Last month we launched part one of our new eBook, “Your Job Search is a Bare Knuckle Fight. The FPC Recruiters’ Guide to Winning!” In it we shared tough advice about what it takes to get a job in this continuing difficult business climate.
The information in part one was intended to help you organize and implement an effective job search, the way we recruiters do it. And that’s much different than how outplacement services and job coaches tell you to go about it.
If you’ve read part one and taken it to heart, you’re well on your way to lining up some juicy interviews. That’s where part two of the Bare Knuckle Guide comes in. We believe that the interview advice most people get is way too soft and way too generalized.
As recruiters, we’re preparing candidates for interviews every day – and seeing the results of how those people actually handle themselves in the interview situation – for better or worse. We know what lands the job – and what lands you on the mat.
We’ve dug into our experience to share with you real world anecdotes about both successful and unsuccessful interview moves. Some come from interviewees. Some come from hiring managers. Some come from job search industry leaders.
Among many other important lessons, you’ll learn why:
- You must be respectful to every person you meet in the interview process regardless of their position
- The couch in the waiting area is off limits
- Showing off your knowledge of the company can work against you
- Your language must be very, very specific
Part two of the Bare Knuckle Guide also explains why you may need to act as your own recruiter and how to do for free what we do for a fee.
It’s hard enough to line up interviews for promising positions. Especially if you’re listening to and trying to follow the ‘rules’ we tell you about in part one – the ones that don’t work if you want to be employed.
When you finally do get a chance to sit down with a hiring manager at a company you really want to work for, you have to know how to assess whether the opportunity is as good as you think it is – and, if so, how to close the deal. This is particularly important for senior executives who have been out of work for six months or more and are stressing out about how to pay the bills and the kids’ college tuitions.
In writing this eBook, I put my heart into sharing some of the professional techniques that I and my fellow FPC recruiters use to help our job candidates build solid careers. It really kills me to see talented, experienced men and women going through long, painful periods of unemployment – especially when it’s unnecessary.
When we launched part one of the eBook last month, I said that the advice is blunt and that some of the activities won’t feel comfortable at first. But you owe it to yourself to push the limits a bit if it means getting back to work.
If you haven’t read part one yet, there will be opportunities when you download part two to get it. Look for links on the download page and also right within the part two pdf. We tried to have some fun in putting this eBook together with lots of boxing references and vintage images. It helps to smile when things are rough.
Enjoy both parts of the Bare Knuckle guide. Feel free to get in touch to let us know how it’s working for you. And if you start to think that this recruiter stuff might be fun as your next career, you’ll be right. It can also make you a darn good living – especially if you do it as the owner of an FPC Executive Recruiting franchise. It’s an incredible way to leverage your past experience and industry contacts, while taking control of your career at a time when corporate careers are increasingly risky.
Click the button below to get The Bare Knuckle Guide, Part Two.
A while ago I was asked to speak to a group of senior executives about job search and career management. Many of them were unemployed or at risk of becoming unemployed. It really bothered me. Not the fact that I was asked to speak. But the fact that a bunch of unemployed professionals were spending their time getting together to ‘network’ (read: commiserate).
In my parlance, I call that kind of gathering ‘notworking’ – notwithstanding the fact that there would be a speaker – me – who might share some helpful information. I decided to make the time worth their while by sharing some tough love; by telling them some things they needed to know, but probably didn’t want to hear.
What I told them – the title of my presentation – was, “Your Job Search is a Bare Knuckle Fight.” Afterwards, a number of the attendees confirmed what I had suspected, that this was the first time they’d heard the advice I gave them.
What really, really bothered me, and continues to, is that many of these men and women had been unemployed for months or years, had been through outplacement, had worked with coaches, had spoken with recruiters. And yet, this was the first time that someone had told them the truth about what they have to do to get a job in today’s unprecedentedly challenging workplace.
They had been following ‘rules’ that have developed in the digital age about how to use the Internet to get a job. As a recruiter who gets people jobs for a living, these ‘rules’ are just plain wrong. Here are a few:
- Email, don’t call.
- Spend time and money developing a great resume.
