Professional Development and Career Success Laney Graduate School December 10, 2014

Professional Development and Career Success

Laney Graduate SchoolDecember 10, 2014

The Total Package

Clearly Articulated Career Goals Portfolio of Every Educational and Clinical Experience Relevant Skill Development and Record of Research An Exceptional, Tailored, Flawless Resume Position-Specific Relevant Cover Letters Thorough Interview Preparation Confident and Assertive Interview Strategy A Powerful Persona Appreciative and Impactful Follow-up Seal the Deal on YOUR Terms

Clearly Articulated Career Goals

Values Clarification (going in and closing out) Role Capacity Professional Setting Lifestyle The “Get up each morning” gut check Twenty Years Down the Road….

The Resume…or CV

A Resume/CV is…

A written representation of your professional value and intellectual/academic contributions

An advertisement selling your skill and talent Designed to secure an interview An outline of your skills and experiences that clarifies

direction, qualifications and strengths Used to apply for jobs, graduate and professional

schools, fellowships and scholarships A tool used in networking

Formatting your EXPERIENCE

Chronological (most common)

Functional organizes content into specific (functional) areas, rather than when and where you have worked. (not recommended)

The CV (academic or international positions)

Non-Conventional resumes only if appropriate to the nature of the job or position (Very Risky)

The Resume/CV Basics

See NIH Handout

Final Tips

ELIMINATE all spelling and grammar errors ALWAYS tailor resume to a specific job: address

employer’s needs, research the job function (Occupation Outlook Handbook)

Infer character traits of “ideal candidate” Place information in order of interest to reader Many varieties and formats exist. Identify one that

best markets you!

The Cover Letter

Companion to resume Explains your motivation for applying Highlights 2-3 pertinent themes that portray you

as the right “fit” for the position Is a demonstration of writing skills Enhances your candidacy

Purpose:

Basic Components

Your street addressYour City, ST zip

Date

Contact NameContact Job TitleOrg NameStreet AddressCity, ST Zip

Dear Mr./Ms. Last Name:

Intro Paragraph (SPECIFYING PURPOSE)

Body Paragraphs (YOUR PITCH)(2 -3 paragraphs at most)

Closing Paragraph (Reiteration of interest and contact info)

Sincerely,

Toni Student

Introductory Paragraph

Explain your purpose Identify position (name and/or job #) How you learned about postion References previous conversations or referrals Indication of additional attached materials

(resume, writing sample)

Body Paragraphs – “The Pitch”

2-3 paragraphs Makes “pitch” to portray you as right “fit” Academic or experiential themes Concrete examples to illustrate strengths Professional, enthusiastic tone Can suggest your attraction to employer

Closing Paragraph

References attached resume (if not in first paragraph)

Asserts the desired next step Suggests when you’ll follow up Provides your email, phone Thanks reader for time and consideration

And may also: Reference attached writing samples Suggest an out-of-town visit

The Best Cover Letters:

¾ to 1 page in length Focuses on employers needs, not your own Audience feels appreciated Professional, succinct tone Are proofread meticulously before sending Don’t distract with unconventional fonts and decoration

No, Never, Dead to you – the following words: Think, Hope, Try, Believe!!!!!!!

Additional Tips

One paragraph = One Theme

Focus on abilities, NOT inabilities

Incorporate industry “buzz” words

Avoid flowery or overly polite language

Other Important Letters

Prospecting – targeting unidentified future positions within a certain organization

Networking – requesting informational interview as part of your job search

Thank You – after networking events, interviews

The Interview

Simple Marketing Strategy:

Know your product Understand the employer’s needs Demonstrate how you could fulfill those

needs or solve problems

Recruiters’ 2 Biggest Concerns:

“Students are frequently unable to articulate their career goals and objectives as they would pertain to my industry.”

“Students don’t do an effective job of researching my company, or my company’s immediate needs.”

Source: National Association of Colleges and Employers

YOU are the product!You must ARTICULATE:

Communication Nursing Skills Leadership Technical/Computer Language Teamwork

Analytical Organizational Vision/Goal-

Oriented Motivation/Initiative Creativity Initiative

RELEVANT SKILLS RELEVANT TRAITS

Researching the Employer

IMMEDIATE NEEDS:Job DescriptionIndustry Trends (Therapy, Medicine, Research)

THEIR COMPANY & INDUSTRY:Products and/or ServicesHistory Size and Locations/ Organizational structureMajor Competitors Views from clients, suppliers, & competitors Recent news headlines

************************************************

ASK YOURSELF:

How has the sum of your education and collective experiences/training prepared you for this position?

