Managing Careers 2010 & Beyond

Mary Cosgrove, SPHR CEO, What’s Working Well?®llcAmy L. Adler, MBA, MA, CARW

President, Inscribe / Express

Agenda

• Workforce trends – What current data may be showing us

• Career Management – What should you consider?

• Indispensability + Find-ability = Employability

Data

• Unemployment in Utah is trending up August 2009 September 2010

6.9 – 7.4National Rate – August 2010 – 9.6

• New unemployment filings up 50% in Oct. – had been dropping – ATK and Gov. Lay offs?

• The Best States For Business And Careers – Forbes Magazine

Productivity

• Companies have work• Trying to get it done

with current resources• Are there projects

available?

2007 2008 2009 2010

-2.0

0.0

2.0

4.0

6.0

8.0

10.0

Chart Title

Qtr1Qtr2Qtr3Qtr4

What does this mean?

• Will companies hire?– There’s work

• Who is going to do it?

• Data is conflicting – New job generation down– SHRM survey cautious hiring

How will employer’s hire?

• Direct • Contingent – Standard Part-time– Self Employed– Independent Contractors

Source: GAO-060656 – Employment Arrangements - 2005

What you need to know

• Contingent work force 31% of working population

• Trends predict moving to 45% within next 5 years

• What does this mean to Joe or Jane worker?

Consider

• Every job direct or contract is temporary• You need to think of yourself as a free agent• You’re always looking for work – filling the

pipeline • Staying connected even more critical• If you have too much work” – hire a PMI

member on contract

Indispensability + Find-ability = Employability

Indispensable Means

Bring in more money than you cost the company

Source: Larry Myler, Indispensable by Monday

Making the Business Case

• How do you add value?• What is your ROI?• What’s the value of a project

manager?

Resource: http://indispensablebymonday.com

Find-ability

Is there a missing link between you and your next engagement?

Manage your online presenceFilling the Pipeline

EmployabilityYou’re the best the industry has to offer

Staying current in your “expertise”Choosing assignments that build your expertise

Telling others how you make a difference

Social Networking

• 75% use social networking for recruiting– 60% reported successfully hired through

social networks

Most Popular• LinkedIn 89%• Facebook 55%• Twitter 45%• MySpace 5% Jobvite’s Social Recruiting survey.

600 HR RespondentsReported in HR Executive

9/16/2010

Be Seen

• If you’re not there – get there

• Utilize apps to add depth and breadth

• Create an on-line presence – sharing documents, blogs

• Join Groups

• Answer Questions

Be Found

• Understanding Key Words in your industry

– Job Descriptions– Job Postings– What do you do?

Optimize Your Online Presence

• Recruiters and hiring managers must believe in your indispensability.– Use the right language in LinkedIn and everywhere

else you can be found online

• Personality counts.– Stand out in your industry as yourself.– Don’t be who “they” want you to be; be who you

are

The “I am” Statement

• AKA– Unique selling proposition– Personal branding statement– Elevator pitch

• What is yours?– Interviews and chance meetings– Online presentation

I AM

• Descriptor

• Intention

• Outcome

• Project Manager

• Who aligns people, inventory and process

• Resulting in repeatable, on time, on budget production line installations

LinkedIn Success Strategies: How Will You Get Found?

Your profile tagline or headline:The most important part of your profile

and the easiest to tweak

Summary

• Workforce Trends – You’re a free agent act like one

• Career Management – Your never done – always a work in progress

• Indispensability + Find-Ability = Employability

Questions