- Find positions you think you qualify for and apply online.
In the vast majority of cases this simply won’t work. Anyone who has emailed hundreds of resumes in response to online job postings – and still no job – knows this is true.
Here at FPC, we use a far different approach to connect our clients to the right talent. As part of my job as owner of an FPC executive recruiting franchise office, I train my recruiters in these techniques that earn them quite a good living. As Executive VP of our franchise entity, I train other FPC owners in the recruiting methodology that has worked successfully since the company was founded in 1959 and since we began franchising it in 1973.
Unfortunately, my fellow FPC recruiters and I cannot help many of the job candidates who come to us. It’s a sad irony that, for the most part, our clients in manufacturing and industry hire us to find passive candidates, i.e. those who are currently employed. The longer someone is out of work, the less probability that a recruiter can find them their next job.
So, I decided to flesh out my presentation to the executive group and turn it into an eBook that would not only share the tough realities of today’s job market, but that would empower job seekers to serve as their own recruiters. Today, we’re launching Part One of “Your Job Search is a Bare Knuckle Fight: The FPC Recruiters’ Guide to Winning!”
Bare Knuckle – as we affectionately call it – is pretty blunt, but we also had some fun with the boxing metaphor and hope that you’ll find it a good read, as well as good looking. Enjoy the vintage boxing images and other cool graphics. To further encourage you to download the Bare Knuckle Guide, Part One, here are some of the chapter titles:
- The Internet is killing you!
- Outplacement is often out of place in a bare knuckle job search
- The road to a job usually bypasses HR
- Your job search is a sales job, like it or not
In Part One, you’ll learn why you must accept that these things are true. You’ll also come away with a fight plan that, if you follow it, will get you to interviews with the right people. In Part Two, we’ll teach you how to take advantage of these opportunities and close the deal.
In this initial 27-page eBook, we bring the experience we’ve gotten placing thousands of executives. You bring the guts and get the glory! Get into training for your Bare Knuckle Job Search right now and go from contender to champ when you win that coveted new position!! Click the button below to download Part One of the ebook. We’re in your corner!!
Most visitors to our website and blog, and everyone we meet with who eventually becomes an FPC executive recruiting franchise owner is changing careers. Eighty-five percent of our owners have never before been recruiters. Most have come from the corporate world and industry. Even those who have recruited in the past have worked for a recruiting firm and never owned their own company. Those who have owned businesses have not owned a franchise.
Every one of these career changers went through a circuitous and sometimes tortuous path to find the right next step for themselves. By the time we meet them they’ve usually done quite a lot of exploration. Even so, becoming a recruiter wasn’t necessarily on the radar screen, so we try to help them assess whether our offer will be a good fit for their personal, financial and lifestyle needs.
To that end, we have a real interest in reading what others have to say about making good career choices. Today, we want to share with you an insightful article from On Wall Street that offers some good steps to follow on the path to your new career. After you read the article, please share some of the steps you’ve taken in planning you career in the comments.
If you’re wondering what it’s like to leverage your past experience and contacts in a new career as an FPC franchise owner, please download our popular recorded webinar, “A Great Career Option You May Never Have Considered.” It’s free! Enjoy the article!
A recent article in “Investor’s Business Daily” bore a provocative headline, “Job Security Never Better, But That's Bad News About The Job Market.” You can read the entire article below, but the gist is that according to stats from the US Bureau of Labor Statistics, in any given month only 2% of the workforce will be downsized out of a job – maybe an all-time low. However, on the other side of that statistic, the chances for the unemployed to be hired again is also at an all-time low 26%.
The article’s author offers an array of reasons for this state of affairs that you may find interesting and with which you may or may not agree. Why we find it compelling goes to the nature of our business, executive recruiting.
Our clients want us to find them the top talent and, unfortunately for those who are long-term unemployed, they prefer that we introduce them to passive candidates, that is, those who are currently employed. In times of job security for the employed, passive candidates are hard to come by. They’re not up on job boards and they’re not responding to positions posted on company websites.
