WorkWise: Extended unemployment doesn't have to be a roadblock

Continued unemployment intensifies the fear of not being hired among job seekers. They need to know that companies look for productive people. Some employers indicate that paychecks aren’t the only yardstick.

What counts? “The effort they’re making,” remarks Don Phin, president of Employers Advisors Network Inc. in Coronado, Calif. “So what are you doing? Volunteering? How many interviews? What sources? To what degree are you educating yourself?”

John Kim, CEO of San Francisco, Calif.’s DoctorBase Inc., says his region values people who are well-rounded. They may tackle their bucket list, emphasizing spiritual growth, creativity, or finding themselves, the latter, for example, “by backpacking through India or spending a summer with Grandma.”

Family may have even more to do with it, according to Jason Levin, owner of Ready, Set, Launch in Washington, D.C. He works with increasing numbers of parents on a planned family sabbatical, a “completely acceptable explanation,” he says, “for not working for more than a year.”

BRIDGES

The best reasons for unemployment, including a recession-timed layoff or the implosion of a company, aren’t enough for some employers. They look for a bridge.

Shafiq Lokhandwala, CEO of NuView Inc., in Andover, Mass., wants to see “the desire to be employed, specific things that were done to look for work proactively. What did they learn about themselves (that) would make them a better employee?” He also looks for people who value budgets, which ultimately pay salaries.

Phin assesses commitment to his industry. Like most employers, he wants to be certain you’re not desperate, that you know your direction and it’s compatible with his. As he points out, people looking for a job to survive may present a retention problem.

“Positivity always sells,” says Kim. “Many people have a lapse in employment now. Be enthusiastic about what you did during that time. It’s infectious. (Don’t) join 70 percent of applicants who enter the dead zone by talking about getting depressed, how bad the economy is and that your previous employer imploded.”

Perspective on the transition period is important so it doesn’t set off alarms. You could be reinventing yourself after an industry decline, but mentioning your interest in a good fit is much better than a comment about the old industry, which has shrunk.

Levin says that making plans for re-entry before a sabbatical begins keeps the connection to work alive. “What roles and positions would you consider?” he asks. “Which industries? Size of employer? What skill sets are most valued in that area? This will help define the three or four sets of skills you need to keep fresh.”

He also advises keeping your network fresh and attending trade events to assure awareness of industry trends. Volunteer and consult wisely, not haphazardly. He further suggests tracking news through social media. Twitter, Google Alerts and LinkedIn can keep you updated.

Using the transition period to unearth solid information about a company’s competition separates you from your job-hunting competition, in the eyes of Josh Denton, president of Denton Consulting Group LLC. “Know that Company X's profits were double that of the industry and why,” he advises. “Also, what are (insert job title) doing in Company X compared to Company Y?” He recommends discussing the industry comprehensively to stand out.

Don’t give up on your prospects even if your unemployment drags on. Allocate your time well to provide evidence that you’re highly productive in more than job hunting alone.

Dr. Mildred L. Culp welcomes your questions at culp@workwise.net. © 2012 Passage Media.