“Traditional” Interview Q’s

QUESTIONS: WHAT TO EXPECT

The Lead Off….

“Tell Me About Yourself” Keep answer under 2 minutes. Mix in personal passion with direct

experience relevant to position. Keep broad since more specific questions to

follow. Highlight one area that you definitely want the

employer to remember for follow-up question.

More Traditional (Random, Standard) Interview Q’s...

What are your career goals? What are some of your strengths? What is your greatest weakness? How did you choose Emory? Why pursue DPT

degree? Why should we hire you?

Best Preparation for Traditional

Give specific past examples that reflect accomplishments or portray you in a positive light.

Demonstrate a solid track record. Remember to tie everything back to specific

position on the table. Never provide a weakness that is relevant to

your skills and abilities!!

Behavioral-BasedInterviewing

QUESTIONS: WHAT TO EXPECT

Behavioral-Based InterviewLooks for examples of these behaviors:

Customer service Stress tolerance Initiative Planning Flexibility

Organization Problem-solving Teamwork Leadership Motivation

Premise: Past performance is most indicative of future performance.

The STAR Approach:

S – Describe the Situation in which you were involved.

T – Describe the Task to be performed. A – What was your Approach to the problem? R – What were the Results of your actions?

Other Behavior-Based Q’s:

Tell me about a time when you had to work with an unproductive or uncooperative colleague and how the situation played out.

Describe a time when you had to work out a disagreement with your supervisor.

Give a specific example of a time when you used excellent patient service.

Preparing for Behavioral-Based Interviews

Define critical skills needed for the position

Determine 3-5 success stories from your clinical or work background, extracurricular activities, or academic experiences that demonstrate those skills

**********************************************

Technical/Clinical – Based Q’s:

Identify procedures/techniques by name – and then context of use

Identify degree of proficiency – honestly!! Areas of interest for future growth Research on new techniques, devices,

procedures relevant to your field.

THE DAY OF…

First Impressions COUNT!

Eye Contact & Smile Handshake Posture / Body Language Enthusiasm Style of Dress Mannerisms

A Powerful Persona

Attitude Matters!! If you don’t believe in yourself, why should a

prospective employer believe in you? YOU are interviewing them as well! Pause, then Speak with Confidence

– END all sentences!– Watch for inflections in voice!

Dress for Success!

Conservative two-piece business suit (solid dark blue or grey is best)

Conservative long-sleeved blouse (white or pastel)

Clean, polished conservative shoes Well-groomed hairstyle Clean, trimmed fingernails Minimal cologne or perfume Empty pockets--no tinkling coins No gum, candy or cigarettes Light briefcase or portfolio No visible body piercing

Closing an Interview

Have questions prepared! Reiterate your interest in the position Determine appropriate follow-up Get business cards from interviewers Write thank-you notes within 24 hours

– Formal vs. Informal – Remind employer of conversation highlights

Questions to Ask

What are the most critical skills necessary for success in this position?

What are the challenges awaiting the new hire in this position?

How will you define success for this position after one year?

What’s the next step in the process?

Questions Not to Ask

Salary / Benefits Vacation Timeline for promotion to a specific job

Kicking it down a notch…

Second-round interviews may be more about “FIT” than your personal strengths.– Demonstrate ability to get along well with the staff

Practice MODERATION when asked to give suggestions for improvement or critique of office’s performance!

Illegal Questions/Topics

National Origin/Citizenship Religion Age Race/Ethnicity Disabilities Arrest Record Marital/Family Status

A FEW LAST WORDS OF ADVICE…

REMEMBER THIS:

We ALL make mistakes This gets easier with practice! Be ethical Be honest PREPARE! (some Q’s are inevitable!) Always be gracious

Top 10 Tips

Arrive 10-15” early – (route planned in advance)

Dress for Success – (clothes ironed night before)

Introduce yourself in a confident, courteous manner to everyone you meet.

Have a firm handshake. Use body language to show interest.

Top 10 continued…

Listen– (focus on question at hand)

Never run out of intelligent questions. Ask about the next step in the process. Thank the interviewer(s). Follow-up with thank-you notes/emails to each

interviewer.

When you get the call….

Is it O.K. to Negotiate?

Yes!

However, your success is dependent on your preparation, negotiating skills, and market conditions.

When Do I Negotiate?

