Posts tagged ‘values’

Paying It Forward: The Benefits of Helping Others During Your Job Search

christina_thumbJobseeking can be a lonely, self-centered process.  People often sit alone day after day, slogging through job boards, online applications and career fairs where the continual refrain is “apply through our site.”  It’s easy to start to feel like they are constantly asking favors of friends and friends-of-friends to connect them to organizations who may or may not be hiring. Highly-qualified candidates begin to question whether they do indeed have much to offer since rejection, or even worse silence, seems to indicate otherwise.  If you fall into this category, please remember that it is an extremely challenging time to be looking for a job – be it green or otherwise!

Amidst all the statistics about skyrocketing unemployment and mass layoffs, the story that is often missing is the psychological toll brought on by a prolonged job search in a bad economy.  Jobseekers feel powerless, that their skills aren’t valued, and that their voices aren’t being heard.  As a career coach at Bright Green Talent, I have seen this time and again with the most impressive people you can imagine.

One of the most important messages I try to convey is this: Just as critical to a successful job search as resume polishing, cover letter writing and networking is finding ways to empower yourself.

The best way to do this can sometimes seem counter intuitive but is tried and true — helping others.  Rather than asking all of your contacts for connections, help another jobseeker find career opportunities.  Join a mentoring network through your alumni association or nonprofits groups such as Upwardly Global.  Find a volunteer project where you can contribute your unique skills to help an organization grow.  Join Net Impact and take on a leadership role in your local chapter.

I should emphasize that this is not an argument for creating good karma.  It is because the simple act of helping in and of itself is a way to move yourself in the right direction – from helpless to helper.  This action has a variety of benefits that have been studied at length within positive psychology but when it comes down to it, we feel better about ourselves when we help other people.  If you are a jobseeker, it is critical to understand that this will not only help you cope after long days of seemingly wasted time, but will also keep you articulate and sharp for when you get a chance to ‘pitch yourself’ in an interview or networking event.

For our own part at Bright Green Talent, we’re always trying to find ways to help our social and environmental impact reach around the world to the places where it’s needed most.  We recently launched a campaign in which, for every 50 resumes that are registered with us, we’ll sponsor the education of a child in Madagascar for one year.  Yes, having more resumes on hand helps us place people into meaningful careers with environmentally-minded organizations more quickly — recruiting is, to some extent, simply a matter of being able to find the right people at the right time.

Beyond that, we believe this campaign plays into the concept of empowering jobseekers to feel that they’re part of a larger movement of good work. Education – both about environmental issues and to promote economic security and development – is key to promoting stewardship of the world’s natural resources. Spreading education and opportunity to others, is one of the most important tasks we can take on whether employed or not.

So if you are a jobseeker, find ways to pay it forward.  Your actions are more powerful than you can ever know both for the receiver and for yourself!

Christina Gilyutin, Bright Green Talent’s Director of Development and Chief Career Counselor, attended Stanford University before heading over to the University of Michigan’s Erb Institute of Global Sustainable Enterprise, where she earned a joint MBA/MS in Natural Resources and Environment.

July 16, 2009 at 4:36 pm Leave a comment

More Insight from Net Impact

From Net Impact SF’s site, in regards to last week’s green jobs event:

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What a success! Last night we had over 60 RSVP’s and 2 great speakers that left the crowd in an upbeat and hopeful mood. Leonard Adler of Green Jobs Network and Christina Gilyutin of Bright Green Talent were there to assure us that there are jobs out there…we just need the right tools and strategies to sniff them out!

You’re good enough, smart enough, and gosh darn it! People like you!

The burden of finding a job is not only like dating with its many high expectations and low results, but many of us feel like we need therapy just to get through it! How many resumes do we have to send into oblivion via Craigslist/Career Builder/Hot Jobs/Monster before we get a break? According to Christina Gilyutin, Director of Development and Chief Career Counselor for Bright Green Talent, we need to stay positive and remember that we are smart and talented, we just need to find strategies so that we are seen. Leonard and Christina helped the crowd to stay positive with some inspiring tips on finding a job.