Recruiters in Demand
That being the case, companies use executive recruiters to fill these critical job roles. In times like these our job orders go up. Fortunately, here at FPC, we can work within our network of franchise offices – mostly focused on recruiting for the manufacturing sector – to identify and introduce top talent to our clients even in a tight talent environment. Obviously, this is good for our business.
We identify with the plight of the unemployed, especially executives over age 40. In fact, we’ll soon be sharing our recruiters’ methods to give job searchers an edge in the marketplace when we publish our two-part ebook, Your Job Search is a Bare Knuckle Fight: the FPC Recruiters’ Guide to Winning!
In the meantime, if you’re concerned about being one of the 2% to be downsized next month, download our popular recorded webinar, “A Great Career Opportunity You May Have Never Considered,” and learn more about recruiting, franchising and FPC.
One of the chief reasons that people invest in a franchise business is to benefit from an established brand. On the other hand, many aspiring small business owners are concerned that there won’t be enough opportunity to put their own stamp on a franchise unit.
It’s true that many franchises have a fairly rigid set of operating procedures and don’t allow much in the way of deviation. Others, including FPC, expect you to learn and use their proven system – in our case, for executive recruitment – so that you have the best opportunity to succeed. However they also allow you the leeway to personalize your business. FPC owners can institute their own office policies and individualize other elements of their businesses.
However, regardless of how rigid or flexible the rules, you can make any franchise business your own by building your personal brand. Even though as a franchisee you greet customers or walk into a potential client’s office with the credibility of an established brand behind you, in reality your business is you.
What is a Personal Brand?
Just as in a corporate brand, your personal brand establishes an expectation of value and differentiates or positions you in the marketplace. It embodies your personal qualities and your character, as well as your knowledge and expertise – just as a corporate brand incorporates a specific culture into the creation and delivery of products or services. While a company’s brand may be represented visually by a logo, sometimes a personal brand is symbolized by a physical characteristic – like a big smile -- or a style element – like a bow-tie or a particular type of eyeglasses.
Building your personal brand happens over time. It’s what you become known for. It’s also your own commitment to continuous improvement.
How do you Build a Personal Brand?
There are many ways to build your personal brand. Here are a few that we’ve found productive.
- Establish thought leadership in your industry. This means sharing your expertise and ideas generously. One of the best ways to establish thought leadership today is to write a blog – like we’re doing here. Writing useful content that helps others understand your business, industry and services not only establishes your credibility but can also lead to actual sales. If you’re more comfortable with the spoken than the written word, do a video blog – or vlog – instead.
- Be visible in the social media that your key audiences frequent.
- Have a good professional portrait taken to use as your ‘avatar’ – the image that represents you online. By the blank squares that show up next to so many LinkedIn profiles and social media posts, many people still don’t know how important these are or how to create and launch them. Go to www.gravatar.com to upload your avatar for free and create your gravatar, or Globally Recognized Avatar. This allows your image to follow you around the internet, to come up next to your name when you engage or comment on blogs, websites and social media. Your gravatar can also come up on many smartphones when you call someone who has you in their contacts, constantly reinforcing your image.
- Become known for one particular aspect of your industry that reflects a specific expertise that you’ve developed. Be the go-to guy or gal for that. Create content around that expertise – write an eBook or record a podcast. You can also create an online radio show on a platform like blogtalkradio.com. Interview other experts and authors. This can really boost your visibility and your credibility at the same time.
- If you do have a style element or physical feature that you’re known for, emphasize it. If you’re known for wearing hats, for example, wear one in your avatar photo. You could use that element in a personal Twitter handle - @hatman or @hatlady. Be a bit careful with this aspect of personal brand building, however. It has to be authentic. Don’t all of a sudden start wearing a bowtie or a strand of pearls just to create a style element that’s identified with you. It will seem strange to those who know you already -- your core audience.
- Become active in some industry organization related to your business. Get on a committee, host a webinar, be a speaker on a panel discussion, sponsor an event or program. It will serve you well.
Your franchise business doesn’t have to be ‘cookie cutter’. It can be as unique as you and your personal brand.
If you’ve ever considered – or never considered – exploring a career in executive recruiting, download our free eBook and get an inside look at a typical day as an FPC executive recruiting franchise owner.
