Want a new career? Know the key terms | Business Tutorials ...

Editor?s note: Ed Adamowicz is on vacation. the following column was previously published in the Sun in 2007.

For those entering the fall with a career change in mind, I thought I?d write about a few words and phrases commonly used.

One expression that gets widespread play locally is ?unemployment office.? Traditionally, when an employee is let go, involved in a RIF (reduction In force), terminated or fired, one of the priorities is to enroll at the local office for unemployment insurance benefits. it is perceived by most as, at best, an embarrassing circumstance.

I?ve conducted seminars at the Career Center if Lowell, and this is not a typical unemployment office. the staff is competent at the various techniques and strategies necessary to find work. Members are plugged in to many local employment agencies and are equipped with the latest technology in order to best service their customers. the state?s career-center concept has been improved significantly, and the stigma of ?unemployment office? should not be attached to this new millennium career-services experience.

I?ve written before on my feelings about ?job? versus ?career.? when a prospective client calls my office and inquires if I can help him or her find a job, my response is no. there is a world of difference between the two. there are plenty of jobs out there, but pursuing a rewarding and purposeful career is another matter.

One of the emotional channeling techniques I coach has to do with changing one?s vocabulary. the corporate world, and maybe even society in general, would be much better off with a workforce focused on being employed in occupations offering fulfilling, meaningful, make-a-difference careers.

If you are in search mode and working to update your resume package, you might want to consider enlisting the help of ?endorsers? not ?references.? the dictionary will define a reference as enumerating one?s past accomplishments as opposed to an endorsement of what one can accomplish in the future. many hiring executives I know would much rather be informed of what a candidate can do for them, as opposed to what they achieved in the past. you may consider the difference slight, but I believe it to be vast. Moreover, the interviewer will consider it much more relevant.

It?s also important to note that most resumes are written including ?features? about one?s self as opposed to ?accomplishments.? many of the resumes I see are loaded with features, and it would be relatively simple to include results. Usually, I see bullets that state that one ?managed this? or ?supervised? a certain amount of people. but hiring managers want to see what the result was; in the resume-writing business, this is rule number one. especially integral is the converting of an accomplishment to reflect the bottom line in dollars or, if not possible, at least a percentage of improvement in efficiency. Worst-case scenario, mentioning a phrase like ?a significant increase in productivity? would be wise, although an astute business manager would prefer something more specific.

While on the subject of searching, know that a ?professional recruiter? is not the same as an ?HR recruiter.? the latter is an outright conflict of terms. Whether the individual is an employee of a company, a contract recruiting professional hired by said company or an outsourced ?headhunter? (fee driven), they differ in responsibilities from a human-resources professional specializing in employee relations, organizational development or perhaps compensation and benefits. it behooves one to understand the difference and proceed accordingly.

Another misunderstood term when in career search mode is ?networking.? this is one that is universally accepted as the number-one method of obtaining a new opportunity. so it?s not so much about taking action and doing it as much as it is going about it in a persistent and assertive manner. by that, I mean taking it to the next level and insisting that you speak with the contacts developed due to your efforts.

How often have you heard, ?and if there is anybody out there who is looking for someone with your skills, I?ll be sure to get in touch.? right. this might happen when pigs fly. the phone never rings. how about asking: ?With how many people do you normally interact in a week that might be able to help?? and once determined, you jot down on your notepad in your business portfolio their names and numbers and receive approval from the referrer to use his or her name. then, of course, you call and secure meetings. the success depends on execution. Being pro-active wins the networking day.

Lastly, the use of the ?overqualified? objection when a hiring manager conveys the bad news is totally unfounded. this is just a way for saying that you are too old or making too much money. after all, what business-savvy professional would hire an underqualified or possibly a just barely qualified individual. the premise is the assumption that a highly qualified applicant may become bored or eventually dissatisfied with their responsibilities, or lack thereof. while I understand the concern, I rail at the contention that a person in need of employment gets disqualified because they are extremely credentialed in a particular discipline and are summarily tossed aside due to the perception that they may become disenchanted with their role after a short period of time.

Ed Adamowicz, CPCC, is founder and chairman of Encore Career Consultants (www.encorecareers.us.com), a Boxboro-based provider of career coaching, resume writing, interview training and corporate consulting. Readers are invited to submit questions via e-mail to eadamowicz@encorecareers.us.com

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