Tips on how to be noticed: Networking

  • Volunteer to meet people or become a leader of a group, this not only helps you to meet new people, but it shows that you have initiative
  • Join affinity groups such as Green Jobs Network (www.greenjobs.net), Net Impact (www.netimpactsf.org) or SF Green Drinks (sfgreendrinks.org) which all serve to surrounded you with people who have similar interests
  • At networking/social events, TALK TO AS MANY PEOPLE AS POSSIBLE
  • Comments from the crowd included using your every day activities as an opportunity to tell people about your interests, you never know who you’ll meet!
  • Another suggestion from the audience was to organize dinners with friends and acquaintances who have similar/related career interests
  • A Net Impact leader mentioned that he found his job by talking to people in his field of interest as a peer, which resulted in a job! Confidence pays! He continued to say that if you’re looking for a job in sustainability, you need to find a 3rd vector to define your niche. Green + Business isn’t specific enough. Are you into design, procurement, logistics, materials science, …? The more specific the better.
  • Be a connector! Link people to others, they will likely return the favor!

Get Strategic! Leonard Adler of Green Jobs Network highlighted 3 points for us to remember:

  • Follow the Venture Capitalists! They might want to fund your idea!
  • Follow the money! Where is the government funneling money right now? To Green projects! Find out what kind of projects and to which companies the funds are going.
  • Follow the law! What laws have been passed recently? How does this legal change relate to my industry of interest?

Online Tips:

Spend only 10-20% of your time online for your job search and use the rest of that time giving your elevator pitch to new networks. While job boards are great, try to find job boards with a clear focus on your industry of interest such as Treehugger.com. There are a lot of Green job boards out there! General job boards can be more competitive due to their high amount of traffic and tendency to cover a broad number of industries. Also, try your old university’s job board, they often post jobs for alumni.

Need help with your resume?

Did you know about the Job Forum? The San Francisco Chamber of Commerce holds an event every Wednesday evening (6:30 to 8:30) called the Job Forum where they provide feedback on resume writing and give advice on job hunting http://www.thejobforum.org/.

What if I don’t have experience?

Try interning, its not just for the 20-somethings! If you don’t like that idea, try volunteering. Many businesses would love to have you work without paying while you gain valuable experience.

Seek Professional Help!

To learn more about Bright Green Talent’s Career Counseling Services, please visit http://www.brightgreentalent.com/

July 13, 2009 at 9:38 pm Leave a comment

Thoughts on Adam Werbach’s Book Launch

Penned by Christina

Fire BreatherLast night I enthusiastically attended the book launch for Adam Werbach’s new book, Strategy for Sustainability. (For those of you who don’t know who Adam Werbach is, read on or learn about his company, Saatchi & Saatchi S).  They had a ton of great speakers, drumming, drinks and fire dancers!

During the performance, the drummers talked about what culture really means, how critical it is for society and how it connects to sustainability.  I can never hear enough of that type of thinking!  I was also reminded that Saatchi & Saatchi S focuses on and problem-solves utilizing SEEC – social, environmental, economic and cultural dimensions.  It really warmed my heart (and not only due to my proximity to the fire!) to see a thriving company that has pushed the boundaries of progressive business thinking.

(Photo by Nathan Wyeth)

July 10, 2009 at 8:18 pm Leave a comment

Wisdom of the Net Impact Crowd

Penned by Carolyn

Last night, Christina (our career coach extraordinaire) spoke at the San Francisco Net Impact monthly chapter meeting, which was focused around green jobs. Leonard Adler, head of www.greenjobs.net, organized the event and provided some really valuable insight as well — videos to come soon.