Time marches on. That’s a reality. We all have our plans and dreams, our wants and needs. What we don’t have is a crystal ball. Since 2007 – the start of The Great Recession – we’ve gotten used to putting our futures on hold.
At one time we felt that we could see far enough into a relatively stable future that it seemed easier to take a risk. These days, we can feel more like we’re living in a house built in sink-hole territory. You never know when your entire life can be swallowed up by an unpredictable outside force. Events like yesterday’s government shutdown are a case in point. They send our hackles up, send our stomachs sinking and otherwise make us anticipate a fight or flight adrenaline rush of fear.
What to do about fear
We’ve written before on this blog about the role that fear can play in any change. We humans are pre-wired to seek safety and survival. We feel better with what we know. To change anything, we have to overcome what author Steven Pressfield termed ‘the lizard brain.’ That term has been further explained and amplified by the brilliant Seth Godin and deals with ‘the resistance’ we human beings experience when venturing into new territory.
As if new territory weren’t threatening enough on its own, added overtones of uncertainty can have us pulling back from decisions to make changes. But if we’re pursuing the right opportunity, pulling back can jeopardize our chance at success for all time. In fact, there’s plenty of evidence that the right business move will succeed regardless of the economic environment.
Companies that started in tough times
Here are some examples that may surprise you of companies that were founded in the midst of economic turmoil – some of it worse than what we’ve experienced over the past five years.
- General Electric, 1890 – Global recession, crash of the US economy, run on the gold supply
- IBM, 1896 – Prolonged economic slump
- General Motors, 1908 – Aftermath of another U.S. financial crash
- Walt Disney Productions, 1929 – In the middle of the Great Depression
- Burger King, 1953 – Inflationary conditions, post-Korean War
- Microsoft, 1975 – Stagflation, OPEC oil crisis
- CNN, 1980 – Double Dip Recession, Fed raised interest rates to stave off inflation
- Apple, 2001 – Re-launched in aftermath of dot-com bubble burst
- FPC of Valdosta, 2008 – Just as the Great Recession struck
The last example is probably more relevant to most people’s aspirations – to start their own small business. Though actually, that’s probably the spirit in which the corporate giants we mentioned started – several of them in garages. But, someone taking a chance and opening a recruiting franchise at a moment in the recent past when most people would have put any such decision on hold indefinitely is probably more relatable.
We wrote about FPC of Valdosta and its owner, Kris Jensen, in our series of posts offering business wisdom from a diverse group of FPC owners. You can read more about how he built success in tough times.
Advantages of starting your business in tough times
The point of this post, though, is to inspire you to believe that if a career change you’re contemplating feels right and stands to improve your work and personal life, you can succeed regardless of the economic climate of the moment. You may have to work harder than you would have during better times. But you may also find opportunities that others will miss because they’ve given in to fear or given up completely.
People who start new careers in tough times are not impeded by negative comparisons. They don’t know what it was like to run their business in a boom. They only have the current moment to contend with. These folks come across in the marketplace as confident and positive and tend to do well with customers who appreciate a more hopeful approach from a service provider.
So the takeaway is, don’t stop exploring for the next right career move for you – whether it’s a job or an entrepreneurial pursuit. If you get excited thinking about it, if it makes good use of your skills and experience, if it has the potential to provide future security for you and your family – and especially if it represents the fulfillment of a life-long dream – go for it. Take it from Thomas Watson, Thomas Edison, Walt Disney, Ted Turner, Bill Gates and Steve Jobs.
If you’re curious about what a typical day in FPC of Valdosta’s Kris Jensen’s life is like, you can find out by downloading our free eBook, “A Day in the Life of an FPC Executive Recruiting Franchise Owner.” Maybe it’s the right thing for you, too!
The answer to the question we’re posing in this post is, “It depends.” We’re not saying this to avoid a direct answer, but because it’s true. Entrepreneurs are often thought of as Type ‘A’ personalities who have to be on the go and in control, but would that disqualify them as successful franchise owners?
To begin with, let’s look at a definition of ‘entrepreneur’. Entrepreneur Magazine – which should know – defines an entrepreneur as: “One who starts or assumes control of a business or other independent enterprise, often employing innovation and more than an ordinary degree of risk.”