After you have a verbal offer Ideally, wait until you have other offers Decide which employer you want to work for Negotiate only with that employer Unethical to negotiate a higher salary (with an

employer you do not want to work for) to leverage with another offer

Steps to Negotiating

STEP ONE: Prepare Yourself

STEP TWO: Know the Employer

STEP THREE: Assess the Job Offer

STEP FOUR: Negotiate Salary & Benefits

STEP FIVE: Get It in Writing

STEP ONE: Prepare Yourself

Know Your Values

Know Your Strengths

Know the Market

Know Your Values

Benefits Challenge Competition Flexibility Helping Others Independence Location Low Stress Level Making Decisions Mental Stimulation Opportunities to Advance

Personal Growth Physical Work

Environment Prestige Public Contact Recognition Responsibility Salary Stability Supervisory Style Teamwork Variety

Identify and rank your values. An offer is not just about salary, but it is also about what you value in a position.

Questions to Consider…

How many hours a week do I want to work? How much income do I need to live

comfortably? Where do I want to live? Cost of living? Is social status a concern -

position/title/institution? What do I need in a new career to keep me

challenged?

Know Your Bottom Line

Establish a budget including taxes and savings

Decide on the minimum amount of compensation that will support your budget and make you satisfied

If an employer is unable to meet or exceed this amount, it may be to your advantage to keep looking. There is no point in accepting an offer if you think you will be unsatisfied and want to look for another job in the near future.

Know Your Strengths

Education (Degrees, Skills, Projects, Research) Experience (Clinical, Research, Practice) Expertise in Field of Study ‘Intangibles’ or Soft Skills Employer ‘Hot Buttons’ Other Offers

How Much Am I Worth?

Depends on several factors:

Your background relative to other candidates State of the institution’s financial health State of the economy/job market Cost of living

Know the Market

Know the average salaries of graduates with similar degrees.

Identify salary averages for your field and in your geographic area.

Identify norms in your field as far as which things you can negotiate, and which things are non-negotiable such as health insurance.

Network with your faculty, research supervisers, mentors, recent grads, etc.

At the end of presentation there are resources where you can find this information.

STEP TWO: Know the Employer

Run Through Your Contact History with the Institution…

What in your background did they focus on during interviews? What was your impression of the institution’s values? Web site Institution literature Interviews/site visit Was there a common background or theme in the backgrounds of current

employees that you met with?

Know the Employer'sCompensation Guidelines

Although there are many ways that employers decide on the initial offer, they are typically presented from one of three different viewpoints.

Institutions fall into one of these three categories depending upon their attitude about salary and negotiation.


Fixed Offer: This type of institution will tell you that they carefully research the job market and they make a very fair and firm offer.

Thank them graciously for the information and stop negotiating.

Respect the institution’s philosophy, otherwise it may harm you.


Pay-Grade System: a system in which a salary range has been set and you will be paid within this range based on your experience and the duties associated with the job.

However, you can often negotiate within the salary range.

The most common compensation system encountered.


The Negotiator: In this framework, the employer will have the authority to raise or lower your salary without going through bureaucratic red tape.

You can definitely negotiate with this type of organization.

This type of system is rare outside private practice because most organizations work within a structure.

Salary Guidelines

Never bring up salary first — always let the employer make the first move or wait until you have an offer.

Try not to reveal to an employer your target salary during the interview process.

If pressed, give a range — always position yourself a little higher than your target.

Once You’ve Received the Offer…

Do not comment immediately on the salary offer— thank the employer for the offer, make sure that you have an understanding of the job’s responsibilities, the benefits package, etc.

Express interest, and always ask for time to consider the offer.

Be sure there is a mutual understanding of the timeline.

Evaluate the offer from the perspective of:Your values/needs Cost of livingThe location The peopleThe type of work The institution

Compare the salary offer with the data that you collected and your other offers

STEP THREE: Assess the Offer

Why Do I Want to Work for This Particular Institution?

It’s the only offer that I have so far… I like the patient care/specialty/research that I’ll be

doing… I like the people… I like where I’ll be working… I like what I’ll be accomplishing….

Assess the Job Offer

Consider the pros and the cons of the offer. It may help to create a chart.

A chart may also be helpful if you have had more than one offer and you want to compare and contrast the merits of each offer.

FACTOR OFFER A OFFER B OFFER C

Company Reputation/Stability

Co-workers/Project Team

Health Insurance

Job Responsibilities

Location

Relocation

Opportunity for Advancement

Tuition Reimbursement

Travel

Training/Professional Development

Supervisor

Stock Options

Signing Bonus

Salary

Pension/Retirement

Paid Vacation

Overtime

A Few Tips:

Never add more items to your Negotiating list down the line—put everything out front immediately.

Consider alternatives to higher salary—moving expenses, signing bonus, more vacation time, tuition reimbursement, etc.

Know your limits—what’s the lowest salary that I will accept?