Probably the most interesting element of the event for us was the 20 minutes that the audience spent sharing their own tips, success stories, and warnings about searching for a job. Some really amazing insight was put out there, and we wanted to share some of their thoughts on staying positive and effective while you’re unemployed or jobseeking:

  • If you’re unemployed, keep a schedule. Whether it’s walking your dog each day, going to the grocery store, keeping an active calendar of networking events, you can keep structure and motivation by sticking to a daily schedule.
  • Seeking out volunteer leadership roles will give others a chance to see how you work and be able to recommend you based on work ethic, organization and other elements that might not come through when you apply or interview for a position.
  • Networking is a two-way street: keep helping others by connecting acquaintances with similar interests or recommending other jobseekers for roles you know are open. Keeping this up whether you’re jobseeking or not is empowering and will keep your network connected and active.
  • Get out in front of people. Jobseeking can make you spend a lot of time alone, and you can fall out of practice in terms of presenting yourself and your spiel. The more you interact with others, the better you’ll do when you eventually have to present yourself in an interview.
  • It’s never too late to take an internship, especially if you need to gather skills to move into a new sector.
  • Whenever you reach out to people you don’t know or peripherally know, do it thoughtfully. Find your common interests, point out your shared connections, or remark on something that’s happening in their company or industry. Not doing so is wasting a big opportunity to connect on an emotional, social level.
  • Find free jobseeker support services — such as the San Francisco Chamber of Commerce’s weekly Job Forum.
  • Don’t forget the basics. Applying for a green job is still applying for a job: make sure there are no spelling, grammar, or other basic mistakes in your resume. Tailor each resume and cover letter to the particular role.

Thanks to Julie and Adam Menter and the rest of the SF Net Impact Professional Chapter for organizing the event. Like many chapters across the country, the group hosts monthly meetings for its members with interesting speakers and opportunities to meet people working for social responsibility in business. Learn more about Net Impact and join at www.netimpact.org.

More photos on our Flickr feed.

July 9, 2009 at 6:12 pm Leave a comment

Put Your Resume to Good Use: Help Educate Kids in Madagascar

Malagasy Students

For every 50 new resumes registered on our site before September 1, we will fund the education of a child in Madagascar for one year.

At the end of 2008, Bright Green Talent quietly made a donation to a Malagasy school to help put a child through education for one year for every placement we’ve made. And now, we want to more people involved. This month, we’re launching a new campaign to turn our goals into action:

At Bright Green Talent, we’re always looking for ways to spread our social and environmental aims beyond the impact we can make just by placing two, ten or a hundred people into jobs. We recognize the need to ensure that we provide ‘Talent for a Bright Green Future’ at each and every turn – not just in London or San Francisco, but in Africa, Asia, Latin America and beyond. And we believe strongly in “paying it forward” – helping others so that the favor can eventually come back around as we all strive towards meaningful livelihood in a cleaner future.

Why Madagascar?

One of our co-founders, Tom, also founded Blue Ventures, an award-winning organization working in Madagascar, and in light of his experience and the recent political troubles in Madagascar, we were compelled to contribute to creating a sustainable future for these children. Bright Green Talent’s donation provides scholarships to help finance a teacher, food and accommodation for children from surrounding villages so they can study in Andavadoaka (many villages don’t have a school).

Why scholarships?

As Blue Ventures says, ‘these donations are vital to help educate the next generation of people living and working to protect the surrounding fragile coastal ecosystems in which they rely for their livelihoods. Without these donations many of these children would not receive any formal education.’

Education – both about environmental issues and to promote economic security and development – is key to promoting stewardship of the world’s natural resources. The actions of every single person around the world count.

Why send your resume to us?

Our aim – to collect resumes – is evidently not just about Madagascar: we’re readying ourselves for the wave of green jobs mounting on the horizon, and we want to have a willing green workforce so that we can help companies quickly find the right person to grow out their sustainability initiatives. In the meantime, we’ll continue to provide resources, opportunities, and coaching to help prepare you as those jobs become available. And don’t fear – we never, ever pass on resumes without approval from our candidates.

So by registering your resume with us, you open yourself to new positions without any drawbacks — and you help spread education, knowledge, and stewardship around the world.

Thanks for spreading this note far and wide to help us help people around the world find a more meaningful, sustainable livelihood.

