysis.cfm

Thank you for your job application – may we please inspect your underwear?

A single lie destroys a whole reputation of integrity. - Baltasar Gracian

I’m sorry – could not resist – may we please inspect your underwear?

Tests & Assessments …

Credit Report Checks …

Background Checks …

Social Media (Facebook et al) Checks …

References …

Criminal Record Checks …

Identity Verifications …

Online application Systems …

It isn’t just applying for a job anymore – it is a series of processes that the job applicant is required to go through, and it takes time and is sometimes confusing. Many a client has asked me “Do I really need to go through all of this to apply for a job I know I am qualified for?”

The answer is yes. You have no choice. And it is all legal and should be expected.

And neither does the prospective employer whose side I want to provide.

I am in the business of helping people in their careers and as well, I work with employers to help them make the best decisions on job candidates utilizing assessments to determine job “fit” (1) and likeliness to succeed in a job or in a company, reference screening, interviewing, etc.

I see what employers are up against with stringent laws and regulations on hiring practices, potential litigation for making a bad hiring decision, liability and other legal concerns. It is absolutely required that an employer go through steps for due diligence before offering employment to a candidate. To not do so is dangerous, potentially harmful individually and to the business and just plain poor business practice.

You may have heard of some of the examples of poor hiring decisions that a hiring manager has made which include:

Hiring someone with a felony conviction for child molestation to be a janitor in a building where children are …

Hiring an accountant who had a history of bad credit and stealing from prior employers …

Hiring a person for a job that requires communicating with customers when they are introverted and not a fit for the job (and customers leave) …

Paying an employee only to find out they are not they say they are (social security identify theft) …

Not checking references and finding out later that the candidate lied about their experience …

Not determining who is the best fir for the job (personality, interests, cultural fit, et al) but rather hiring on “gut” feel …

… and the list can go on.

So that is why one in the job market is asked to go through these steps, and you should always cooperate and above all, be honest!

Employer not following due diligence in hiring?

Employers who may not be following due diligence in hiring and unsure if they are hiring the right person for the job or have, in the past, made a hiring decision that went bad, are encouraged to get their hiring processes in line and stop the financial bleed (a.k.a lost money, costs, etc.) of poor hiring decisions – bleed that includes the costs of employee turnover, lost productivity, impact upon sales & customers, impact on remaining employees, training and retraining costs and more. It is estimated that the cost of a poor hire – one that comes, doesn’t work out and leaves (on their terms or the employers) - is at minimum 2 to 5 times annual salary and benefits --- and some surveys say it is even more.

But what about those online application systems …

I hear the complaint all the time, “… took me one hour – two hours --- to complete the online application for a job and I had to not only upload my resume, but fill out online forms that asked for the same info! What gives? …”

The advent of ATS – Applicant Tracking Systems – have on one side streamlined the applicant review process for the employer but are sometimes poorly designed for the job applicant. The sad part – most in human resources don’t know what it takes to complete their application process, and they do not know that many a very qualified and excellent candidate bolts halfway through the online application process in frustration – and sometimes anger. The applicant has a bad taste for the employer; the employer never sees a great candidate because of their system.

If you are reading that as an employer and you haven’t looked at the process and time required to complete an online application for your company, please do so and you may be surprised.

We live in a litigious society and culture where everyone is afraid to do something that might come back and hurt them in some manner, and it does not look like that is going to change.

Above all, do not lose sight that the ideal career, job or business is there for you – or the ideal candidate is there for you to hire successfully  – it is at the end of the rainbow so don’t stop climbing for it!

And thank you for reading this. - Dan

(1): Job Fit – Alignment of an individual to the requirements of a job (or career) that incorporates personality preferences that the job requires, interest in the job subject matter, aptitude and temperament to do the job and ability to align with the culture of the company.

Job Market Report 7 31 13 - and it is good!

July 31, 2013

The Weather Has Cooled – The Job Market has Not! Job Postings Up Last Seven Days …  

(Albany, NY,  July 24, 2013) –  Job postings grew the last seven days in our Region by 11% this past week after a flat week before. “Job postings are up to 2340 from 2100 the week before and this is on top of a huge 23% run-up a few weeks ago, so the market is staying strong and consistent which is what analyst look for. Consistency is the key – and the market is good. Internal surveys show that the 3^rd quarter will be the strongest for hiring in our Region – and this is a change as employers have reported that the 2^nd quarter to be the strongest for hiring.  In addition, a significant number of employers in our Region plan to hire more workers in the 2^nd half of the year than the first half – this is very surprising and great news”, stated Dan Moran, of Next-Act (www.next-act.com), a career transition management firm located in Colonie. “ There is only good news – no bad news in these numbers”.

Most other markets as well were up this past week as well.  The Capital Region continues to still outpace Buffalo, Rochester and Syracuse, all larger markets with more employers and population.  

National Job Scene

On the national level, job postings were up slightly at 544,000 up from 525,000 the week before. “While our Region is doing great, the US market is still struggling to get steam”.

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.