The magazine goes on to say that, although the terms ‘small business owner’ and ‘entrepreneur’ are often used interchangeably, they really aren’t the same. The writer points out that the willingness of the entrepreneur to assume substantial risk is the key differentiator between the two.
Considering that most budding business owners who choose the franchise model do so to reduce risk by following a proven process and adopting a recognized brand, it doesn’t appear that the typical ‘entrepreneur type’ would be happy going that route.
Indeed, running successful franchises requires following the tried and true, regardless of the specific business category. Any self-described entrepreneur who can’t stomach that reality would be better off developing a business concept from scratch and maybe becoming a franchisor instead of a franchisee.
However, having said that, there’s also plenty in owning a franchise that can appeal to and satisfy entrepreneurial qualities.
A recent article for Entrepreneur by Stephen Key discussed what the author has identified as, “5 Qualities of Successful Entrepreneurs” based on his decades of experience mentoring this group. He lists them as follows:
- An unwavering passion
- The desire to be an expert
- A forward-looking approach
- A constant flow of ideas
When we read this article, it struck us that there’s not one of these qualities that our FPC owners don’t possess in running their successful franchises. Let’s look at them one by one. While we’re using FPC executive recruiting franchise owners as examples, we’d bet that the same applies to many franchisees in other industries.
- An unwavering passion. I, personally, describe myself often as passionate about executive recruiting and the benefits it provides to the companies and job candidates we work with – not to mention our employees and everyone’s families. Many of my FPC colleagues also express their passion for what we do. As owners, our passion helps us to focus on what it takes to succeed through the ups and downs of running a business.
- Open-mindedness. According to Stephen Key, successful entrepreneurs don’t presume to have all the answers and are not rigid about their visions. Even though we may be following a process that we didn’t invent, we franchise owners all have a vision of where we want to take our businesses and how we want them to contribute to our lives and legacies. Fortunately, we operate in a system of peers and franchise management that fosters learning and provides constant and continuing input to help us fine-tune our operations.
- The desire to be an expert. Key says that successful entrepreneurs understand the importance of developing industry expertise and leveraging it from venture to venture. You can bet that even though Amazon.com and The Washington Post don’t seem to have much in common, Amazon founder Jeff Bezos based his recent purchase of the Post on his expertise in digital content assets and marketing. Our FPC owners succeed because most of them are recruiting in the industries they used to work in and know inside out. Coming into franchise ownership as content experts gives them instant credibility in their new roles.
- A forward-looking approach. It’s easy to get into a business rut – especially when things are running smoothly. The owners operating the most successful franchises know that, by definition, the status quo is meant to be disrupted. They look ahead and plan for changes and challenges. They’re strategic goal setters. The FPC national office happens to be a great role model in the looking forward department. It’s currently celebrating 40 years of franchising the FPC recruiting process. This success has been largely due to keeping an eye on economic and industry trends and thinking beyond conventional wisdom to meet and overcome challenges.
- A constant flow of ideas. An often-discussed quality of entrepreneurs is that they are always looking for what’s next. For all of our FPC owners, buying their franchises has been what’s next for them. Most of them came from successful corporate careers. Many of them have never stopped thinking about and exploring how to build on, rather than rest on their laurels. Some have opened up new offices. Some have branched into recruitment for related industries. Some have brought other family members into the business. Some have created partnerships to expand services.
Going back to the definition of ‘entrepreneur’ that we shared at the beginning of the post, it’s good to know that even though entrepreneurs who buy franchises may have to temper their love of risk, they don’t necessarily have to give up on their desire to innovate.
Many franchise systems, including FPC, have peer advisory boards where owners get to share their ideas for improving the system and to contribute input to management initiatives. There are also franchises, again including FPC, that offer owners considerable freedom in running their offices.
The takeaway is that if you’re an entrepreneurial type considering whether a franchise is right for you, consider whether you can be happy channeling your qualities into the functions involved in franchise success. Which of your qualities do you wonder whether you could put to good use in a franchise environment?