If you’ve already registered with Bright Green Talent, but would like to contribute directly to help these children, please click here.

July 7, 2009 at 7:21 pm Leave a comment

Giving Voice to Jobseekers: 3 Ways Companies Can Clean Up their Hiring Processes

Carolyn ThumbnailPenned by Carolyn

As companies have emerged from recession-induced hibernation, shaken off hiring freezes, and started to cautiously advertise job openings again, they’ve found an entirely different landscape than when they did their last round of recruiting.

Jobseekers who’ve been haunting job boards for months have started to dive on any vacancy that they come across. Companies are seeing floods of barely-if-at-all qualified resumes come through and have found themselves trying to tackle the hiring process when they’re still hesitant about hiring, understaffed in their HR and other departments, and with vastly reduced recruiting budgets.

We speak with hundreds of candidates each week who’ve been on the other side of this stunted hiring process — most have sent in a resume and never heard back, and a few have made it through up to 8 rounds of interviews before the company decides they’re not ready to hire.

Here are a few symptoms and solutions for making the hiring process run more smoothly in this economy, and for ensuring that bridges aren’t burned between high-quality candidates who might still be interested in a company when the economy picks up.

1. The Mountain of Resumes
The problem: Companies are getting swamped with resumes every time a job is posted. Jobseekers whose background is totally irrelevant to the job description are sending in resumes because they’re desperate and “it’s worth a shot.”

The outcome: Increased time spent on reading through resumes, decreased percentage of quality applicants, and a strain on those in charge of the hiring process (HR and recruiters). Those who are high-quality, relevant candidates are wondering why they’re never contacted and start to form negative perceptions of the company. More people call up demanding to know what’s happened to their resume. Lots of time and energy is wasted.

Solutions:

  • Write a tighter job description that gets into the nitty-gritty specifics of what a candidate has to have done (not “could do”) in order to qualify for an interview. Some applicant tracking systems allow you to create these applications online and will sort the responses according to whether the job seeker fits your description — this will automatically sort the “best fits” to the top where you can read them and get back to them promptly.
  • Require more documents for your application — such as a cover letter, two writing samples and a resume, or a couple mini-essay questions built into your website application. Creating a slightly higher bar will make jobseekers reconsider as they
    “spam” out their resume — and as people are asked to communicate why they’re a good fit for the specific job, they’ll make your determination easier as you read through their application.
  • Encourage employees to use their networks to get referrals. A lot of companies are hiring quietly right now without posting a public job description simply due to lack of time and money to put towards a full-blown process.
  • Hire a third-party recruiter to read through all the resumes and present you with the strongest fits.

2. The Lack of Communication
The problem: We often joke with our candidates that applying for jobs online seems like dropping a resume into a black hole — unfortunately, this joke has lost some humor in recent months as the majority of our candidates say they have 10+ applications out that they’ve never heard any indication on.

The outcome: Again, bitterness. Candidates pin the unresponsive company as lacking humanity or basic etiquette and spread that impression. Won’t apply for positions in the future because they feel like their application is falling on deaf ears.

Solutions:

  • Reject people, early and often. After meeting lots of folks who’ve told us they applied online for one of our positions and never heard back, we’ve started a strict policy of rejection when we don’t see a fit for a role. We go through every few weeks or month and shoot a batch note to the candidates we’ve reviewed and deemed not a fit to let them know that their qualifications aren’t quite right. You wouldn’t believe how appreciative people are to just know what their status is — they often thank us for rejecting them. If they’re talented and just not right for this role, they’re more likely to keep applying for other positions because they know it’s a dialogue and not a black hole.
  • If you don’t want to send a note every few weeks, at least send a blast to all applicants when the position has been filled to close the loop.
  • For less personalized updates, have your CEO or someone in the company write the occasional blog post on the state of the hiring process, whatever it may be — still looking, reviewing applications, rethinking the role.

