Commitment to an employer today is different than it was for our parents and grandparents.  Unfortunately today’s reality is that employees are more committed to an employer than an employer is to an employee.

The thought that considering a job change in order to have job stability seems foreign to many.  But is it today’s reality?  For many, the answer is yes!  Job changes allow people to enhance skills, marketability, networks, and salaries.  Just to name a few.

I recently read an article that was written in 2008.  In association with the article they had conducted a survey in which they found that one in three people employed at the time spent at least one hour per day looking for a new job!  That surprised me.  I have no hard evidence to back this up, but my assumption is that today the numbers would be lower as the job market has stabilized.

Speaking of career changes, American business blogger, Penelope Trunk said “What we think of as stability has to change”.  Statistically most people will change a job every two years!  Ms. Trunk believes that today the core desires of workers are time & relationships, not a home, 401k or a pension. 

Here are 4 ways that Penelope Trunk suggests using frequent job changes to create stability in your life:

1. Build up a strong skill set quickly
2. Get good at making transitions
3. Get out of paying your dues
4. Keep your finances in order

The best financial security today is to have great job hunting skills.

Create a stable life by getting good at changing jobs.  If you are ready for a move…make sure it is a move “up” in one way or another.  Spend time now considering what it will take, and how you will know, when the right opportunity comes to you.  Your future stability may depend on it.

1- Several years ago while interviewing a Junior Software Developer for a client, I was inquiring why he had left his most recent position.  Rather than giving me a simple answer, like we usually hear, he went on to explain to me that he & his girlfriend had been working for the same company.  On Halloween most employees dressed in costume- as they both had done- which added to my ability to envision what happened that day.  He related that he was dressed as a ghost (I don’t recall the girlfriends attire).  During the course of the day they got in an argument which got physical.  They were asked to take it outside which they did.  She proceeded to beat him up on the office lawn.  Needless to say his manager cut him loose…and we obviously didn’t forward him along to our customer.  In summary, don’t get in fights at work…and don’t give out too much information in an interview.

2- A little less dramatic, yet still effective at getting passed over for a job, a candidate had a successful first interview with a client.  At the end of the interview the hiring manager, as a courtesy, gave the candidate a business card.  Over the next couple of days the candidate began emailing the hiring manager multiple times to explain answers given during the interview, ask questions, express excitement, etc.  Obviously there is nothing wrong with a simple thank you email to a manager…in fact we encourage that…but keep it simple.  Due to the overwhelming feeling from the emails the manager feared that the candidate was going to be high maintenance as an employee and therefore passed over him.

3- From time to time candidates approach interviews feeling they are smarter or more experienced than those conducting the interview.  This can be a recipe for disaster.  A client of ours interviewed two candidates for a senior management position.  Both had been successful Developers.  Our candidate had an excellent ability to communicate, even to people less knowledgeable than himself.  The other candidate felt superior to the process and demonstrated that in the way he responded to questions by people that he perceived as less experienced (and they probably were).  Both candidates were asked identical questions in the interview but only one emerged as the right person for the job.  The feedback we received about the two of them was contrasted by the hiring manager.  Among the feedback given was that if the “arrogant” candidate was hired there would be an all out “revolt” among the team.

4- Surprisingly we still have candidates show up for interviews with us, and hear similar stories from hiring managers, of people that lack basic etiquette.  The major culprit is usually cell phones.  On one occasion we had a candidate actually receive a call during an interview, answer the call, stand up, walk out and close the office door behind him.  He proceeded to speak on the phone for several minutes before we let him know that the interview was over.

People hire people that they can connect with and relate to.  Common courtesy, well thought out answers, and a professional demeanor will go a long way.  The interview process is nerve racking for most.  The better prepared you are for an interview the better you will do.  To that end, ConnectPoint has prepared a Candidate Interview Guide that will assist you in your interview preparation.  This guide offers suggestions like what to bring to an interview, how to act, how to end on a good note, general do’s and don’ts, sample interview questions, and suggestions of answers to difficult questions.

If you are interested in receiving a copy of our Interview Guide please send an email to info@connectpnt.com.

Research the Organization.
• Employers respect candidates that do their research.
• Know something about the organization and why you want to work there.
• Check out the companies website and search internet archives for any pertinent information (products, financial information, culture, etc).
• Knowledge breeds confidence. The more you know the better you’ll do.

Prepare Your Answers.
• Know exactly what you are going to say about your strengths, weaknesses, and goals.
• Be prepared to discuss prior roles, experiences, and positions in detail.
• Carefully consider your motivations to consider making a career/job change and be prepared to discuss them.
• Unless you’re extremely confident in your speaking skills, write out and memorize your answers, then practice reciting them. You may feel & sound funny – but practicing will help you to sound more polished, concise, and less nervous in the interview.
• Don’t overestimate your ability to ad-lib.

Arrive Early/ What to Bring.
• Know where the interview is and how long it will take to get there.
• Arrive 10 minutes early to find the right office.
• Bring your list of references, a pen and notepad for taking notes, and 2 or 3 extra copies of your up-to-date resume.

Dress and Act Appropriately. First Impressions Do Matter!
• Professional and well-groomed appearance is critical.
• Enthusiasm is among the most important qualities in a job interview.
• Express a positive attitude and, if appropriate, your interest in the job.
• Be prepared to ask questions about the position and company.

Our move will be effective January 26, 2012.

We are happy to maintain great freeway access and a central location for meeting with clients and candidates.  The address of our new office is: 230 West Towne Ridge Parkway, Suite 125, Sandy, UT 84070.

All other contact information will remain the same. 