To learn how your time would be spent on a typical day as an FPC owner, download our free eBook, “A Day in the Life of an FPC Franchise Owner.”
If you’re considering franchise ownership as a career option, you’re probably looking through directories of franchise businesses to identify potential opportunities. You’ll notice that many franchises tout themselves as ‘the fastest growing’. What does that really mean? And is it important to your success that you choose a fast-growing franchise?
In this post, we offer you our perspective as a ‘careful growth’ franchise system. We’re sharing this information not as a sales pitch – we award only a limited number of franchises each year -- but to give you some things to think about that you might not otherwise consider as you evaluate franchise opportunities. First, we’ll offer a third-party perspective.
What the Survivors Share
Recently, well-known corporate and franchise attorney Ted Pearce wrote a must-read article for BlueMauMau.com, a straight-shooting information portal for franchisees (and potential franchisees). It’s titled, “Survival of the fittest: Why do some franchise systems succeed, others fail?”
In the article, Pearce said: “Franchise concepts come in all shapes and sizes. But systems that are “survivors” have common characteristics that set them apart from the rest. Among these are strong management with a strategic long-term view, a culture that is collaborative but still controlled by the franchisor, and an emphasis on system standards and training. In short, whether a franchise system is likely to last depends in large measure on how well it is operated.”
We’ve been in business since 1959 and franchising since 1973. But you’ll never find F-O-R-T-U-N-E Franchise Corp and its FPC brand (F-O-R-T-U-N-E Personnel Consultants) listed as the fastest growing executive recruiting franchise. Our deliberate, strategic choice has been to award franchises on the long term mutual merits, rather than as part of a short term sales goal.
The Thinking behind the Strategy
The market position we’ve always adhered to is to be the right size: large enough to have brand impact in our business arena; small enough to provide our franchise network the strong support that they need for success. We never want to overload our capabilities to run a strong system.
Here’s why we made this choice:
- Because we could. We’re a privately held, family-owned business and not beholden to investors clamoring for quarter-to-quarter franchise sales results. It’s important to know what drives business decision making in any franchise system you’re evaluating. Depending on the franchise concept, you might do better with a larger or publicly-held enterprise, but at least factor in how, if at all, the ownership entity could influence your success.
- Because we’re an executive recruiting company first, and a franchise company second. Our recruiting approach was successful for 14 years before we ever began franchising it. We understand recruiting inside out – as well as what it takes to succeed. This has made us successful as franchisors -- from vetting potential franchisees to developing the strongest owner and recruiter training in our industry. By the way, we’d rather hang our hat on having the best training than the fastest growth any day of the week. Determine whether the franchise company has real expertise in the business you’re buying – or whether they’re just great marketers of a concept.
- Because we’re good enough business people to understand that our financial success will not come from up-front franchise fees, but from the long term success of our owners. In fact, we pretty much plow FFC franchise fees back into owner training and support. In essence, we invest in our owners as they invest in us. As an example of how this long term view succeeds, one of our owners is well into his second twenty-year franchise agreement. This speaks for itself.
Assessing Culture and Control
We agree with Mr. Pearce that a collaborative culture is essential to a strong franchise system. Our FPC owners are represented on a peer advisory board. They report from the front lines of our industry, provide feedback on corporate initiatives, share ideas for improving the system and otherwise offer the owner perspective. We factor their input into planning and decision-making. We can more readily address system issues with this strong communication. Before investing in a franchise system, find out whether you’ll have a voice in decisions that will impact your success.
In addition, be sure that you’re comfortable with the level of control a franchise company will have over how you operate your business. We have standards of operation, ethics and brand management that we require of our owners. However, they are free to set up and run their offices as they see fit. They can establish their own office culture and policies. We have found that this works very well for recruiting offices. Again, just be sure to understand whether standards established by the franchise company are for your benefit or theirs – and whether you personally prefer greater or lesser control from the corporate office.