Know your next step—if I am unable to negotiate a higher salary, what then?

Always be truthful.

Comply with deadlines.

STEP FOUR:

Negotiate Salary and Benefits

List your values/needs, as compared to the offer on the table… Determine if it’s it really worth the effort to negotiate…

– If ‘Yes’— Call the employer- DO NOT EMAIL THE EMPLOYER

Use the ‘Sandwich’ Approach:

Start by expressing an interest in the job…summarize how you see your Background ‘fitting in’ to the organization and making a difference.

Next, outline your counter offers– More salary—based on data– Benefits (vacation time, parking, etc.)

Finally, thank them and express an interest in working with them to come up with a mutually agreeable package.


If an employer makes an offer that is below your expectation, you don't want to offend them so you might start the conversation by asking what the benefits include.

To proceed, you might want to use one of the following approaches to begin the negotiation process


Approach 1: “I am very interested in your opportunity. Thank you for the job offer. Is the salary negotiable?”

Approach 2: “I am very interested in the position, but I would like to discuss the salary you are offering.”


When using either approach, be certain to support your case by stating your skills, the average salary range for your level of experience in your field, and the average salaries for Emory graduates in your major.

It is best to let the employer respond and then continue the discussion from his/her lead.

Sample Script:

Hello, I’m calling to follow up on our phone conversation last week regarding your offer of employment. As I mentioned to you at that time, you were one of the institutions that I had been particularly interested in since the start of the recruiting season, and after learning more about the position during my site visit, I’m confident that my clinical skills and educational background will allow me to make immediate and positive contributions to the office.”

Sample Script (cont.)

I’d like to discuss the compensation package that you’ve offered. While it is a very generous one in many respects, information that I’ve collected from published surveys indicates that the starting salary for a position such as this is $XXXX…

I’m very excited about the prospects of serving this institution and I am eager to work out a package that is mutually beneficial to both of us.”


Based on an employer's compensation guidelines, you may not be able to negotiate a higher salary.

However, you may be able to increase your compensation in benefits.

Negotiable areas may include:vacation timeeducational reimbursement, and salary reviewrelocation

Caution: You may be negotiating with the person who will be your supervisor. Stay polite. Do not get overly aggressive. Try to make it a win-win.

STEP FIVE: Get it in Writing

It would be nice if everything discussed would actually occur, but unfortunately it doesn't always happen that way.

To avoid problems in the future, ask for a letter of employment which states all the employment conditions agreed upon (i.e. salary and benefits as well as a thorough job description).

If there is confusion at a later date, you will have a written document to refer to stating the conditions under which you were hired. This document is especially important if the conditions of your employment differ from normal company policies.

A Final Word…

If a position is acceptable to you as it is offered, do not feel that you must negotiate.

Limit your negotiations to one round.

Resources:

Salary Negotiation Websites:

Occupational Outlook Handbook - provides career and salary information for approximately 250 occupations

http://www.bls.gov/oco/

Quintessential Careers - provides a variety of resources and links for job seekers including resources on the web about salary negotiation http://www.quintcareers.com/salary_negotiation.html

JobStar Central - provides links to over 300 salary surveys and tips on salary negotiation

http://www.jobstar.org/tools/salary/index.cfm

Resources:

Cost of Living Websites:

Analyze the worth of your salary offer(s) in relation to the city and state where you would be making that salary.

Cost of Living Calculator from CNNMoney (for individual cities)http://cgi.money.cnn.com/tools/costofliving/costofliving.html

Salary.com Cost of Living Wizardhttp://swz.salary.com/CostOfLivingWizard/layoutscripts/coll_start.asp

Resources:

Emory University Career Center– Vault and Wetfeet– Graduate Student Resources

http://www.career.emory.edu/students/grad_students_main.html

WWW.Academic360.comALL higher education jobs!!

Linda Babcock and Sara Laschever!!– Ask For It: How Women Can Use the Power of Negotiation to Get What They Really Want – Women Don't Ask: The High Cost of Avoiding Negotiation--and Positive Strategies for

Change– http://www.heinz.cmu.edu/faculty-and-research/faculty-profiles/faculty-details/index.aspx?faculty_id=6

The Total Package

Clearly Articulated Career Goals Portfolio of Every Educational and Clinical Experience Relevant Skill Development and Record of Research An Exceptional, Tailored, Flawless Resume Position-Specific Relevant Cover Letters Thorough Interview Preparation Confident and Assertive Interview Strategy A Powerful Persona Appreciative and Impactful Follow-up Seal the Deal on YOUR Terms

Documents

Professional Development and Career Success Laney Graduate School December 10, 2014