3. Dragging Out the Hiring Process
The problem: Candidates are telling us that they’ve been through 5, 6, 7 rounds of interviews with an organization before being told they’re not the right fit — or worse, a couple have simply just never heard back from the company after such extended dialogue.

The outcome: We know that companies are unsure of budgets and anxious to actually take a step towards growing out their teams, but the risks of these messy processes are serious.

Candidates get very emotionally tied up in the prospect of potentially getting an offer, and the more they get to know everyone in the office, they more angry and hurt they are when after several months of interviewing, they’re turned down or told the company has decided not to fill the position. Your champions – people so passionate about your company that they wanted to work for you – may now perceive your company as disorganized and unclear on goals. Word from the disenchanted interviewee spreads, and the negative effects on brand can be serious. You may also inadvertently lose great candidates because you can’t get your act together – and it will take time and resources to woo them back after they’ have a bad experience.

The solution
:

  • Figure out if you are in a place to hire. Then check twice. Do you have the money for salary? Is it a priority for the company, or do you just want to see who’s out there?
  • Sit down with your team ahead of time and carefully design the metrics against which you’ll measure candidates. Clearly define the hiring process- who candidates will talk to, for how long, in what context, and in what order. Set deadlines, and do your best to meet them.

June 26, 2009 at 6:04 pm 1 comment

Bright Green Survey Results: Jobseekers Willing, Waiting, Wondering

Carolyn ThumbnailPenned by Carolyn

We recently surveyed 430 jobseekers who are interested in moving into the green sector. A couple of the statistics from our results stand out:

  • 50% of respondents are currently unemployed
  • 61% have a Master’s or PhD
  • 40% have an annual income higher than $80k; 24% have an annual income higher than $101k
  • 83% have previous experience or some training/experience that would be relevant to a green company
  • 69% say one of the strongest barriers to getting into the green sector is the lack of available jobs
  • 41% say lack of proper training is a barrier to entry

With all the talk about green collar workers (blue collar jobs in the green economy) and the stimulus money that has been allocated to green workforce development, little attention has been paid to the demographic in this survey: highly-qualified, well-educated people that are willing and ready to move into the green sector.

So what’s the hold up? What are the challenges they’re facing as they try to channel their skills and background towards the green sector? Beyond the 69% who say there just aren’t enough green jobs (because, realistically, there aren’t enough of any kind of job right now, with unemployment rates at over 9% nationally), 41% of our respondents said they don’t have the proper training and 33% said they just don’t know where to look.

What this illuminates is a basic need for training programs and clear direction for jobseekers on how and where to find green jobs. In fact, this only reinforces our own anecdotal understanding of the state of affairs — people come to us every day just wondering how they can get into a sector that’s seeming daily more and more like a mirage. Of late, there’s more frustration in their voices, and people are wondering if all these green jobs evangelists are really just snakeoil salesmen.

But after two years in this space, we remain confident that the jobs are not an illusion — if they were, we’d pack up shop and head elsewhere rather than leading people on. The immense sense of hope and optimism hung upon green jobs was multiplied exponentially by the state of the economy and soaring unemployment rates. Yes, the sector is still growing even despite the economy (confirmed by a recent Pew report) and green companies are hiring, but not at a rate that can keep pace with the demand created from hundreds of thousands of people that have suddenly flooded into the sector.

The take-aways? Our same old line: there might not be a green job for you right now, but in 6 months or a year, when the dust settles from the economic collapse, there will be. The stepping stone in between, and how you’ll succeed in separating yourself from the crowd when that time comes, is training and preparation.

We’re not saying you’re not willing — over 30% of respondents said they’d take a week for training in greenhouse gas accounting or energy audits, and another 30% said they’d take a month. Most were ready to put up somewhere between $100-$1000 for the training.

Bright Green Talent and some of our partners are working on creating and facilitating training to help you get on the right path. In the meantime, there are lots of great resources to help you learn and network as we all ride out the storm. Hang in there — opportunity and a clean, prosperous future are waiting on the other side.

June 18, 2009 at 5:07 pm 4 comments

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