There for You – Thick or Thin
Whether it’s training or marketing support, a strong system has to be there for its owners through thick and thin. We speak with many of our owners daily, regardless of how long they’ve been in the system. They ask us about all aspects of their businesses. We help them hire, we train their recruiters, we help them in the moment when they’re negotiating a placement. We help them generate and share leads through our Intranet and system-wide recruitment network. If we perceive that they’re struggling or if they need help with expansion plans, we’ll jump on a plane and spend time with them on-site.
The system is the most important aspect of our business. When the Great Recession struck we put every bit of attention into helping our owners get through it, to sustain the system for everyone’s benefit. We put franchise sales on the back burner as a result. We’ve now returned to our careful growth plan, confident that it will serve our system well for another 40 years.
Depending on your interests, it may be that a hot, fast-growing franchise is just the right thing for you. But it’s good to keep in mind that there other factors to consider in evaluating franchise businesses and choosing a solid franchise system. What have you been considering in vetting franchise opportunities?
If we stirred up some interest in what exactly our FPC recruiting franchise offices are all about, download our popular recorded webinar, "A Great Career Opportunity You May Never Have considered."
Labor Day marks the start of the business season. Lazy, hazy days of summer are over. Vacations are behind us and have hopefully re-charged our batteries. If we’ve used summertime as an excuse to lay back on our career pursuits, it’s time to look reality in the face.
While you were in summer mode, did any great opportunity somehow find its way to your door? My experience leads me to say, “Probably not.” I’m working on an eBook that we’ll be publishing in the near future, but one part of it is very appropriate to this time of year, so I’ve decided to use this post to give you a preview – and some career advice that has worked for me.
Out of work and looking for a job? In a dead end job and looking for a new one that will get your juices flowing? Seeking the promotion you deserve? Finally, seriously considering starting your own business? Whatever you’re trying to accomplish in your career, this one’s for you.
Why you can’t just let it happen
The number one element of success – or failure -- is how you perceive and feel about you. This definitely applies when it comes to your career moves.
Feeling that the world owes you a job or a promotion or any other workplace reward is a self-defeating idea. So is the idea that if you’re patient, something will come along.
In effect, such attitudes lead to a passive approach. You’re going to wait for – and expect – opportunities to come your way. When they don’t, you’re set up for disappointment. You feel defeated and angry at the world. This is not a good place to come from if you want to succeed.
Face the facts
The reality is that no one cares about you but you! And if you want to succeed, you have to take charge of the process. Once you recognize and accept that the future is in your hands, you put yourself in control. This fosters the sense of confidence you’ll require.
Without self-confidence, the future can seem like a place of terror where fear can prevent positive action. With self-confidence, the future becomes a land of boundless opportunity – limited only by your imagination. In order to make things happen in your life, you must adopt the latter point of view.
I was fortunate to understand that it was up to me to build the life I wanted early in my career. Getting every job I’ve held, starting my own company and becoming an owner of FFC all happened because I pursued these goals with passion, confident that I had a lot to bring to the table. From my experience, what I’m sharing with you works.
But you don’t have to take just my word for it. Norman Vincent Peale, the multi-million-selling author of The Power of Positive Thinking said, “Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy.”
Making it happen
Even more, I like the late tennis star Arthur Ashe’s take on the role of confidence: “One important key to success is self-confidence. An important key to self-confidence is preparation.”
As an executive recruiter and franchise owner, my daily mantra is, ‘Plan and prepare’. Planning includes establishing goals and setting out steps to reach them. The engine that drives us to our goals is commitment. Preparation makes it easier to stay on track. Planning and preparing is a great confidence builder. Can you begin to see that these elements contribute to a continuous loop of career success?
Once you start to build the confidence to forge ahead toward your goals, you’ll feel more comfortable departing from conventional wisdom – which is often what it takes. When I speak to groups of job seekers, I tell them not to look for job postings and then email their resumes and see what happens. That does not represent sufficient action to get a job in the current environment. I tell them to look for companies they want to work for and then make a plan to get there.
The plan is sure to include some activities that may not be entirely within your comfort zone, but if you keep your own value and the ultimate reward in mind, you can do it. This post is designed to give you an initial sense of the mind set you must cultivate if you’re going to build the career and life you want.