Here are a few suggestions:

1- Use Linkedin. Linkedin has become a major player in the professional social media world. Recruiters use Linkedin regularly to search for keywords, job titles, where candidates live, their job history/longevity, technologies used, industries worked in, etc. Like other social media sites- you get out of it what you put in to it. A recent CBS News story suggested 5 changes to make to your profile (here is a link: http://tinyurl.com/7x52oyd). The #1 suggestion was to accept invitations from people you don’t know. “On LinkedIn, connecting with people outside your immediate circle is imperative. ‘If you only accept invitations from people you know, why use LinkedIn? Outlook will suffice!”
2- If you haven’t done so recently, update your resumes online. Recruiters, both in-house HR and true Head Hunters, commonly use Monster, Dice, Careerbuilder, etc. Are you aware of others that are starting to gain momentum? Have you been to indeed.com? Did you know they have a resume database? Here is a link: http://tinyurl.com/84edn3j. Indeed is a great tool to keep you informed of new opportunities. Set up a free account and they will email you when new jobs, meeting your criteria, are posted.
3- Be specific about what you are looking for in your next role. The more detail you are willing to share (job title, compensation range, location, technologies you have interest and experience in) the better the chances are that you will be called about the right job.
4- Are you open to doing contract (temporary) work? Many companies over the past 2 years have increased their use of consultants- both full time and part time. Contracting works for some but not all. If you have strong feelings either way make it known.

ConnectPoint would love to help you in your search. As the economy continues to gain momentum please reach out to us with an updated resume and we’ll be sure to watch for jobs that may be of interest.

While the economy has improved- we realize that there are still many people in need.  We enjoy hearing about, and seeing, the generosity of so many!  It is humbling to realize how blessed we have been this year…and always.  We are fortunate to live in a country that enables us to follow our dreams. 

We thank all who have made our lives better in 2011. 

ConnectPoint wishes you all a great holiday season and a prosperous 2012.

Successful business owners frequently attribute the success of his or her company directly to employees.

So how can you, as a business owner or hiring manager, increase your odds of hiring the right person?

Some have suggested hiring people that are smarter than you, have just the basic skill set needed and can be trained, are a good cultural fit, or have the right personal “connections”.  

May we offer five simple suggestions from our experience in working with people like you.

1- Hire someone that loves technology.  Our clients frequently tell us that their best employees are the ones that are passionate about their craft.

2- Aggressively pursue people that are looking for more then a paycheck.  While a paycheck is very important, today’s employees are looking to expand and challenge their minds.  Find someone that has the potential to deliver more then the immediate job requires.

3- Remember the old saying that “the best predictor of the future is the past” as it relates to a persons ability, dependability, and attitude.  Former Utah Jazz Coach Frank Layden said, “you can’t teach height.”  Same goes for attitude.  Hiring people that bring the right attitude in to your organization from the start increases your odds of getting it right.    

4- Don’t eliminate a potentially great candidate solely because they lack one or two “skills”.  Clearly, we understand that some jobs require honed skills in certain technologies.  With that said, our experience is that managers occasionally pass up meeting a potentially great candidate because they aren’t a perfect technical fit from A to Z.  In today’s competitive hiring market managers need to look beyond the alphabet soup of technologies to identify the “right person”.

5- Follow your gut.  The best managers do all they can to learn about the candidates in their pool and then follow their gut for that final decision.

We are interested in what helps you identify the right people.  Please share your thoughts.

According to the Deseret News (goo.gl/4wmIj), the University of Utah has had the most university based “tech startups” each of the past three years.  BYU ranked third this year, right behind MIT.

Among the successes that have come out of BYU are Sonic Innovations (the sixth largest hearing aid manufacturer in the world) and Moxtec (who owns 60% of the market in X-ray windows).  The University of Utah has been responsible for Myriad Genetics, Cephalon, and Coherex Medical, among others.  The Deseret News also references statistics from the Department of Workforce Services that shows the average Utah Salary is $38,000 yet the average Utah “technology venture job” garners $60,000 annually.

The Deseret News also ran a story (goo.gl/G3qJz) highlighting 4 Utah based companies that made it to Forbes “Americas Most Promising” list.  Those companies include Campusbookrentals.com at #31, Packsize at #60, Domo Technologies at #73, and Aquatherm at #76.  These rankings were based on “compelling business models, strong management teams, investment capital, and strategic partners.”

What makes Utah a great place to run a business?  We believe reasons include an educated workforce, reasonable cost of living, and a high quality of life.

We are curious to know why you think Utah is such a great place to be working in the tech field.  

Regardless of the reasons, if you live in Utah there continues to be opportunities to grow.

I’m curious if those companies that have weathered the storm — in some cases by cutting pay, freezing cost of living increases, reducing benefits and increasing workload expectations — will begin to reward those employees that have sacrificed for their employer over the last few years.   My guess is some won’t and they will wonder why their once loyal employees are leaving in droves.

From what I’ve seen, the days of clinging to a tenuous job are over.  Throughout 2011, Salt Lake and Wasatch Front employers have begun to hire again, translating to an increase in opportunities for job seekers.  As this trend continues, you can be sure your employees will be testing the waters in 2012 and researching other employers and employment opportunities.

With the high cost of employee turnover, hopefully most companies will proactively take care of their people in whatever way they can.   Those employers that think they are operating in a new status quo where employees are fearful and employers hold the cards may be in store for a rude awakening.

“Many people want to make a lot of money, but the benefits of having a high income are ambiguous,” said Professor Kahneman, who is also a Nobel laureate in economics. When you are wealthy you are able to buy more pleasures, he said, but a recent study suggests that wealthier people “seem to be less able to savor the small things in life.”

Read the rest of this interesting article here