In the eBook I’ll be sharing a lot of details about how to plan and execute your next career move. It will offer job search and career advice that you probably never heard before – based on the proven techniques that FPC recruiters use to place candidates in great jobs and my own philosophy of creative self-resilience.
We’ll be announcing the launch of the new eBook here, so if you’d like to get it when it comes out, just subscribe to the blog. Type your email address into the field at the top of the right column and you’ll get our posts delivered to your inbox weekly.
Before you go, please share your thoughts on self-confidence and the role it’s played in building your career.
As the economy has continued to improve, the franchise industry has been a leading sector in job creation. Though that growth slowed a bit in July according to a monthly poll from ADP, franchises added about 12,300 jobs that month. The business services sector added the second highest number of those jobs, with restaurants leading the way by a bit.
If you asked 100 Americans what comes to mind when they think of franchises, most would probably say McDonald’s or Dunkin’ Donuts or some other consumer-facing business. In reality, B2B franchises have been growing at a faster clip compared with other types of franchises for some understandable reasons.
Corporate flight is undoubtedly the most significant. Even before the great recession, there was increasing pressure on mid-career executives in corporate America. This pressure was exerted by a growing corporate interest in increasing productivity while reducing costs. The subtext of these dual objectives is, “We need a younger workforce with higher energy and lower salaries.”
Executives in their 40’s and up have either been downsized out or are examining their options as they become burned out. Of course, companies are losing talent and institutional wisdom as a result, but that’s a conversation for another blog.
The good news in this trend for the franchise world is that many of these experienced men and women are connecting with their inner entrepreneurs and starting businesses of their own. They turn to franchises to fill in their experience gaps and so that they don’t have to start completely from scratch.
Business services are an excellent choice for those fleeing corporate America because there is a growing need for such services, number one. And number two, seasoned executives understand the business world. In a potentially uncomfortable career shift, it is their comfort zone.
In the case of our FPC executive recruiting franchise owners – most of whom come out of the manufacturing world -- their industry experience gets them out of the blocks quickly, even though most have never been recruiters. Our success model includes hiring additional recruiters to work in their businesses so they definitely contribute to the job creation statistics of the business services franchise sector.
We recently read an article on the International Franchise Association (IFA) blog that mirrors many of our own beliefs about what a franchise organization needs to bring to the table to help corporate execs make a successful transition to business ownership. The author was Jeff Connally, president and CEO of CMIT Solutions, a franchise that provides IT services and products. Here are a few key things the franchise company should bring to the table:
Initial training that takes into consideration the individual owner’s strengths and weaknesses. We train owners in our proven recruiting process, of course. But we assess each owner’s needs for training and help in other areas, such as marketing, staff management, strategic planning and other aspects of running a business. Where their previous experience didn’t prepare them, we provide tailored teaching and support.
Connection to Peer Support. Owners helping owners is one of the great strengths of a franchise network. A strong franchise concept provides opportunities for owners to meet one-to-one and in groups where they can benefit from each other’s experience in addition to that of the franchise company. At FPC we sponsor regional meetings, an annual national conference, conference calls and other ways to give owners the opportunity to interact for purposes of discussing business issues and trends. We also provide a powerful intranet for actual business development and lead sharing.
Access to Experts and Resources. Although their new profession may be related to the old, corporate execs benefit from introductions to experts in their new industry. They also need introductions to trusted business resources, vendors and speakers in areas with which they may not be familiar. Regardless of our internal expertise, we have always brought in outside experts to provide our owners with well-rounded support.
Ongoing training and field support. There’s nothing worse for a new B2B franchise owner than to go through initial training and then be tossed into the world to fend for themselves. Issues come up, the business environment changes and markets evolve. Site visits, accompanying owners on sales calls, help with staff training and evaluation on an ongoing basis are all critical to ensuring long term viability. Owners and the franchise company have to be partners in each other’s success.
If every B2B franchise company operated on these principals, it’s certain that the job creation numbers in the sector would be even higher. For those potential franchisees coming from executive positions in corporations, hopefully this post will provide you with some key things to look for when exploring franchise businesses.
Thank you for sharing your thoughts and questions in the comments. What do you think would be helpful to you in transitioning to ownership?
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